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Power Transmission Distributors Association is...

more than 370 power transmission/motion control distribution and manufacturing companies, representing over $16 billion in product sales.

Recruitment Checklists

Cut Down on Time to Hire Checklist

The Power Transmission/Motion Control Industry (as with most industries in the current economy) is very much in need of talented professional individuals to drive our business forward. Lately it seems that the “need” far outweighs the talent available.


A low time to hire has always been a priority, but in today’s market, it is imperative that our HR professionals or hiring managers act quickly and intelligently to ensure skilled talent does not go elsewhere. That being said, one cannot sacrifice the quality of talent, just to achieve hiring efficiency. The ramifications of a bad hire, not only restart the hiring process but have costs well beyond the hiring process itself.


Here are some suggestions on how you might improve your time to hire process and hiring success.

Behavioral Interview Questions Checklist

Behavioral interviews get past the surface of a candidate. They get to what they would do/have done in a real life job. They will give you a much clearer picture of what the candidate can bring to the table and how they would fit in your organization. Behavioral interview questions will tell you how people reacted in past situations they encountered in the workplace. Chances are they will react in a similar manner when the same “situation” occurs again.

Simply going over an interviewee’s resume and asking about what they did in their last job isn’t going to tell you how they reacted to certain situations. In order to dig deeper into the skills and attitudes the interviewee has, you need to find out how they behaved in certain situations. You’ll want to know how they might fit into your culture and something about their personality. These are indicators of how they will perform in the future.

We’ve grouped possible questions by area. Pick one or two you are comfortable with for areas where you want to know more about your candidate and use these to dig deeper. You can check off those you want to use.