Understanding the requirements of a specific job is the first and most crucial step in the hiring process. If an organization does not understand the requirements and expectations for a job, how can they hire the right candidate? A clear definition must be developed spelling out:

• Key duties or functions to be performed,
• The level of discretion in decision making,
• Personal attributes required for success, and
• Level of autonomy.

These detailed job requirements define the bona fide occupational qualifications for the job and are the foundation of the hiring process from both a practical and legal perspective. Defining job requirements is the first step in making the hiring process objective and predictable.

The next step is to develop a list of structured questions based on the job description. The questions can be behavioral or experience-based. The same set of questions is used for all candidates to ensure the process is objective and focuses on job performance. Using standard, job related questions has the bonus of reducing the likelihood the hiring authority will improvise or delve into areas that have no relevance to the candidate's ability to perform the job.

The HIP Assessment objectively measures an applicant's capacity against specific job requirements. This requires the identification of specific cut off scores required for sustainable success in a specific job based on the job analysis. The HIP Assessment determines the cognitive ability and personal attributes required for a specific complex job and is used to screen the applicant pool.

Each applicant completes the HIP Assessment. The assessment is web based and takes approximately an hour to complete. The results determine if the candidate has the capacity or qualifications required to sustain success in a specific complex job. The pool of qualified candidates is forwarded to the hiring authority for structured interviews.

Each qualified candidate is screened by the hiring authority and other business people using structured interviews. The job related questions are used to investigate how the candidate's skills, experience and education support the job requirements. The questions are a combination of behavioral questions asking the candidate how he has handled situations in the past and how he might handle future situations specific to the new position.

By deriving the interview questions from the job requirements, the hiring authority is concentrating on job success and limiting the introduction of bias into the process. Each candidate is asked the same questions, but follow up questions delve into specific candidate comments. The combination of interviewing only qualified candidates and using the same structured set of questions for all candidates; results in an objective interview process where there is a minimal chance of making a "bad hire".

The most objective step of the process is the background and reference checks. This last verification is needed because there will always be some subjectivity in the process and an opportunity for a candidate to misrepresent themselves. As a final verification, it is beneficial to talk to people who have worked with a candidate and to verify education, certifications, etc. It is prudent to go beyond the references provided by the candidate; using the organization's network to find others who have worked with or know a candidate. For some positions, asking the candidate to complete an integrity test is also a part of the verification process.

The last step is the hiring authority making a job offer. Any candidate that passes the HIP Assessment and the background and reference checks is qualified for the job. The hiring authority chooses the candidate that best meets the organization's immediate and future needs.