73■Refrain from canceling or rescheduling interviews
except for valid health reasons.
■Ensure that contributions and questions are consistent
across interviews for any one position.
■Assess all candidates using the required point system.
Preparing for Hiring
■Update job descriptions at least once a year so they
reflect the actual work done.
■Work with Human Resources to develop ads that
attract highly qualified candidates.
■Ensure that all specified job qualifications are legal and
do not contravene EEOC regulations.
■Develop a general plan for bringing new hires up to
speed quickly.
■Cooperate with Human Resources to develop strategies
to expand the pool of minority applicants.
■Create relevant in-basket exercises to be used in inter-
view.
■Ensure that all involved Human Resources staff are clear
about work-unit needs for every position to be filled.
■Assist Human Resources staff in classifying each posi-
tion accurately to reflect skill and responsibility require-
ments.
■Collaborate with Human Resources staff to establish for
each position a fair salary level that will attract desir-
able candidates.
■Help Human Resources staff set point values for all
qualifications for every position to be filled.
See also:Human Resources and Personnel—Management,
Planning