1. Identify hiring need Before a position can be filled, it must be identified as available. Positions are either newly formed or recently vacated. In either case, the hiring staff should meet to generate a prioritized list of job requirements including special qualifications, characteristics, and experience wanted from a candidate. 2. Plan It’s important that all those involved in the hiring decision agree to the hiring process, steps, and communication channels to be used. The plan should include a timeline, recruitment plan, criteria for initial candidate screening, selection committee, interview questions, and instructions for taking notes. 3. Create a job description The agreed-upon job requirements form the basis for the job description. Other necessary information includes essential functions to be performed in the role and the advantages of working for the company (i.e., workplace environment, compensation and benefits, perks, etc.). 4. Post and promote job openings The job listing should be advertised internally so current employees can apply and make referrals. Other avenues for promotion are the company’s website, online job boards, social media, job fairs, and industry publications.