Design a Recruitment and Selection Process
8 weeks · 0 milestones
Design a structured recruitment and selection process for a specific real role at a real organisation — including a sourcing strategy, a structured interview guide with competency-based questions, an assessment scoring rubric, and explicit bias-mitigation steps. The process must be designed for a specific organisational context, not a generic template. Proof requires review by an HR or talent acquisition professional who can confirm that the structured interview guide is technically sound and that the bias-mitigation measures are meaningful rather than performative.
Milestone map
Milestone map
3 milestones
Interview the hiring manager and at least two people currently performing similar work to identify the actual competencies that drive success in the role — not just the job description. Translate those competencies into a structured candidate specification with observable behavioural indicators for each.
Proof required
Submit: a role profile covering the role's strategic purpose, key accountabilities, and how success is measured; and a candidate specification listing five to seven competencies each with two to three observable behavioural indicators and a rationale for why that competency predicts success in this specific role.
What gets checked
- Each competency has observable behavioural indicators — not vague traits like 'good communicator' but specific behaviours with context
- The competency set is traceable to interviews with people who know the role — not copied from a generic job description template
- At least one competency is specific to this role and would not appear on a generic specification for any similar role