1. Scope

Keywords

Rationale

2.1 The goal for this guide is to blend knowledge, capability, and humanity in this category and create an efficient, effective, emotionally literate, and measurable interview and hiring process. 2.2 The behaviors of employees, specifically responses to stress, change, and capacity improvement, can be determined to some extent during the hiring process through the use of modern emotionally literate and trauma-informed practices. 2.3 To choose candidates more effectively, the scientifically identified and unbiased behavioral requirements shall include emotionally literate practices needed for thriving within any job role. Emotional literacy and trauma-informed collaborative practices shall be included and recorded as part of the job description. 2.4 The specific results of the job analysis as described in 2.1-2.3 shall be applied in the interview process in which the identified and unbiased behaviors and relevant professional skills are searched for using a standardized and modern assessment methods. 2.5 Based on the unbiased, emotionally literate, trauma-informed, and professional ability assessment, a standardized training curriculum is required to develop and maintain hiring skills and behaviors and develop them within the organization through identified periodic training. The standards for all hiring will be based on organizational and job goals. 2.6 The outcomes of using standardized modern hiring practices shall be measurable and subject to continuous improvement.