Personnel Selection Process Audits: Our standalone audit entails the review and assessment of your existing selection processes to ensure they are effective, fair, and compliant with legal standards. The audit will evaluate the criteria you use for hiring, promoting, and transferring employees to ensure they are legally defensible, valid predictors of job performance and do not create adverse impact. 

Selection and Promotion Systems: HRI will help develop or enhance your systems for selecting new hires and promoting existing employees. This may involve designing assessment processes, identifying valid selection criteria, training interviewers, and developing procedures to minimize bias and ensure fairness. 

Adverse Impact Analysis: Adverse impact refers to employment practices that appear neutral but have a discriminatory effect on a protected group. HRI can help you analyze your HR practices to identify and address any areas where adverse impact might be occurring.

Job Analysis: Job analysis involves a systematic study of a job to determine what activities and responsibilities it includes, the personal qualifications necessary for performance of the job, and the conditions under which the work is performed. The outcome of job analysis guides recruitment and selection, training and development, performance management, and compensation strategies.

Structured Interview Development: Structured interviews increase reliability and validity in the selection process. HRI will help develop a set of standard interview questions related to job performance, provide a consistent format for rating responses, and train interviewers to use the system effectively. 

Job Description Creation/Updating: Job descriptions are crucial for recruitment, job evaluation, setting salaries, performance appraisal, and more. HRI will assist in creating or updating job descriptions that accurately reflect the tasks, duties, and knowledge, skills, and abilities (KSAs) of each role in your organization.