Recruitment and Selection

Checklist: Recruitment and Selection

Staffing Action For:

Name of position

Before You Recruit

o Review the organization’s recruitment and selection policy and/or practices

o Review the strategic and operational plans to determine if the position should be filled

o Confirm that funding exists to recruit for and staff the position

o Obtain the necessary approvals to staff the position

o Develop a job description if the position is new

o Review and update the job description for an existing position

o Decide on the type of employment (full-time; part-time; permanent; contract; short-term; etc)

o Identify constraints that will have an impact on the staffing process (need someone soon; specialized skills; supply/demand, etc)

Establish the recruitment and selection criteria

o Develop recruitment and selection criteria based on the job description

o Establish the minimum qualification for the position

o Review all recruitment and selection criteria to ensure they are job-related and measurable

o Ensure that all recruitment and selection criteria comply with Human Rights Legislation

Recruitment process

o Determine the best method for recruiting for the position

o Draft the job announcement using the job description, minimum qualifications and selection criteria

o Include the following in the job announcement:

o Application deadline

o Request for references

o Start date

o Salary range

o Contact information

o Format for submission

o Ensure that the job announcement complies with Human Rights Legislation

Selection process

Before the Interview:

o Plan the interview process:

o Number of rounds of interviews

o Number of interviewers

o Length of the interview

o Location of the interview

o Date of the interviews

o Any materials the candidate should bring to the interview

o Ask colleagues to sit on the interview panel

o Give the interview panel the logistical information about the interviews

o Develop the interview questions

o Prepare an interview rating guide

o Develop a reference check guide

o Prepare a reference release form

o Ensure that the interview questions, reference questions and other selection criteria comply with Human Rights Legislation

o Prescreen applications using the selection criteria

o Set up the interviews with the selected candidates

o Forward the applications of those candidates being interviewed to the interview panel

o Forward the interview questions and interview rating guide to the interview panel

o Meet with the interview panel to brief them on the interview process

Conduct the Interview

o Review the candidate’s application before each interview

o Welcome the candidate to the interview

o Introduce the interview panel

o Explain the interview process

o Rate the candidate’s responses to the questions

o Give the candidate an opportunity to ask questions

o Close the interview by explaining the next step and thanking the candidate for coming to the interview

o Ensure that the discussion and the note taking during the interview complies with Human Rights Legislation

After the Interview

o Finalize your interview notes

Select the right candidate

o Use other selection methods as appropriate

o Telephone the references

o Use the reference checking guide to document the conversation

o Ensure that the discussion and the note taking during the reference check complies with Human Rights Legislation

Conclude the staffing process

o Make your decision and review it

o Make a verbal offer of the position to the selected candidate

o Follow-up the verbal offer in writing

o Prepare the job contract and have it signed before the new staff member starts work

o Send out rejection letters to the other candidates that were interviewed

o Set up a competition file

o Complete the paperwork necessary for the new staff member to start work