Worksheet to guide strategic conversations between you and the HR Specialist to inform the recruitment, assessment, and selection of job candidates.
Have there been, or will there be any changes to the organization’s mission or goals which could impact recruitment (new skill sets needed?)
What are the critical challenges facing the organization in the short-term and long-term?
How does the position contribute to the mission of the organization?
What is the position?
What are the major responsibilities/duties/tasks of the job?
- Approximately what portion of the person’ time would be spent on each of these key duties?
What specific KSAs are needed to be successful in the job?
How would you rank these KSAs in terms of critical importance for success in this positions?
What level KSAs are required? (Rank each area basic, intermediate, expert)
What competencies does a candidate need to possess to be successful in this position?
When do you need to fill the job?
What is the professional development potential for this position?
Should the position be filled at the full performance level or it is better to fill at the entry level with promotion potential?
Can the position be filled at more than one grade level?
If so, then a Job Analysis, assessment questions, weights, and a specialized experience statement must be developed for each grade level.
Who are the SMEs in your organization or others who might be able to help in the Job Analysis process?
Is the PD current?
Does it accurately describe the major duties and responsibilities of the job?
What changes are needed to the PD?
Is a new PD required?
What is the designation of the position?
How would I describe my dream candidate?
Are there special requirements of the job (e.g., fluency in a foreign language)?
Does the job require specialized experience (e.g., one-year experience in the next lower-grade level)?
Are there specific requirements for the job, (e.g., drug testing, frequent travel, overtime, driver’s license, etc.)?
What kind of questions might you ask a candidate to gauge their KSAs/competencies?
What kind of professional experience is required/preferred for the position?
What degrees/certifications/clearances are required/preferred?
Who are the SMEs in your organization or others who might be helpful in the qualification/assessment questions process?
Will recruitment incentives be needed?
Recruitment Bonus
Relocation Bonus
Superior Qualifications Appointment
Student Loan Repayment
Advanced Annual Leave
Where might you find the best candidates?
Is the position difficult to recruit? If so, determine possible recruitment strategies.
Were hiring official satisfied with prior recruitment efforts? If not, why?
Were there sufficient candidates in prior recruitment efforts? If not, why?
How can the diversity of the organization be improved and enhanced?
What other organizations might potential candidates currently work?
Where have good candidates been found in the past?
To what associations might good candidates belong?
Who are the contractors who have the desired talent?
Internal and/or External Sources?
Are there special recruitment programs that might be used?
Veterans Appointing Authorities
Pathways Programs
Individuals with Disabilities
Peace Corps/AmeriCorps VISTA
Military Spouses Appointing Authorities
Presidential Management Interns
Other
Are there special considerations or processes that you need to consider in this process?
Budget concerns
Special approvals
Other