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Hiring Process Audit

Are you set up to hire the right person, first time?

This 11-question assessment identifies if your hiring process is built to succeed or set up to fail.

Score each question honestly. The gaps are where the cost builds.

Score each question:
1 — No1 — No
2 — Partially2 — Partial
3 — Yes3 — Yes
Brief quality
Q1 Have you defined what success looks like in this role at 3, 6 and 12 months? —
Define the outcomes, not just the job title. In regulated teams, unclear ownership creates delivery and audit risk.
Q2 Are candidates being assessed against a consistent scorecard, or is selection based on gut feel? —
A scorecard keeps selection consistent. Without one, decisions drift into opinion and gut feel.
Q3 Is it clear what is non-negotiable and where you are prepared to flex? —
Decide what can flex before the search starts. Otherwise good candidates get rejected for the wrong reasons.
Q4 Have you agreed the search criteria and assessment scorecard with your recruiter? —
Your recruiter and interview team need the same standard. If not, the wrong candidates get through and the right ones get missed.
Q5 Have you briefed your recruiter in a live conversation, not just sent a job description? —
A job description is not a brief. The recruiter needs context, trade-offs and what success looks like.
Process readiness
Q6 Is there a realistic deadline for this hire and is your process set up to meet it? —
If the deadline is fixed, the process needs to be ready. Speed without clarity creates bad hiring decisions.
Q7 Is the interview process agreed and are the right people available to move quickly? —
Strong candidates move quickly. If interviewers are not ready, the role stays open and the best people move on.
Q8 Is the salary band confirmed, headcount approved and the offer process clear before interviewing starts? —
Salary, headcount and offer approval need to be ready before interview. Missing sign-off wastes weeks.
Stakeholder alignment
Q9 Have all key stakeholders agreed on what good looks like before the search starts? —
Align stakeholders before the search starts. If the brief shifts mid-process, time and confidence are lost.
Q10 Does the hiring manager have the time and authority to own this search end to end? —
If the hiring manager cannot give feedback and make decisions quickly, the process will drift. Drift has a cost.
Q11 Has the team been carrying a vacancy for four weeks or more? —
In regulated teams, long vacancies create more than workload pressure. They create delivery, quality and audit risk.

The foundations are partial. There is work to do before this goes live.

There are gaps that will create friction. Left unaddressed, they extend time to hire, increase management time and raise the probability of a failed hire or offer stage dropout. The cost builds quietly. It does not announce itself.

Brief quality
10 / 15
Gaps to address67%
Process readiness
6 / 9
Gaps to address67%
Stakeholder alignment
6 / 9
Gaps to address67%
Your weakest areas
Brief quality, Process readiness & Stakeholder alignment
These are the areas where the risk is most concentrated. Address all three before the search starts.
Ready to fix the gaps?
07377 693891 — or — Book a review call
Your score: — / 33
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