1. We must document all parts of the staffing process...including the reasons behind the final hiring decision. This must be clear. Should we take the time to tell external candidates why they were not selected...or does that open the door to trouble for the organization?
2. Let's say that we have an advisory interview team made up of future co workers for the vacant position. How do we collect their input and "value" the input in the final hiring decision?
3. Is there some way to make the orientation process "fun" and at least an enjoyable experience or does it have to be dull? Could some gamification be brought into the process to make the who thing more interesting and perhaps more memorable?
4. Is there some way to coordinate the orientation that comes from the manager and the parts that come from HR and other parts of the organization?