plan-a-hiring-process

# plan-a-hiring-process Build the process before evaluating candidates. Use the same job-related evidence standards while preserving required accommodations and review. ## Procedure 1. Confirm the approved role, budget, decision authority, locations, timeline, compliance obligations, and hiring owners. 2. Translate role outcomes into a small competency and evidence model. 3. Choose sourcing, screening, work sample, interview, reference, and approval stages only where they add decision value. 4. Create structured scorecards, questions, anchors, and assessor training before applications are reviewed. 5. Assign independent evidence collection and final decision roles; define conflict-of-interest handling. 6. Set candidate communication, scheduling, accommodation, data retention, consent, and rejection standards. 7. Pilot tasks and time burden with people who understand the work; compensate substantial candidate work appropriately. 8. Define debrief rules that preserve independent scores and prohibit unsupported fit language. 9. Track flow, timing, evidence quality, candidate experience, and adverse patterns without using protected traits improperly. 10. Audit the completed search and retain only authorized records. ## Failure plan - Do not add unstructured interviews, hidden tests, or reference checks inconsistently. - Never request protected or irrelevant personal information. - If criteria change mid-search, document the reason and reassess affected candidates consistently. - Verify current employment, privacy, accessibility, and automated-decision rules in each jurisdiction. ## Done - Stages, criteria, scorecards, owners, accommodations, communication, and retention are approved - Assessors complete training and a representative process rehearsal - Hiring evidence and final decision remain traceable without unsupported criteria