hiring - houstontx.gov2)_hiring_process.pdf · this law also makes it illegal to retaliate against...
TRANSCRIPT
HIRING
Topics•Federal Guidelines related to Employment Practices
•City of Houston Polices Related to Employment Practices
•Interviewing and Selection •Human Resources Department Operations Teams•The Hiring Process
Legal Considerations
Civil Rights Act of 1964
President Lyndon B. JohnsonJuly 2, 1964
Civil Rights Act of 1964Title VII
Prohibits employment discrimination against individuals on the basis of: • Gender
• Race
• Color
• National Origin
• Religion
Civil Rights Act of 1964Title VII
This Law also makes it illegal to retaliate against a person because the person:
•Complained about discrimination
•Filed a charge of discrimination
•Participated in an employment discrimination investigation or lawsuit
Civil Rights Act of 1964Title VII
Created the:
Equal Employment Opportunity Commission (EEOC)
Investigate and mediate complaints of harassment and discrimination in the workplace.
Age Discrimination Employment Act (ADEA) of 1967
• Prohibits discrimination against employees and applicants who are more than 40 years with regard to:
• Hiring• Firing• Promoting• Layoffs• Compensation• Benefits• Job Assignments• Training
Age Discrimination Comments & Statements
Morning “Old Man”
“Old slow poke”
Equal Employment Opportunity Act 1972
Amended the Civil Rights Act of 1964 Title VII
•Expand coverage of the Civil Rights Act of 1964 to include protection of Title VII to:
•Public and private employers with 15 or more employees (from 25 to 15)
•Public and private labor organizations with at least 15 members
•Employment agencies
Equal Employment Opportunity Act 1972
•Enforced accountability in matters of discrimination
•Empowered Equal Employment Opportunity Commission
•File legal suits in federal court (previously made recommendations only)
•Amended principles regarding • Women & pregnancy in workplace
Pregnancy Discrimination Act 1978
•Prohibits sex discrimination on the basis of pregnancy
Uniform Guidelines on Employee Selection Process
The Uniform Guidelines on Employee Selection Procedures applies to:• Interviews
• Review of experience or education from application forms
• Work samples
• Physical requirements
• Evaluations of performance
Uniform Guidelines on Employee Selection Process
• The guidelines are designed to aide in the achievement of Equal Employment Opportunity without discrimination on the grounds of race, color, sex, religion or national origin.
Uniform Guidelines on Employee Selection Process
• The following entities combined identified a set of uniform principals guide for selection and testing processes:
• Equal Employment Opportunity Commission• The U.S. Equal Employment Opportunity Commission
(EEOC) is responsible for enforcing federal laws that make it illegal to discriminate against a job applicant or an employee because of the person's race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability or genetic information.
Uniform Guidelines on Employee Selection Process
• Civil Service Commission• The United States Civil Service Commission was an agency created to
select federal employees on merit rather than relationships.
• Department of Labor• The United States Department of Labor is a cabinet-level department
of the U.S. Federal Government responsible for occupational safety, wage and hour standards, unemployment insurance benefits, reemployment services, and some economic statistics; many U.S. states also have such departments. The department is headed by the U.S. Secretary of Labor.
Uniform Guidelines on Employee Selection Process
• Department of Justice• An executive department of the federal
government that is mainly responsible for supervising U.S. district attorneys, administering federal prisons, and representing the U.S. government in legal matters.
Uniform Guidelines on Employee Selection Process
• http://www.uniformguidelines.com/
Americans with Disabilities Act 1990
• President George H.W. Bush
• Signed into law on July 26, 1990
• Prohibits discrimination of persons with disabilities
• Guarantees that people with disabilities have the same opportunities as everyone else to participate in the mainstream of American life
Americans with Disabilities Act 1990
Title I – Employment Section
• Prohibits discrimination against qualified individuals with disabilities who can perform the essential functions of a job with or without a reasonable accommodation.
• Equal Employment Opportunities:• Recruiting• Testing• Selecting• Hiring qualified applicants with disabilities• Promotion
Americans with Disabilities Act (ADA)
Reasonable accommodation
• Enables a qualified applicant to participate in the application process.
• Modification or adjustment to a job or work environment.
• Enables a qualified applicant or employee to perform essential job functions.
Civil Rights Act of 1991
•The Civil Rights Act of 1991 is a United States statute that was passed in response to a series of United States Supreme Court decisions that limited the rights of employees who had sued their employers for discrimination.
Civil Rights Act of 1991
• Strengthened and improved federal civil rights laws.
• Provided for damages in cases of intentional employment discrimination.
• Right to trial by jury on discrimination claims (no longer judge).
• Exposed employers to greater financial liabilities
• Workers who successfully prove discrimination could now receive compensatory and punitive damages.
City of Houston
City of Houston Governing Policies
•City Charter •Competitive hiring process•12 Month Probationary period for New Hires
•Code of Ordinances Chapter 14 – Civil Service Employment•Required hiring guidelines•Minimum Qualifications
Additional Policies•Veterans Preference – Executive Order 1-6
•Amended Controlled Substance & Alcohol Abuse – Executive Order 1-12
•CDL Drivers Alcohol and Controlled Substances Testing Procedures 1-32
•Hiring of Relatives – Mayor’s Policy 104
Human Resources Director
Jane E. Cheeks
Human Resources
•FY 2010Employees performing 50% of Human Resources functions were consolidated under the Human Resources Department.
Human Resources Operations Division
The consolidation created the following teams:
• Client Relations Managers (CRM’s)• (Primary point of contact for Executive Teams, Supervisors and
Managers)
• General Relations Team (Staffing and Employee Relations)
• Shared Services Team (SAP/MSS Transactions, Verifications, Family Medical Leave)
Human Resources Operations
Additional Divisions Incorporated:
•Employment Resource & Services Team (10/2011)
•Executive Talent Acquisition (8/2012)
•TPS Team (8/2013)
•Social Media(1/2014)
Human Resources Operations
Additional Divisions Incorporated:
•Classified Testing Team (added 3/2014)
•Temporary Services Team (added 7/2015)
Human Resources
http://www.houstontx.gov/hr/hroperations.html
Human Resources Operations• HR Operations is separated into section that complete the following tasks:
• Position creation
• Posting Jobs
• Advertising
• Recruiting Applicants
• Reviewing Applications
• Interview Participation
• Candidate Selection Activities
• Finalize Hiring Process
• New Employee OnBoarding
The Hiring Process
PUTTING THE PIECES TOGETHER
Job Posting• City of Houston Competitive Process
• Duties and functions
• Classification • Best suited for position duties• Master Classification Ordinancehttp://www.houstontx.gov/hr/salary/job-
classifications.html
The Hiring Process
The Hiring Process• Job Posting
• Supplemental Questions• Extracted from
• Job description• Minimum Qualifications (MQ’s)• Preferences
• Quickly review key information
• Source applications
• Identify candidates • Qualified • Better Qualified • Best Qualified
The Hiring Process• Developing Supplemental Questions
• Input from the Hiring Manager to:• Communicate with HR Team• Prepare questions• Review and agree upon final questions for posting
• Identify knowledge, skills and abilities
• Determine ideal candidate profile
• Discuss preferences certifications, training programs, etc.
The Hiring Process•Post the Job
•City of Houston website
•www.houstontx.gov•All Persons•City Employees only•Department Employees•Department Division Employees
The Hiring Process
The Hiring Process
https://www.governmentjobs.com/careers/houston
or
www.houstontx.gov
The Hiring Process•Application Activity
• City of Houston receives over 300,000 applications in the last fiscal year
•Ban the Box - Criminal background question removed from City of Houston application in October of 2015
•Started in 2004•Eliminate discriminatory practices of persons with
criminal backgrounds•Remove barriers for job candidates with criminal
backgrounds
The Hiring Process
Recruiting
• Applications received• Job Fairs• Advertising• Social Media
•Review and Source Applications• Supplemental Questions
•Minimum Qualifications
•Best fit for position
The Hiring ProcessHiring Manager
•Reviews applications received from HR
•Identifies candidates to interview
•Prepares for the interview phase
•Conducts the interviews
Interviewing
PLAN THE INTERVIEW
• Planning the interview isthe first step in the interviewing process.
PLAN THE INTERVIEWTips for Writing Interview Questions:
•Reflective of the job
•Tied to competencies identified through the job analysis
•Open-ended
•Clear and concise
•Free of jargon
• Develop questions that discuss preferences:
• Knowledge, skills or abilities outside of minimum qualifications• Extensive Computer software
skills• Certifications• Language skills• Experience• Advanced Education
PLAN THE INTERVIEW
PLAN THE INTERVIEW
•Discussion on the Purpose of Interviewing:
•Positive Employee Relations
• Begins with first impressions
• Position advertisement, Interviewing, and
the Onboarding process
PLAN THE INTERVIEW•Good impressions are paramount
• Ensure that the interviewer develops an initial positive
relationship
• A consistent Interviewing process must be applied to all
candidates
SELECTION INTERVIEW
• The interviewing process is the most widely used tool to determine who gets the job offer.
INTERVIEWS•Interview Types:
• Telephone • Initial Screenings
• One on One
• Online Interviews (Skype / SparkHireetc.)
• Panel / Team
CREATIVE TECHNIQUES
• Use creative scheduling
• Use hypothetical questions
• Dig deeper!
DOCUMENTATION
• Capture the essence of responses
• Record pertinent information
• Your responses can be subpoenaed for a lawsuit
• Avoid subjective and irrelevant comments
Playing the Buyer and Seller
• Applicants are interviewing you
• Know organizational selling points
• Be enthusiastic!
• Avoid criticizing your organization and people in it
Conducting the Interview Tips for Success:
• Create a comfortable atmosphere
• Ensure the interview room is quiet, non-threatening, and accessible
• Allocate ample time to meet with candidate
• Review application and resume prior to meeting
• Consistent questions for each applicant
Conducting the Interview
Tips for Success•Warmly welcome the candidates
•Explain the interview process
•Ask if they have any questions for you
•Ask for clarification of a response when needed
Conducting the Interview
Avoid
•Giving non-verbal queues as an interviewer • Nodding head
• Tapping the pencil
• Looking at other objects instead of at the candidate
• Discriminatory Questions
How Not to Conduct an Interview
• https://www.youtube.com/watch?v=FofxwoCQxrY
Conducting the Interview
Conducting the Interview
How to Conduct an Interview
https://www.youtube.com/watch?v=lkCxNI2GrWg
HIRING PROCESS• Hiring Manager
• Recommends Candidate
HIRING PROCESS• Tip / Best Practice:
Recommend additional candidates for hire at the time of submission
HIRING PROCESS
•Human Resources•Verifies & Collects Information
•Employment Verification
•Education Verification
•Driving Record – Motor Vehicle Report
HIRING PROCESS
• Human Resources Contingent• Job Offer• Start Date
Pending all pre employment activities are successfully completed.
HIRING PROCESSHuman Resources
•Processing New Hire Candidate
•Federal Legal and Required Documents •(I9 / W4) etc.
•State Documents
•City of Houston Documents
HIRING PROCESS
•Fingerprinting •Background Check
•Drug Testing
Results of all Pre Employment steps are received prior to start date.
New Hires
Tips to ensure New Hire Employees get off to a great start:
1) New Employee probationary period is 12 months
2) Ensure new employee completes set up of Employee Self Service portal
3) Ensure new employee completes Direct Deposit Information during 1st week of employment
4) Schedule New Employees and New Supervisors Orientation Administrative Procedure 3-33 (Required for all new employees)
New Hire
Additional tips for Supervisors/Managers:
5) Prepare HEAR Plan in Talent Management System (TMS)
6) Complete 5 month HEAR Evaluation
7) Complete 11 month HEAR Evaluation
Questions
Resources
• Equal Employment Opportunity Act of 1972• http://www.ehow.com/info_7867426_equal-employment-opportunity-
act-1972.html
• Civil Rights Act of 1964• http://civil.laws.com/civil-rights-act-of-1964
• Uniform Guidelines• http://uniformguidelines.com/uniformguidelines.html#1
Resources
• http://www.ada.gov/pubs/adastatute08.htm#subchapterI
• http://www.dol.gov/dol/topic/disability/ada.htm
• http://definitions.uslegal.com/c/civil-rights-act-of-1991/
• http://www.opm.gov/policy-data-oversight/assessment-and-selection/examples/how-to-conduct-a-successful-interview.pdf