How to hire a manager, personnel selection

How to hire a manager, personnel selection, step by step

Here's a step-by-step manager, personnel selection hiring guide:

• Step 1: Identify your hiring needs
• Step 2: Create an ideal candidate profile
• Step 3: Make a budget
• Step 4: Write a manager, personnel selection job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new manager, personnel selection
• Step 8: Go through the hiring process checklist

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1. Identify your hiring needs

   The manager, personnel selection hiring process starts by determining what type of worker you actually need. Certain roles might require a full-time employee, whereas part-time workers or contractors can do others.

   Determine employee vs contractor status

   Is the person you're thinking of hiring a US citizen or green card holder?

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   You should also consider the ideal background you'd like them a manager, personnel selection to have before you start to hire. For example, what industry or field would you like them to have experience in, what level of seniority or education does the job require, and how much it'll cost to hire a manager, personnel selection that fits the bill.

   The following list breaks down different types of managers, personnel selection and their corresponding salaries.

   Type of Manager, Personnel Selection	Description	Hourly rate
   Manager, Personnel Selection	Psychologists study cognitive, emotional, and social processes and behavior by observing, interpreting, and recording how people relate to one another and their environments.	$26-69
   Industrial/Organizational Psychologist	The productivity of an organization is the sum of that of every individual in that organization, and the psychological state of these individuals is a major determinant their productivity. Thus, an industrial/organizational psychologist is tasked with improving the overall work environment by improving the mental state of the employees... Show more	$29-65
   Operations Manager, District	A district operations manager is a managerial professional who manages the daily operations of stores within the assigned district as well as provides support to managers in ensuring quality and budget performance. The district operations manager must work with the store management to create and implement action plans to address deficiencies discovered during a store audit... Show more	$29-51

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2. Create an ideal candidate profile

   Common skills:

   • HR

   Responsibilities:

   • Process managed care patients and communicate with all business partners to provide quality care and maximize reimbursement.
   • Scrutinize logistics requirement for trans-continental military exercise.
   • Manage UAB and HSF faculty recruitment, staffing needs, terminations, compensation, records management, employee relations and retention.

3. Make a budget

   Including a salary range in your manager, personnel selection job description is one of the best ways to attract top talent. A manager, personnel selection can vary based on:

   • Location. For example, managers, personnel selection' average salary in hawaii is 50% less than in california.
   • Seniority. Entry-level managers, personnel selection 62% less than senior-level managers, personnel selection.
   • Certifications. A manager, personnel selection with certifications usually earns a higher salary.
   • Company. Working for an established firm or a new start-up company can make a big difference in a manager, personnel selection's salary.

   Average manager, personnel selection salary

   $89,845yearly

   $43.19 hourly rate

   ---

   Entry-level manager, personnel selection salary

   $55,000 yearly salary

   Updated January 21, 2026

4. Writing a manager, personnel selection job description

   A job description for a manager, personnel selection role includes a summary of the job's main responsibilities, required skills, and preferred background experience. Including a salary range can also go a long way in attracting more candidates to apply, and showing the first name of the hiring manager can also make applicants more comfortable. As an example, here's a manager, personnel selection job description:

   Manager, personnel selection job description example

   Endeavor is leading the high-impact entrepreneurship movement around the world and is looking for a dynamic professional to join its team in the Southeast Michigan.
   
   Established in 1997, Endeavor is leading the leading global community of, by, and for high-impact entrepreneurs. New York Times columnist Thomas Friedman called the organization “the best anti-poverty program of all,” and innovative leaders like Reid Hoffman, Nick Beim, Bill Ford, Edgar Bronfman, Joanna Rees, and U2's The Edge have joined the movement. Endeavor supports its entrepreneurs with access to an unrivaled global network, peer-to peer community and demand-driven services. The organization also works to elevate Endeavor Entrepreneurs as aspirational role models and provide avenues for them to mentor and inspire others to reimagine what is possible.
   
   Headquartered in New York City, Endeavor currently operates in 40 growth markets throughout Europe, Latin America, North America, Africa, Southeast Asia, and the Middle East. The office was established in 2015 and, along with its affiliate in Chicago, works with Entrepreneurs and mentors throughout the Great Lakes region. Endeavor's Great Lakes region portfolio includes 34 entrepreneurs leading 20 companies, such as , , , , and .
   Learn more at
   
   Job Title: Manager
   
   Location: Detroit, Michigan or Ann Arbor, Michigan
   
   Works with: Endeavor Entrepreneurs, network members, and staff across the U.S. and worldwide.
   
   ESG Overview:
   
   As a part of the Entrepreneur Selection and Growth (ESG) team at Endeavor, you will collaborate with team members in the search, selection, and servicing of high-potential entrepreneurs in the Great Lakes region. ESG's primary responsibilities include conducting research to build a pipeline of companies, conducting analysis on business metrics to identify highest quality companies, running meetings and local selection panels, developing and writing high-quality analytical profiles and reports on candidate companies, and providing best-in-class services to selected Endeavor Entrepreneurs. ESG staff work directly with some of the region's most visible founders to build a relationship of trust, diagnose their needs, and identify key contacts in the global Endeavor network to mitigate their challenges.
   
   Job Responsibilities:
   
   1. Independently pursue the search and selection of entrepreneurs leading fast-growing, post-startup stage companies in the Great Lakes region:
   
   Develop tools to manage candidate company pipeline. Actively lead meetings and calls.
   
   Network independently and extensively across the Great Lakes region to increase brand visibility and company pipeline sources.
   
   Craft curated outreach strategies in order to engage relevant candidate companies.
   
   Independently research and analyze strength of leadership teams and candidate companies; conduct analysis of business models, growth/scale potential, financials/projections, leadership potential, competitive landscape, market size, etc.
   
   Independently complete detailed and high-quality reports and financial assessments for candidate companies.
   
   Prepare and train candidates for selection panels. Ensure candidates' understanding of the selection process. Communicate candidate progress and potential issues.
   
   Assist and/or lead in the logistics and management of all local / virtual selection events as needed.
   
   Stay connected to relevant reports and media sources to monitor updates and developments within the Great Lakes entrepreneurial ecosystem and assist account managers to find appropriate pipeline companies.
   
   2. Support entrepreneur servicing:
   
   Ensure that entrepreneurs are aware of programs and opportunities offered by Endeavor; proactively suggest relevant services based on company needs.
   
   Network independently and extensively across Endeavor's global network to increase awareness of resources, offerings, lessons-learned, and to enhance knowledge-sharing.
   
   Proactively diagnose entrepreneur needs, and look to add value in every interaction.
   
   Proactively think of ways to help entrepreneurs access capital, markets, mentorship, and leadership development. This can be done by both using Endeavor's regional and global network as well as thinking outside the box and tapping into your own network.
   
   Be proactive in CRM management and data clean-up by suggesting report and dashboard improvements that support selection and servicing KPIs.
   
   3. Other:
   
   Actively participate in relevant strategic initiatives to improve team operational efficiency and effectiveness (e.g., onboarding processes, or new service offering concepts).
   
   Be innovative - become an ambassador between the Great Lakes region and other global teams, propose/develop/lead local and global initiatives, always think outside of the box to benefit Endeavor Entrepreneurs and network members.
   
   Assist in the management of all in-person and virtual events as needed.
   
   Help execute the office's ScaleUp initiative that supports the office's pipeline of earlier stage companies.
   
   Requirements
   
   Skills and abilities:
   
   Strong interest and passion for economics, entrepreneurship, and/or venture capital.
   
   Optimistic nature with a creative, self-motivated, and strong work ethic.
   
   Exceptional interpersonal skills and enthusiasm for helping to cultivate the Midwest's entrepreneurial ecosystem.
   
   Experience (academic or work) across multiple business disciplines, with an understanding of finance, and the ability to identify and evaluate entrepreneurs, business models, companies, and projects.
   
   Comfortable working with a variety of people at all levels, strong sales capabilities and willingness to be persistent and creative to solve problems and meet the needs of our entrepreneurs.
   
   4+ years of relevant work experience in business, consulting, entrepreneurship, venture capital, or finance.
   
   High attention to detail and excellent communication skills (oral and written).
   
   Strong organizational abilities and attention to detail.
   
   Strong project management and problem-solving skills.
   
   Familiarity with project management platforms such as Asana is a plus.
   
   Familiarity with Salesforce or other CRM platforms a plus.
   
   Willingness to travel post-pandemic (domestic and international).
   
   How to Apply:
   
   Please send a resume to . A cover letter, transcripts, and a writing sample is encouraged, but not mandatory.
   
   Benefits
   
   Competitive salary and benefits including flexible vacation policy, remote and flexible working days, 401K plans, health and dental benefits, global travel experiences, sabbatical/emersion opportunities, and continuing education options.

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5. Post your job

   To find the right manager, personnel selection for your business, consider trying out a few different recruiting strategies:

   • Consider internal talent. One of the most important sources of talent for any company is its existing workforce.
   • Ask for referrals. Reach out to friends, family members, and current employees and ask if they know or have worked with managers, personnel selection they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit managers, personnel selection who meet your education requirements.
   • Social media platforms. LinkedIn, Facebook and Twitter now have more than 3.5 billion users, and you can use social media to reach potential job candidates.

   Post your job online:

   • Post your manager, personnel selection job on Zippia to find and recruit manager, personnel selection candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   To successfully recruit managers, personnel selection, your first interview needs to engage with candidates to learn about their interest in the role and experience in the field. You can go into more detail about the company, the role, and the responsibilities during follow-up interviews.

   Remember to include a few questions that allow candidates to expand on their strengths in their own words. Asking about their unique skills might reveal things you'd miss otherwise. At this point, good candidates can move on to the technical interview.

   The right interview questions can help you assess a candidate's hard skills, behavioral intelligence, and soft skills.

7. Send a job offer and onboard your new manager, personnel selection

   Once you have selected a candidate for the manager, personnel selection position, it is time to create an offer letter. In addition to salary, the offer letter should include details about benefits and perks that are available to the employee. Ensuring your offer is competitive is vital, as qualified candidates may be considering other job opportunities. The candidate may wish to negotiate the terms of the offer, and it is important to be open to discussion and reach a mutually beneficial agreement. After the offer has been accepted, it is a good idea to formalize the agreement with a contract.

   It's also good etiquette to follow up with applicants who don't get the job by sending them an email letting them know that the position has been filled.

   To prepare for the new employee's start date, you can create an onboarding schedule and complete any necessary paperwork, such as employee action forms and onboarding documents like I-9 forms, benefits enrollment, and federal and state tax forms. Human Resources should also ensure that a new employee file is created.

8. Go through the hiring process checklist

   • Determine employee type (full-time, part-time, contractor, etc.)
   • Submit a job requisition form to the HR department
   • Define job responsibilities and requirements
   • Establish budget and timeline
   • Determine hiring decision makers for the role
   • Write job description
   • Post job on job boards, company website, etc.
   • Promote the job internally
   • Process applications through applicant tracking system
   • Review resumes and cover letters
   • Shortlist candidates for screening
   • Hold phone/virtual interview screening with first round of candidates
   • Conduct in-person interviews with top candidates from first round
   • Score candidates based on weighted criteria (e.g., experience, education, background, cultural fit, skill set, etc.)
   • Conduct background checks on top candidates
   • Check references of top candidates
   • Consult with HR and hiring decision makers on job offer specifics
   • Extend offer to top candidate(s)
   • Receive formal job offer acceptance and signed employment contract
   • Inform other candidates that the position has been filled
   • Set and communicate onboarding schedule to new hire(s)
   • Complete new hire paperwork (i9, benefits enrollment, tax forms, etc.)

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