Pre-work Strategic Converstation Worksheet

Worksheet to guide strategic conversations between you and the HR Specialist to inform the recruitment, assessment, and selection of job candidates.

MISSION

• 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?

JOB ANALYSIS

• 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?

POSITION DESCRIPTIONS

• 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?

IDEAL CANDIDATE STATEMENT?

• How would I describe my dream candidate?

SELECTIVE FACTORS VERSUS SPECIALIZED EXPERIENCE

• 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)?

CONDITIONS OF EMPLOYMENT

• Are there specific requirements for the job, (e.g., drug testing, frequent travel, overtime, driver’s license, etc.)?

ASSESSMENT  STRATEGY

• 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?

RECRUITMENT INCENTIVES

• Will recruitment incentives be needed?

  • Recruitment Bonus

  • Relocation Bonus

  • Superior Qualifications Appointment

  • Student Loan Repayment

  • Advanced Annual Leave

RECRUITING SOURCES

• 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?

HIRING FLEXIBILITIES

• 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

SPECIAL CONSIDERATIONS

• Are there special considerations or processes that you need to consider in this process?

  • Budget concerns

  • Special approvals

  • Other

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