SAMPLE POLICY WORK

• EEO compliance training records, non-discrimination notices, and periodic audits of hiring practices are maintained as part of the HR compliance portfolio.

Policy Implementation Timeline

The complete recruitment process is designed to be efficient and timely. Each stage has defined timelines to reduce delays and maintain momentum. For instance: • Job Posting: Must be live within 72 hours of position approval. • Application Review: Occurs continuously over a two-week period following the job posting. • Interviewing: Scheduled within one week after initial application screening. • Background and Reference Checks: Completed within five working days after the final interview. • Job Offer and Onboarding: Issued within two days following successful background verifications.

d. Roles, Responsibilities, and Accountability

Effective recruitment and hiring require coordinated effort across multiple departments. Clearly defined roles ensure accountability and streamlined processes:

Human Resources (HR) Department • Primary Responsibilities: –

Oversee all recruitment and hiring activities, manage the ATS, and develop standardized job descriptions. – Ensure that all processes are in adherence with regulatory requirements and EEO guidelines. – Provide training and guidance to hiring managers on the standardized recruitment process. • Key Actions: – Post job openings on internal and external platforms. – Maintain the ATS database and track candidate progress. – Organize initial screening and coordinate with background screening agencies.

Hiring Managers and Department Heads • Primary Responsibilities: –

Define the specific needs for the position, collaborate with HR to develop job descriptions, and participate in the candidate evaluation process. – Conduct interviews and partake in candidate selection, ensuring that alignment with departmental goals and organizational culture is prioritized.

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Key Actions: –

Develop role-specific interview questions and evaluation checklists.