Recruitment process interview questionnaire


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NameRecruitment process interview questionnaire
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RECRUITMENT PROCESS INTERVIEW QUESTIONNAIRE

Objective

Question

HR Infrastructure

How comprehensive is the recruitment policy?

How is the recruitment integrated with corporate and business unit planning?

Preparation

Are alternatives considered before the decision to fill a role is made (job redesign, reassignment of duties, secondments, contractors, better use of technology)?

1

Know your business

Does the staff understand the team implications of the higher level HR strategy and workforce plan? Is there any guidance?

2

Determine what’s involved in the role

  • Are there specific requirements (guidance) in your business unit regarding job descriptions?

  • Are selection criteria reflective of the generic organizational competencies, include job-relevant 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 team’s 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?

3

Determine the team’s needs

4

Determine who you need in the role


5

Identify and work through the options: budget, time, level and flexibility

6

Know your candidates



Objective

Question

7

Know the labor market

  • How do business units maintain knowledge about the state of the labor market?

  • How does HR maintain knowledge about the labor market?

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

8

Determine what’s attractive about your organization


  • How do you determine attractive or selling points in your business unit? What are the usual attractive points used in your business unit?

9

Determine the selling points of the role

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 department’s 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

  • 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

Convert interest into quality applicants



Objective

Question

13

Prepare for selection process

  • Is guidance available from the HR?

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

14

Selection process


  • Is HR involved in the candidate 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.

15

Induction to organization and role

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

16

Retain your new staff member

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



Source: www.knowledgeleader.com

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