| | This tool answers the following questions: - I need a well-defined job description so that I can plan and conduct an effective selection interview?
- Who should be involved in the selection interviews to ensure 'psychological buy-in' towards the chosen candidate?
- What are the best questions to ask to uncover evidence of competences in candidates?
- How do I compare candidates after interviewing them to make a rational and objective selection decision?
- What is the best sequence of content in an onboarding programme over the new recruit's first six months?
| This comprehensive collection consists of all the "Attract and Select" tools. Collectively, the tools clearly define the job that you are trying to fill, guide you step-by-step through the selection interview process, ending with the matrices designed to help you make the best decision regarding who to appoint. The onboarding process thereafter ensures effective induction of the new recruit to the job and the organisation's culture. Read the full description. | To gain immediate access to this tool, click on the 'Buy now' link above. This will take you to a page where you can process your payment. When payment is approved, you will gain immediate access to the tool. The tool is a ZIP file containing one or more PDF documents. Most computers automatically work with both PDF and ZIP files allowing you immediate access to read and print the StarTool. If for some reason you computer does not automatically read the downloaded file, free PDF reader software is available from Adobe.com/acrobat and free ZIP software is available from www.winzip.com. We offer a 60 day money back guarantee if you are dissatisfied for any reason with the StarTools performance management tools. | | "A Gem of a Collection! Hire tough so that you can manage easily. " | If you need help using this tool, please contact John who will provide free advice. Click here | We are so confident that this tool will meet your needs that we offer a 60 day money back guarantee. Existing customers can follow the link on the contact page. | |