Kristen put away the behavior profile. “Okay, you’re not going to look at this. You want a role description. But you want more than a role description, you really want a system?”
“Yes, a system,” I replied. “Let’s sketch out these elements, put each element into a circle, then put arrows between each circle, to indicate the workflow. You may add and take away elements as we go along. This picture will represent your system.
- Identify the work
- Identify the necessary roles to do the work
- Identify the necessary roles to make sure the work gets done
- Assemble a role description, broken into Key Result Areas, including tasks, goals and level of work
- Create ten questions specific to each Key Result Area (6 Key Result Areas = 60 written questions)
- Write a Job posting
- Resume review
- Screening phone calls
- Telephone interviews
- Face to Face interviews
- Skills Testing
- Selection Matrix
- Reference checks
- Background checks
- The Offer
- Drug Testing
- Offer (confirmation)
- Orientation
- Training
- Task assignment
- Assessment
- Training (more)
- Career path, development program
“Now we have documented the steps in your recruiting system. What’s next?”