RECRUITMENT PROCESS INTERVIEW QUESTIONNAIRE

Objective
HR Infrastructure Preparation Know your business Determine whats involved in the role Determine the teams needs Determine who you need in the role Identify and work through the options: budget, time, level and flexibility Know your candidates How comprehensive is the recruitment policy? How is the recruitment integrated with corporate and business unit planning? Are alternatives considered before the decision to fill a role is made (job redesign, reassignment of duties, secondments, contractors, better use of technology)? Does the staff understand the team implications of the higher level HR strategy and workforce plan? Is there any guidance?

Question

Are there specific requirements (guidance) in your business unit regarding job descriptions? Are selection criteria reflective of the generic organizational competencies, include jobrelevant criteria (as stated in the job description) and future requirements? Are they regularly reviewed? What methods do you use in your business unit to determine what functional and behavioral skills you need in the role (e.g., capability framework, critical incident technique, repertory grid interviews)? How are the teams needs determined in your business unit? Are other selection requirements, other than the interview and reference check, relevant to your business unit (e.g., work sample, skill test, assessment centers)? Is advice available from HR? Does it help?

From your experience, how long does this process take to complete? Are there any difficult parts? Are there any challenges in this stage?

Objective
7 Know the labor market Determine whats attractive about your organization Determine the selling points of the role

Question
How do business units maintain knowledge about the state of the labor market? How does HR maintain knowledge about the labor market?

How do you determine attractive or selling points in your business unit? What are the usual attractive points used in your business unit? From your experience, how long does this process take to complete? Are there any difficult parts? Are there any challenges in this stage?

10

Write and place the advertisement

Does the recruitment strategy target the largest possible candidate pool? How do business units determine where to advertise the position? Are there guidelines regarding the content of the job advertisement? Is HR involved in designing the advertisement to ensure that the departments work is promoted in addition to attracting the best candidates? Does HR or the business unit maintain a database of external candidates from previous recruitment actions?

11

Prepare an application kit Convert interest into quality applicants

Who in your business unit is responsible for overseeing the hiring process for the job advertised? Are there information kits relevant to your business unit?

12

Objective
13 Prepare for selection process Is guidance available from the HR?

Question

Is HR involved in the candidate selection process?

14 Selection process

Is there a procedure in place to communicate any skills development needs for HR to identify in the selection process? Do you consider a failure of the recruitment exercise the loss or rejection of offer by the preferred candidate? Describe your candidate ranking process. Describe the pre-employment screening process. From your experience, how long does this process take to complete? Are there any difficult parts? Are there any challenges in this stage?

15

Induction to organization and role Retain your new staff member

Describe the process used to bring new employees on board within the organization (e.g., first day of employment).

16

Describe the process used to evaluate the performance of all new employees.