1. Do you use position descriptions to define what you are looking for in a candidate?

2. For each of your position descriptions, do you create job competencies to describe the knowledge, skills, and personal abilities required to successfully accomplish the duties of the position?

3. Do you follow a questioning strategy when interviewing candidates?

4. Do you and your interviewers understand what questions are legal and illegal to ask candidates?

5. Are the interviewers in your organization trained on competency-based interviewing?

6. Do you use a model for evaluating candidates?

7. Do you utilize decision making guidelines in your selection process?

8. Do you conduct exit interviews to understand why talent is leaving your organization?