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What are the Recruitment tool use cases?

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      133. What are the rough order estimates on cost savings/opportunities that Recruitment tool brings?

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      134. Who is gathering information?

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      135. When are meeting minutes sent out? Who is on the distribution list?

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      136. Is Recruitment tool currently on schedule according to the plan?

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      Add up total points for this section: _____ = Total points for this section

      Divided by: ______ (number of statements answered) = ______ Average score for this section

      Transfer your score to the Recruitment tool Index at the beginning of the Self-Assessment.

      CRITERION #3: MEASURE:

      INTENT: Gather the correct data. Measure the current performance and evolution of the situation.

      In my belief, the answer to this question is clearly defined:

      5 Strongly Agree

      4 Agree

      3 Neutral

      2 Disagree

      1 Strongly Disagree

      1. How are measurements made?

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      2. Are actual costs in line with budgeted costs?

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      3. What do people want to verify?

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      4. Are indirect costs charged to the Recruitment tool program?

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      5. Are supply costs steady or fluctuating?

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      6. Who should receive measurement reports?

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      7. Do you have a flow diagram of what happens?

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      8. What is the cause of any Recruitment tool gaps?

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      9. How can you measure Recruitment tool in a systematic way?

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      10. How will success or failure be measured?

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      11. What harm might be caused?

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      12. How can you measure the performance?

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      13. What is the cost of rework?

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      14. Do you effectively measure and reward individual and team performance?

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      15. Why do the measurements/indicators matter?

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      16. Have you included everything in your Recruitment tool cost models?

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      17. Where can you go to verify the info?

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      18. What could cause you to change course?

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      19. What causes investor action?

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      20. What is the total fixed cost?

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      21. Do you aggressively reward and promote the people who have the biggest impact on creating excellent Recruitment tool services/products?

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      22. Who pays the cost?

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      23. What would be a real cause for concern?

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      24. How is performance measured?

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      25. What can be used to verify compliance?

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      26. What does a Test Case verify?

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      27. What are the costs of reform?

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      28. Do you have an issue in getting priority?

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      29. What is an unallowable cost?

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      30. Are there any easy-to-implement alternatives to Recruitment tool? Sometimes other solutions are available that do not require the cost implications of a full-blown project?

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      31. What are the operational costs after Recruitment tool deployment?

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      32. What are you verifying?

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      33. How can you reduce costs?

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      34. What are the current costs of the Recruitment tool process?

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      35. How can you reduce the costs of obtaining inputs?

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      36. How will your organization measure success?

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      37. How is progress measured?

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      38. What do you measure and why?

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      39. How long to keep data and how to manage retention costs?

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      40. Is there an opportunity to verify requirements?

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      41. How will you measure its success as a member recruitment tool?

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      42. How do your measurements capture actionable Recruitment tool information for use in exceeding your customers expectations and securing your customers engagement?

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      43. What are the strategic priorities for this year?

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      44. How will you measure your Recruitment tool effectiveness?

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      45. Are the units of measure consistent?

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      46. When a disaster occurs, who gets priority?

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      47. How much does it cost?

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      48. What disadvantage does this cause for the user?

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      49. Is it possible to estimate the impact of unanticipated complexity such as wrong or failed assumptions, feedback, etcetera on proposed reforms?

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      50. Are the Recruitment tool benefits worth its costs?

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      51.

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