# 3. Your hiring and growth kit

**Start here:** Run the fictional Operations brief below. Read the duties, follow up for a matching work sample and try it yourself. Fill the blank hiring cards only after you know what work they should describe.

Begin with the actual duties. Use the complete fictional role brief to draft a post, then match the work sample and onboarding practice to that role.

**Role brief:** job to be done; actual schedule; essential responsibilities; officially verified qualifications; approved pay/benefits; supervisor; how to apply; review owner.

**Interview kit:** eight consistent job-related questions, one short practical demonstration and a scorecard with what weak, adequate and strong evidence looks like. No AI profiling or automated candidate decision. Your qualified reviewer confirms applicable hiring requirements.

**30/60/90 plan:** for each stage, list source policies to learn, supervised work to practice, observable skill to demonstrate, supervisor support and check-in. Completion of reading is not proof of readiness.

```
Role: no applicant or employee records:
Approved duties and qualification source:
Interview question shared by all candidates:
Job-related criterion:
Needs development: observable evidence:
Meets this criterion: observable evidence:
Strong evidence: observable evidence:
Separate technical or safety checks and qualified reviewer:

30-day learning and supervised practice:
60-day skill demonstration:
90-day expected work and supervisor check:
Support and check-in dates to confirm:
```

**Practice criterion for Operations:** notices missing information. Needs development: invents a quantity. Meets: flags the missing quantity and asks a clear question. Strong: also identifies how the gap affects the order deadline. For an educator role, choose a teaching demonstration and separate qualified accuracy and safety checks. The scorecard supports human review; it does not rank actual applicants.

**Five-minute educator activity:** one approved procedure excerpt, why it matters, a short practice scenario and an understanding check. An educator verifies technical and safety content before teaching it.

### Complete practice you can copy

```
Draft a job post from this fictional school role brief:
Role: part-time Operations Coordinator. Work: track classroom supply
requests, prepare weekly ordering lists, maintain the shared internal
calendar and route questions to the right department. Schedule:
Monday-Thursday 9 AM-1 PM, on site. Proposed pay: $24/hour.
Owner must approve the pay and posting before publication.
We can train our ordering process. Applicants should demonstrate
clear written communication, organized task tracking and basic
spreadsheet use. No license, degree, benefits or application route
has been confirmed. Mark those omissions in private review notes;
do not invent requirements or publish the draft. Use plain language.
```

Resolve proposed pay and the missing application route before any posting. Test the work-sample exercise yourself; use only job-related criteria and keep real applicant records out.

### Match practice to the actual skill

An Operations role needs an organizing work sample; an educator role may need a teaching demonstration. For personal use, adapt the development card into your own learning plan. Change the skill and evidence of doing it well. Do not use this as permission to profile candidates or upload employment records.