Hiring Practices Part I-Pre-Recruiting Preparation

1
Hiring PracticesPart I-Pre-Recruiting Preparation

• The most important job of any manager is the
  hiring of personnel
• One wrong hire can lead to tremendous expense for
  the company.
• Potential loss of production by poor performers.
• Loss of profitability by one employee creating
  chaos with the team.
• Potential litigation cost in the event the
  employee has to be terminated and files an
  adverse claim against the company.
• Be careful who you roll out the red carpet to!

2
Pre-Recruiting Preparation

• The following steps should be accomplished prior
  to beginning your search
• Is there an in-house candidate?
• Is job sharing an option?
• Determination of sources to utilize in finding
  candidates.
• Salary and Benefits Range.
• Minimum qualifications you are seeking.
• ADA Position Description
• Pre-written interview questions specific to the
  position you are attempting to fill.

3
Advantages of Promoting Within

• Promoting in-house candidates has the following
  advantages
• Bolsters employee morale.
• Can be used as a recruiting tool in the future.
• Discovery of previously unknown talent.
• Reduction of turnover.
• Known quantity of skills.
• Reduce the breaking in period.

4
In-House Candidates

• Simple rules for in-house candidates
• Post job description for all employees to see.
• Require in-house candidates to go through the
  same application process of exterior candidates.
• Check with employees current supervisor for
  approval and reference prior to interview.
• Utilize the same selection criteria for interior
  candidates as you would for exterior candidates.

5
Job Sharing

• When reviewing job sharing possibilities the
  following should be conducted
• Talk to other employees in the department and the
  company to determine whether or not job sharing
  and/or streamlining is an option.
• Review the position description to determine
  whether current employees have the skill and time
  to successfully complete the job.
• Review the possibility of flexible staffing
  i.e. part-time employees.

6
Determining Candidate Sources

• The following sources should be considered
• Newspaper Advertising typically the best day to
  advertise is Sunday.
• Trade Journal industry specific.
• College Campus Contact Campus Placement Office
  for interview scheduling.
• Referrals from current employees understand
  human beings tend to hang around people with the
  same level of character as theirs.
• Networking inquire with friends, associates and
  competitors.

7
Salary and Benefits Range

• Some thoughts
• Never give a candidate a range regarding salary
  they will always place themselves at the top of
  the range and be disappointed if the offer is
  less.
• Attempt to have consistency in your compensation
  and benefits package as much as you try to keep
  it confidential there is a good chance it will
  become public knowledge.
• Comply with the Equal Pay Act (the EPA can be
  found under the Department of Labor tab in the
  management manuals tab)

8
Qualifications You Are Seeking

• Define minimum qualifications
• Are you willing to train an applicant.
• Minimum experience you will accept.
• Minimum education does the position require a
  college degree?
• Validation be prepared to validate skills and
  experience.
• Never require a high school diploma we have all
  met individuals with a H.S. Diploma who can not
  spell it is not an indicator of skill but may
  have a disparate impact on protected classes of
  employees if used as a screening tool.

9
ADA Position Description

• ADA Position Description is used to accomplish
• Communication with applicants of the physical and
  mental requirements of the job.
• Commitment from candidates that they can meet the
  minimum standards.
• Provides documentation of the candidates
  understanding of the position available.

10
ADA Position Description

• Creating the Position Description (PD)
• The PD questionnaire can be found on the website
  under the Manager HR Forms section.
• The PD should be completed by the manager of the
  position.
• The PD should list the minimum requirements and
  not the ideal/perfect candidate.

11
ADA Position Description

• The Position Description should
• Be provided to the candidate prior to the
  candidate being given an application.
• The candidate should be instructed to read the
  position description and complete the
  acknowledgement form at the end of the position
  description..

12
ADA Position Description

• Position Description Acknowledgement
• If the candidate checks the box that states they
  can not meet the minimum requirements with or
  without reasonable accommodation, thank the
  client for applying and terminate the meeting.

13
ADA Position Description

• Position Description Acknowledgement
• If the applicant checks the box that states they
  can meet the minimum qualifications as shown on
  the PD, provide the applicant with an application
  to complete.

14
ADA Position Description

• Position Description Acknowledgement
• If the applicant checks the box that states
  Other contact human resources or the management
  hotline as you are probably entering an area you
  will need assistance with.

15
Pre-Written Interview Questions

• Pre-written interview questions will assist in
  the following
• Provides for a professional interview even when
  we dont feel up to it.
• Pre-written questions should be created for each
  job title, this will save time in the future when
  preparing for an interview.
• Assists in gathering the information you will
  need every time.
• Documents exactly what questions were asked and
  the answers given.
• Assists in selecting the proper candidate after
  you have interviewed several for one position and
  are somewhat confused as to who best fit your
  needs.

16
Pre-Written Interview Questions

• Pre-written interview questions should be
• Bona-fide occupationally related.
• A mixture of previous experience and future
  goals. Questions should cover experience, skills,
  and desire to succeed.
• Should be open ended to solicit as much
  information as possible.

17
Pre-Written Interview Questions

• Pre-written interview questions should
• Cover how the applicant regards current or past
  positions.
• Probe the applicants relationships with people.
• Explore aspirations.
• Stimulate self-assessment.
• Determine how the applicant would apply skills,
  experience and knowledge to the vacant position.

18
Pre-Written Interview Questions

• Avoid illegal questions such as questions
  covering age
• What is your age?
• What is your date of birth?
• How do you feel about working for a younger
  person?
• Does your mother know you are here?

19
Pre-Written Interview Questions

• Avoid illegal questions such as questions
  covering sex/marital status
• Are you single, married, divorced, separated, or
  widowed?
• Do you have any children?
• Do you have any plans for raising a family?
• How do you feel about working for a woman/man?
• What does your spouse do?

20
Pre-Written Interview Questions

• Avoid illegal questions such as questions
  covering race and national origin
• Where were you born?
• What Country are you a citizen of?
• What is your native tongue?
• Do you have a problem working with someone of a
  different Nationality/Race?

21
Pre-Written Interview Questions

• Avoid illegal questions such as questions
  covering disability
• Have you ever filed a workers compensation
  claim?
• How many days were you off work last year due to
  illness or injury?
• What prescription drugs are you currently taking?

22
Pre-Written Interview Questions

• Avoid illegal questions such as questions
  covering religion
• What is your religion?
• What Church do you attend?
• Do you have any religious beliefs that would
  prevent you from working on certain days?
• Does your religion allow you to work on
  Saturdays/Sundays?

23
Pre-Written Interview Questions

• A list of sample questions can be found in the
  website under the New Hire Forms section.