Needs Analysis

An analysis of the internal teams is conducted to determine if any current employees should be approached to take over the position.

Responsible Parties: Line of Business Hiring Manager, HRBP

Legal exposures are investigated such that the opening of the position would not violate any merger/acquisition agreements, reduction in force mandates, special labor contracts, joint ventures, etc.

Responsible Party: HRBP

Prepare job description with appropriate tasks and requirements.

Responsible Parties: HRBP, Line of Business Hiring Manager

Capture exceptions to standard posting procedures e.g. if the position is to be kept in confidence

Responsible Parties: HRBP

LoB Approvers must approve the requisition by a standardized process. They will likely verify headcount, budget, and banding.

Responsible Parties: HRBP, Line of Business Hiring Manager

Conduct an intake session with LoB Hiring Manager to discover nuances and details of the role (if required).

Responsible Parties: Line of Business Hiring Manager, Recruiting

Produce four to seven primary assessment questions and desired responses for evaluation of candidates.

Responsible Parties: Line of Business Hiring Manager

The designated recruiter will prepare a sourcing and recruiting strategy based on the intake. They will review lessons learned from previous work, prepare justifications for the actions they are going to take, and forecast on expected results from those various sources.

Responsible Parties: Recruiting

Review / edit appropriate number of versions for the job posting. Prep posting for internal approval.

Responsible Parties: Recruiting

Manage and complete the approval chain for postings internally and externally per governance.

Responsible Parties: Recruiting