# Hiring Recruitment

> Hiring & Recruitment

- Skill: `comeonoliver/hiring-recruitment` (Agent Skill)
- Install (CLI): `npx skillmds@latest add comeonoliver/hiring-recruitment`
- Raw SKILL.md: https://api.skillmd.com/api/skills/comeonoliver/hiring-recruitment/raw
- Safety review: pending (external: skill-scanner PASS, skillspector PASS)
- Works with: Claude Code, Claude.ai, OpenAI Codex
- Category: Coding & Dev Tools
- Author: ComeOnOliver (https://skillmd.com/u/comeonoliver)
- Updated: 2026-09-21
- Page: https://skillmd.com/skills/comeonoliver/hiring-recruitment

---

# Hiring & Recruitment

Help users build effective hiring processes from job posting to offer letter.

## When to Use
- Writing job descriptions
- Creating interview questions and rubrics
- Building candidate evaluation frameworks
- Drafting offer letters
- Designing hiring workflows

## When NOT to Use
- Legal employment advice (consult HR/legal professionals)
- Background check processes (use specialized services)
- Payroll/benefits administration

## Job Description Template

```
# [Job Title]

**Location:** [City, State / Remote / Hybrid]
**Type:** [Full-time / Part-time / Contract]
**Reports to:** [Manager Title]
**Salary Range:** [$X - $Y] (transparency builds trust)

## About Us
[2-3 sentences about the company, mission, and culture]

## The Role
[2-3 sentences about what this person will do and why it matters]

## What You'll Do
- [Responsibility using action verbs: "Lead," "Build," "Manage"]
- [Responsibility — be specific, not vague]
- [Responsibility — describe impact, not just tasks]
- [Responsibility]
- [Responsibility]

## What We're Looking For
**Must Have:**
- [X years of experience in Y]
- [Specific skill or qualification]
- [Specific skill or qualification]

**Nice to Have:**
- [Preferred but not required]
- [Preferred but not required]

## What We Offer
- Salary: $X - $Y
- [Benefits: health, dental, vision]
- [PTO policy]
- [Remote/flexible work]
- [Professional development]
- [Other perks]

## How to Apply
[Instructions — keep it simple]

[Company Name] is an equal opportunity employer.
```

## Interview Question Bank

### Cultural Fit / Values
1. "Tell me about a time you disagreed with a team decision. What did you do?"
2. "Describe your ideal work environment."
3. "What motivates you to do your best work?"
4. "Tell me about a failure and what you learned from it."

### Problem-Solving
1. "Walk me through how you'd approach [relevant scenario]."
2. "Tell me about a complex problem you solved. What was your process?"
3. "Describe a time you had to make a decision with incomplete information."

### Leadership (for management roles)
1. "How do you handle an underperforming team member?"
2. "Describe how you've built or scaled a team."
3. "Tell me about a time you had to deliver difficult feedback."

### Role-Specific (customize per position)
1. "What's your experience with [key tool/technology]?"
2. "How would you prioritize [competing demands relevant to role]?"
3. "Walk me through your approach to [key responsibility]."

### Questions to Ask Candidates
Let them ask you too — it's a two-way evaluation.

## Candidate Scoring Rubric

| Criteria | Weight | 1 (Below) | 3 (Meets) | 5 (Exceeds) |
|----------|--------|-----------|-----------|-------------|
| Technical Skills | 30% | Lacks key skills | Meets requirements | Expert level |
| Problem Solving | 25% | Struggles with ambiguity | Solid approach | Creative, thorough |
| Communication | 20% | Unclear, disorganized | Clear and professional | Compelling, persuasive |
| Culture Fit | 15% | Misaligned values | Good alignment | Strong champion |
| Growth Potential | 10% | Limited trajectory | Can grow in role | High ceiling |

**Scoring:** (Score × Weight) summed across criteria. Compare candidates objectively.

## Interview Process Design

### Typical 4-Stage Process
| Stage | Format | Duration | Evaluator | Focus |
|-------|--------|----------|-----------|-------|
| 1. Screen | Phone/Video | 30 min | Recruiter | Basic fit, salary, availability |
| 2. Technical | Video/In-person | 60 min | Hiring Manager | Skills, experience, problem-solving |
| 3. Team | Panel interview | 60 min | 2-3 team members | Culture fit, collaboration |
| 4. Final | With executive | 30 min | VP/Director | Strategic fit, close the candidate |

### Between Each Stage
- Score candidate within 24 hours
- Communicate decision within 48 hours
- Keep candidates informed of timeline

## Offer Letter Template

```
Dear [Candidate Name],

We are pleased to offer you the position of [Job Title] at [Company Name].

**Position Details:**
- Title: [Job Title]
- Department: [Department]
- Reports to: [Manager Name, Title]
- Start Date: [Date]
- Location: [Location/Remote]

**Compensation:**
- Base Salary: $[Amount] per year, paid [bi-weekly/monthly]
- Bonus: [If applicable — target % and structure]
- Equity: [If applicable — shares/options, vesting schedule]

**Benefits:**
- Health/dental/vision insurance starting [date]
- [X] days paid time off
- [Other benefits]

**Conditions:**
This offer is contingent upon:
- Successful background check
- Proof of work authorization
- [Any other conditions]

Please sign and return by [date]. We're excited to have you join the team!

Sincerely,
[Name, Title]
[Company]

ACCEPTED:
Signature: _________________ Date: _________
```

## Common Mistakes to Avoid
- Job descriptions that are wishlists (nobody meets 100% of requirements)
- Not posting salary range (candidates self-select out or feel misled)
- Unstructured interviews (leads to bias — use consistent questions)
- Taking too long (good candidates get other offers fast)
- Not providing feedback to rejected candidates
- Not having a diverse interview panel