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Once you decide who is most qualified for the job, there are many steps you need to take to get the applicant hired and settled into the workplace. The following checklists and instructions explain what you or your HR contact need to do to complete the hiring process.

Note: If you are interested in trimming down the number of standard employee processes that a hiring manager needs to complete for new employees, we strongly recommend that your new employee's first day of employment begin at New Employee Welcome and Orientation. Conducted by Human Resources (HR), the orientation is a one-stop-shop that provides your new employees with a comprehensive introduction to employment and benefits at The University of Texas at Austin and provides them with the opportunity to complete many items on the New Employee Checklist, saving you time. Pre-register your new employee to begin their first day of employment at New Employee Orientation.

Your Handy Hiring Checklists

1. What to Do as Soon as You Decide Whom to Hire

2. What to Do Before the Employee Begins Work

3. What to Do On or Before the Employee's First Day of Work

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How to Write an Offer Letter

Use one of the following Microsoft Word templates to help you write an offer letter:

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How to Complete a Recruiting Summary

Once your recruiting effort is finished, you will need to do a Recruiting Summary. You'll do this online through the Human Resource Management System (HRMS). The purpose of the Recruiting Summary is to document the individual(s) you hired and why, by listing all of the skills, abilities, education, and behaviors demonstrated in the interview that made them the "best qualified" to do the job. You will also then reflect all other candidates that were not selected against the individual(s) that you did select. If you want help completing the Recruiting Summary, contact your Strategic Workforce Solutions representative.

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How to Deal With Phone Calls from Applicants You Don't Hire

If you get a call from an applicant who you didn't hire, refer to the recruiting summary for help responding to the inquiry. You'll want to read from the recruiting summary document, tell the applicant why he/she was not selected and why you selected the individual you did. You shouldn't provide any more information than this. If the applicant is not satisfied with your answer, recommend that they give a member of the Strategic Workforce Solutions consultant team a call to discuss the situation further at 512-471-4772 or 1-800-687-4178.

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