Systemic Problems:

1.  Have you ever been less than satisfied with a recent hire?
2.  Is your selection process used inconsistently by different hiring parties?
3.  Does it take too long to fill a vacancy?
4.  Do managers spend too much time managing employee performance?
5.  Do you have position(s) with higher than normal turnover?
6.  Do you usually hire in a rush?
7.  Is your selection process too costly?
8.  Do you incur high training costs?
9.  Have you ever made a poor selection that resulted in a dismissal?
10. Are you confident that you are abiding by the Employment Standards Act,
     Human Rights Code and the Workplace Health & Safety regulations?

If you answered YES to any questions, you may want to think about training or recruitment process improvements.

Specific Problems:

1.  Are job descriptions accurate and up to date (less than 2 years old)?
2.  Is an accurate and complete list of essential qualifications identified for
     each vacancy?
3.  Are your advertisements free from credentials, adjectives or personality traits?
4.  Do you rely on advertisements to draw out the best candidates?
5.  Do you assess each resume against a list of the position’s and
     workplace qualifications?
6.  Do you use two (2) or fewer rounds of interviews to reach a decision?
7.  Are interview questions only based on essential qualifications?
8.  Are the same questions asked of each applicant?
9.  Do interviews include behavioural, experiential and situational questions?
10. Have all interviewers been trained in employment interviewing techniques?
11. Do you avoid asking references for impressions of an applicant’s suitability,
     overall work quality, commitment to the job, initiative, motivation or attitude?

Any NO responses identify problems that, if left unresolved, will eventually lead to more serious systemic problems down the road.

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