The ITN Hiring Process
Know the Law
Hiring to build a workforce requires that you hire the right person for the job and comply with the law when you hire. The ITN Academy has all the courses you need to know how to hire and stay compliant with EEOC regulations. You can learn more at
Know Who to Hire
To hire without bias requires that you are able to relate job candidate attributes to job performance metrics. Critical to this task is to take a holistic view of each applicant. The ITN database can be an invaluable tool to help you develop your workforce selection factors.
Create Job Benchmarks
Once you have your job attributes and performance metrics defined, it's time to benchmark them. ITN assessments and skills tests are an excellent way to measure the qualities of an applicant. You can then use your subject matter experts to create the standards to be used for the objective evaluation of job applicants.
Interview Question Construct
Typically applicants are qualified and prioritized for interviewing by using online interview questions. These questions are then follow up in a detailed interview with Situational and Behavioral questions related to the job's required attributes.
Applicant Scoring
Each applicant who is interviewed should be scored, by each job-defined attribute, using a standardized scorecard with an answer rubric.
Process Standardization and Automation
One of the key principles of hiring is to treat every job applicant in the same manner. The ITN applicant tracking system is capable of automating and standardizing almost every step of your hiring process.