This checklist helps guides the recruiter and the hiring manager in describing the role.

1. Position Questionnaire
By William Chin
http://www.asiarecruitingtidbits.blogspot.com/
http://www.slideshare.net/WilliamChin
Position:
Why is the position opened/created?
 Is this a newly created role? Why?
 Is this a replacement role? Why?
o What has happened to the current incumbent?
What candidates, if any, have you considered?
 Are there internal candidates suitable? (Local, expats, etc)
o Have you reviewed your succession planning/bench player list?
 Are there external candidates that you know of who might be a good fit?
Successful Incumbent Criteria
 What is the incumbent attribute gap you are trying to close (knowledge, skill,
competencies, abilities, inter-personal, etc)?
 Describe the last 3 incumbents who were successful in this role. What made them
successful?
Position Specific
 What are the day-to-day areas of responsibility?
 What are the strategic areas of responsibility?
 Who does the incumbent need to interact with to get the work done?
 What are the education, training or certification requirements for the role?
Management
 What are the management responsibilities for this role?
 Describe the team members? What are their areas of responsibiltiies?
o Describe the strength / weakness of the current team?
 Are there matrix reporting responsibiltieis?
 What managmenet quality are you looking for in the incumbent?
o What are the top 3-5 requirements?
o What management style works best in this organization?

2. Leadership
 What are the leadership responsibilities for this role?
 What leadership quality are you looking for in the incumbent?
o What are the top 3-5 requirements?
o What leadership style works best in this organization?
Indicators
 What are the KSI (key success indicators) for the role?
o 6-12 months
o Next 1-3 years
 How are they measured? Who measures them?
 What are they 3 key indicators upon hire? How long does the incumbent have to meet
these indicators?
Career Development
Career Path
 What is the career path for this role?
 What is the career outlook? What are the major opportunities and barriers for this
role?
 Is this an in-country or regional role?
Accomplishments
 What are the must-have accomplishments for the successful candidate?
 Name the top 5 areas of focus?
 Are you willing to make trade-offs in the candidate’s accomplishments?
 What might those trade-offs be?
Development Areas
 Besides the trade-offs areas, what are areas you are willing to provide training?
o How quickly must the person learn those areas?
o How critical are those developmental areas?

3. Organization/Culture:
Describe the organization and culture.
 How does work get done both formally and informally?
 What makes this organization unique? What are the underlying values, beliefs, norms
of your organization?
 What is the vision and mission of the organization?
 Consider how the candidate’s personal set of values matches with that of your
organization. What are those personal values that align well to your organization?
Describe the department.
 Describe size of team. Is this a management role?
 How does this department role fit within the organization?
Orientation and Integration
 Describe the orientaiton process.
 Describe the integration plan.
 Will a mentor be provided?
Marketing Points
 What the key selling points for this role? For the Organization?
 What are the key challenges facing this organiaiton or team?
Other Logistics
 Who will be involved in the interview?
o Who are required interviews? Who are courtesy interviewers?
 Will travel be required for the interviews?
 How long do you expect this interview process to take?