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Hiring Practices Part I-Pre-Recruiting Preparation

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Hiring Practices Part 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 ... – PowerPoint PPT presentation

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Title: 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.
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