Graduate and Entry-Level Hiring Plan
Hire early-career staff fairly and effectively.
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Plan an entry-level hiring round. Roles and number of places: [ROLES_AND_PLACES]. What new hires will do in the first year: [FIRST_YEAR_WORK]. Budget and timeline: [BUDGET_AND_TIMELINE]. Where we usually find candidates: [CHANNELS]. Produce: a skills-and-potential profile (what must they already do, and what can we teach?); a job post that avoids requiring experience entry-level candidates cannot have; sourcing beyond the usual channels (community groups, vocational programs, career services) with a note on reaching under-represented groups; a screening approach based on short exercises rather than résumé prestige; a group exercise or case task with scoring anchors; structured interview questions on learning, teamwork, and motivation; a decision record; and a plan for the first 12 months (mentor, training, rotation, review points). Add a table of timeline steps counted back from the start date, costs with arithmetic (advertising, interviewer hours, training), and a section on paid versus unpaid work trials: unpaid trials can raise legal issues, so confirm with an employment lawyer in [JURISDICTION] [VERIFY].
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