How effectively does your organization align your recruitment, selection, and hiring policies and practices with strategic, business, and talent management objectives?

To what degree do your organization’s recruitment, selection, and hiring policies and practices help to enhance the value of our human capital, make your organization more competitive, and help your organization achieve its strategic and business objectives?

To what extent do your recruitment, selection, and hiring policies and practices make a positive impact on your organization’s financials (e.g., revenue, labor costs, profitability, and earnings per share)?

How well do your organization’s recruitment, selection, and hiring policies and practices demonstrate commitment to compliance with laws and regulations?

How effective is your organization at assessing current and future external factors ― such as the economy, competition, technology, or laws and regulations ― for their impact on the purpose, scope, and effectiveness of your recruitment, selection, and hiring policies, practices, and processes?

How effective is your organization at assessing current and future internal factors ― such as changes in culture, values, or mission, organizational structure, strategic and business objectives, or work force diversity ― for their impact on the purpose, scope, and effectiveness of our recruitment, selection, and hiring policies, practices, and processes?

To what extent does your organization regularly assess your recruitment, selection, and hiring policies, practices, and processes to determine if they comply with federal, state, and local laws, regulations, and Executive Orders, professional standards, and, where appropriate, best practices?

To what degree do your organization’s culture, values, and ethical standards support and enhance your recruitment, selection, and hiring policies, practices, and processes?

How effective has top management been in having sufficient knowledge and playing a pivotal role in your organization’s recruitment, selection, and hiring policies, practices, and processes while being able to answer routine employee questions?

How effective is your organization at regularly surveying employees to determine if they feel your recruitment, selection, and hiring policies, practices, and processes are fair and effectively communicated?

To what degree does your organization effectively measure the quality of new hires?

How effective is your organization at establishing standards of performance and expected levels of productivity for each job position prior to beginning the recruitment, selection, and hiring process?

How consistent is your organization in indicating in employment ads and job postings that it is an Equal Employment Opportunity employer and that it employs workers with disabilities?

How well does your organization’s policy on accepting unsolicited applications and/or resumes align with your business and talent management objectives and EEO and diversity goals?

How effective is your organization in requiring an official employment application form that all applicants must complete?

How effective are your organization’s policies in placing a time limit on how long it will consider applications and how long it will keep applications on file?

How effective is your organization in using a variety of sources to recruit new employees?

How well does your centralized human resource department recruit and screen new hires?

To what degree does your organization have up-to-date job descriptions and performance standards to effectively use in our recruitment, selection, and hiring process?

How effective is your training with regards to managers, supervisors, and/or interviewers when it comes to understanding interviewing techniques, your organization’s policies and goals, proper questions to ask, and their legal responsibilities under the Civil Rights Act and other employment-related statutes?