Personnel inputs to the internal audit department are the primary determinants of
the quality of its performance. Increasingly, organizations are recruiting entry-level
auditors directly from university campuses. The characteristics of the university
market indicate that a structured interviewing approach will be more cost-efficient
and effective in attracting the best students to the profession and more specifically
to individual organizations. Accordingly, covers the entire spectrum of the recruiting
process including; planning, prescreening, selection of schools, selection of recruiting
personnel, interviewing, evaluation, post-campus activities, office visits and follow-up.