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Hiring Excellence Checklist

  • Writer: Silvia Gray
    Silvia Gray
  • Oct 8
  • 2 min read

✅ Hiring the right people is one of the most critical decisions a company can make.


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A strong hire adds value from day one, drives long-term growth, and strengthens culture.
A poor hire, on the other hand, can drain resources, lower morale, and set back progress.

At Expert Connections, we see this challenge every day: companies want to move quickly, but rushing the process often leads to costly missteps.


The solution isn’t slowing down but building a structured, repeatable hiring process that balances speed with quality.


That’s why we put together the Hiring Excellence Checklist.

A practical guide to help leaders, HR teams, and hiring managers create a process that consistently delivers great results.


Whether you’re filling one critical role or scaling an entire team, this checklist will help you:


  • Define roles with clarity and purpose

  • Attract and engage the right candidates

  • Evaluate skills and cultural fit with confidence

  • Set new hires up for long-term success


1. Define the Need Clearly

  • Write a role scorecard (focus on key outcomes, not just tasks)

  • Align with leadership on must-have vs. nice-to-have skills


2. Strengthen Job Postings

  • Use clear, compelling language (ditch the jargon)

  • Highlight culture and growth opportunities—not just duties


3. Streamline Sourcing

  • Balance active (job boards) and passive (referrals, LinkedIn outreach) strategies

  • Prioritize quality over volume


4. Improve Screening

  • Standardize resume reviews with consistent criteria

  • Use structured phone screens with 3–5 core questions


5. Interview with Intention

  • Train managers on behavioral interviewing

  • Involve multiple perspectives (team + leadership)

  • Ask for examples that reveal problem-solving and culture fit


6. Evaluate Beyond Skills

  • Assess alignment with company values

  • Look for growth mindset and adaptability


7. Verify Thoroughly

  • Conduct reference checks focused on strengths and gaps

  • Use skills, cognitive, or personality assessments when appropriate


8. Decide with Data + Discussion

  • Compare candidates against the scorecard—not each other

  • Balance objective scores with team insights


9. Set Up for Success

  • Create a structured onboarding plan

  • Assign a mentor or buddy

  • Schedule 30/60/90-day check-ins


10. Track + Improve

  • Measure time-to-fill, cost-per-hire, and retention

  • Collect feedback from hiring managers and new hires

  • Continuously refine your process


Ready to put your hiring process into action?

👉 Download our free Candidate Matrix to evaluate candidates side by side and make confident, data-driven decisions.


 
 
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