Selection of Personnel

1
Selection of Personnel
2
Job Descriptions

• Communicates
• 1. Responsibilities
• 2. Specific duties
• 3. Organizational relationships
• 4. Authority delegation
• 5. Qualifications for each job

3
Job Descriptions

• Used for
• 1. Selection
• 2. Training
• 3. Evaluation
• 4. Promotion
• 5. Firing
• 6. Job rating and classification
• 7. Wage and salary program
• 8. Compliance with legal, contractual,
  accrediting requirements

4
Assumptions for Hiring

• 1. No retraining is needed in internal moves.
• 2. All candidates want a promotion.
• 3. All applicants want the job.

5
Assumptions for Hiring

• 4. No need for institutional information.
• 5. You see the person at their best in an
  interview situation.
• 6. Retention depends on personality fitting.

6
Assumptions for Hiring

• 7. Prediction of levels of turnover is possible.
• 8. It is good to work with personal friends.
• 9. Written references need not be checked.

7
Assumptions for Hiring

• 10. Outstanding work in one
• position assures the same in
• another.
• 11. Gut impressions are not
• appropriate.

8
Preparation for Interview

• 1. Review organizations hiring policy.
• 2. Evaluate job description and develop criteria
  for hiring.
• 3. Determine minimum and maximum salary levels
  and who would be entitled to the higher levels.

9
Preparation for Interview

• 4. Establish search strategies and
• institute search.
• 5. Confirm who has final authority and what
  information they require to approve an applicant
  and assure their availability.

10
Preparation for Interview

• 6. Outline hiring plan and schedule time blocks
  and place.
• 7. Review resumes and sort into three categories
• Interview (limit 3-5)
• Maybe
• No interview

11
Preparation for Interview

• 8. Schedule interviews-allow at least
• 50 minutes.
• 10 minutes-Review
• 30 minutes-Interview
• 10 minutes-Documentation

12
Preparation for Interview

• 9. Develop set of questions to be answered
  including
• a. Group common to all applicants.
• b. Specific holes in resume.
• c. Rapport area

13
Seven Factors to VerifyFrom Application

• Achievement record.
• Growth responsibilities.
• Sudden career shifts.
• Transient record.
• Current job.
• Educational background.
• Job change reason.

14
Interview Process
15
Interview Process Steps I through III

• I. Establish rapport
• II. Inquire Training and Education
• III. Inquire Experience

16
Interview Process Steps IV through VII

• IV. Inquire Attitudes and motivation
• V. Give information about job
• VI. Provide opportunity for questions
• VII. Close the interview

17
Orienting New Employees

• Objective
• Facilitate new employees fitting into their
  jobs, work groups, the organization, and even the
  community.

18
Orienting New Employees

• Primary responsibility
• Supervisor
• New Employee needs
• Security, acceptance, minimal problems

19
Orienting New Employees

• Considerations
• 1. Be in contact with new employees before they
  report for the first day of work.
• 2. Work from a checklist, give essential
  information.
• 3. Printed information should be explained.

20
Orienting New Employees

• Considerations (cont.)
• 4. Introduce to co-workers.
• 5. Secure passes and tools that employees will
  need to do their jobs.
• 6. Facilitate employees knowledge about job
  and give expectations in terms of employment.

21
Orienting New Employees

• Considerations (cont.)
• 7. Give a tour of facility. Inform about lunch
  areas, parking, restrooms.
• 8. Review employee handbook contents and
  discuss key points (grievances, benefits)
• 9. Schedule follow-up discussion for problem
  identification and expertise assessment.