Your company is growing, and you need to hire to handle the increased workload. Congratulations!

Now what?

If you have a small business or practice, it’s likely that many of your original hires were one-offs or even personal referrals that ended up being great employees. But when you expand into a mid-sized company, the hires need to be more strategic. At Points, we are currently in a stage where we need to hire several individuals across different departments in a short amount of time to keep up with company growth. This need is causing us to re-evaluate our hiring practices in a BIG way … and we want to bring you along for the ride!

Trust the Process

Over the years, Points Group has made many hires. Some have been with us since the beginning; others spent quality time with us before moving on and some just didn’t work out. While we feel like we have learned something along the way about the interview process from every hire, we have yet to compile all of our collective knowledge into one cohesive process that we can use to find our next batch of “superstars.”

During our weekly Staff Improvement Impact Meeting (more on those later), we realized that our hiring process needed a (gasp) process. As it turns out, we don’t really have one. There are steps and processes that we use, but we do not have one single step-by-step strategic process to ensure we are attracting skilled candidates that will fit into our culture and elevate our level of work.

What Is the Process?

Once we identified a need for a uniformed process, we identified components worth incorporating into that process, and I was tasked with putting them together at a high-level.

I see the process as follows:

  1. HR is notified that there is a need to hire within the company.
  2. The job description for that position is either created or audited for possible updates.
  3. The subsequent job posting for that position is created or refined.
  4. The job listing and assessment is posted on all available channels (e.g., company website, Indeed, Glassdoor, Monster, etc.).
  5. The resumes are screened for experience, skill, attitude and motivators.
  6. Acceptable candidates are interviewed by several employees using evaluation documents.
  7. “Tests” are administered for candidates (e.g., writing samples, DM assessment, mock presentations).
  8. The interviewing “board” convenes on their feedback and assessment of the candidate.
  9. OFFER is made, if applicable!
  10. On-boarding process initiates.

Next week, we will be reviewing this timeline and taking a deeper dive into what changes need to be built out along the way in order to get a formal process rolling. My subsequent blog will cover our conclusions (good, bad or otherwise). Stay tuned so we can develop and learn together…

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This Privacy Policy governs the manner in which Points Group, LLC collects, uses, maintains and discloses information collected from users (each, a “User”) of the website (“Site”). This privacy policy applies to the Site and all products and services offered by Points Group, LLC.


We may collect personal identification information from Users in a variety of ways, including, but not limited to, when Users visit our site, subscribe to the newsletter, respond to a survey, fill out a form, and in connection with other activities, services, features or resources we make available on our Site. Users may visit our Site anonymously. We will collect personal identification information from Users only if they voluntarily submit such information to us. Users can always refuse to supply personal identification information, except that it may prevent them from engaging in certain Site related activities.


We may collect non-personal identification information about Users whenever they interact with our Site. Non-personal identification information may include the browser name, the type of computer and technical information about User’s means of connection to our Site, such as the operating system and the Internet service providers utilized and other similar information.


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We adopt appropriate data collection, storage and processing practices and security measures to protect against unauthorized access, alteration, disclosure or destruction of your personal information, username, password, transaction information and data stored on our Site.


We do not sell, trade, or rent User’s personal identification information to others. We may share generic aggregated demographic information not linked to any personal identification information regarding visitors and users with our business partners, trusted affiliates and advertisers for the purposes outlined above. We may use third party service providers to help us operate our business and the Site or administer activities on our behalf, such as sending out newsletters or surveys. We may share your information with these third parties for those limited purposes provided that you have given us your permission.


Users may find advertising or other content on our Site that link to the sites and services of our partners, suppliers, advertisers, sponsors, licensors and other third parties. We do not control the content or links that appear on these sites and are not responsible for the practices employed by websites linked to or from our Site. In addition, these sites or services, including their content and links, may be constantly changing. These sites and services may have their own privacy policies and customer service policies. Browsing and interaction on any other website, including websites which have a link to our Site, is subject to that website’s own terms and policies.


Points Group, LLC has the discretion to update this privacy policy at any time. When we do, we will revise the updated date at the bottom of this page. We encourage Users to frequently check this page for any changes to stay informed about how we are helping to protect the personal information we collect. You acknowledge and agree that it is your responsibility to review this privacy policy periodically and become aware of modifications.


By using this Site, you signify your acceptance of this policy. If you do not agree to this policy, please do not use our Site. Your continued use of the Site following the posting of changes to this policy will be deemed your acceptance of those changes.


If you have any questions about this Privacy Policy, the practices of this site, or your dealings with this site, please contact us at:

Points Group, LLC

150 Morristown Road, Suite 220

Bernardsville, NJ 07924

This document was last updated on July 24, 2014