Show:
Job Descriptions
Hiring Strategy
Interview Process
100

Job descriptions should be as specific as possible because they are used to populate these

What are job postings

100
This person organizes and schedules the Hiring Strategy meeting
Who is Talent Acquisition/HR
100
This person determines the type of interview to hold
Who is the Hiring Manager
200
Revenue responsibility, how many direct reports and region size are detailed in this area of the job description
What is the objective
200
Ingersoll Rand has a goal to fill 80% of positions with internal talent, therefore, all jobs should be posted internally for a minimum of this many days.
What is 10
200
Presentation Style can be coupled with these two styles when interviewing
What are panel interviews and one on one interviews
300
Managers should detail this many responsibilities in the job description
What is 7-10
300
The Hiring Strategy meeting is scheduled prior to this.
What is the job being posted
300
In a behavioral interview, past performance predicts this.
What is future behavior
400
This should also be included in the job description to help identify where this role fits within the organization
What is the organizational chart
400

Roles and responsibilities between these two parties are discussed during this meeting

Who is Talent Acquisition/HR and the Hiring Manager

400
Interview panels should consist of this many participants
What is 2-4
500
When creating job descriptions, Managers should best describe the role rather than this.
What is the current or previous employee
500
The Hiring Strategy meeting and this document, define the roles and responsibilities of the process and ensure each party is held accountable
What is the Service Agreement
500
These are required and collected after the interview process is complete.
What are debrief forms