E-GUIDE
HUMAN RESOURCES
RECRUITMENT E-GUIDE
There are the three parts
to the recruitment process.
03
PREPERATION
13
INTERVIEW
25
POST INTERVIEW
PRE-INTERVIEW
The key to a successful recruitment is being prepared.
You have a responsibility to your business, your team,
yourself, and the applicant to be prepared in order
to make well informed choices. There are a few
critical areas to prepare for and a few
philosophical considerations to discuss.
1. JOB TITLE/POSITION
2. EFFECTIVE DATE OR REVISION DATE
3. NAME AND TITLE OF DIRECT SUPERVISOR
4. JOB SUMMARY
Salary/benefits Structure
Position Requirements
Licensure/certification Requirements
Educational Requirements
Specific Duties and Responsibilities
Personality Trait Requirements
PREPERATION
5. PRE-SCREEN APPLICATIONS/APPLICANTS.
A. Screen initially over the telephone
B. Meet with your staff first
APPLICATION CONTENT
PREPERATION
THE INTERVIEW
The interview is an important part of the process.
We would encourage the interview process to be a
multiple interview process though. A single interview is
rarely sufficient to provide an accurate representation of
the candidate. Phone interviews or multiple step in-person
interviews are suggested. Though this does take a little
more time hiring in haste can create many other problems.
Good candidates will like the thoroughness while mediocre
candidates will not and may drop out even before you get
any further in the process
THE INTERVIEW
TOP 10 QUESTIONS
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x.
THE INTERVIEW
POST INTERVIEW
CHECKLIST
HERE ARE SOME QUICK STEPS
TO CONSIDER AFTER THE INTERVIEW:
POST-INTERVIEW CHECKLIST
1. Within 24 hours, read your notes and fill in any important details that
were said but not written down. Type up your notes so that they can
be shared with the team and archived
POST-INTERVIEW QUESTIONS
1. How did the candidate present themselves?
2. Were they well dresses and properly groomed
3. Were they on time?
4. Did they exhibit enthusiasm for the interview
5. Did they appear self-confident and make
good eye contact
6. Did they bring any reference material that
was requested?
7. Did they ask pertinent questions about the position
and the practice?
8. Did they follow-up with an e-mail, thank you note
9. Did they support claims about themselves
with evidence
10. Were they prepared?
11. Did they research the company?
12. How did they handle the stress of the interview?
13. Did their answers match their application form or
were there inconsistencies?
14. What was your overall impression of the candidate?
POST INTERVIEW