model, there are several important components you must have. Below are a couple that will help get started with this discussion, feel free to add to my list and expand on each component below. I'd like to hear also discuss how you 'measure' the component's success - what metrics would you use to know if what you are doing is working or not? 1 - You must start off by understanding the job you are going to be recruiting for, therefore you will need to develop a Job Analysis; this basic tool is used to determine existing and future job descriptions and training needs.2- You'll want to design job application forms and reference checks to help you get to know the job candidate better.3- Use the interviewing process as a tool to discover the Knowledge / Skills & / Abilities (also known as KSA) and behavioral competencies that candidates bring to the interview. 4 - Use various types of assessment instruments to assess actual knowledge (typing tests, driving tests, simulations, physical assessments, polygraph, integrity and personality testing; etc).These are some of the HR staffing tools. There is also good,mature judgment on the part of the HR professional and the hiring manager. It is something upper management will expect as part of the staffing process. Please answer in 300 words or less and cite url or references used for class discussion.
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