recruiting and hiring — practical tips and techniques
DESCRIPTION
TRANSCRIPT
Recruiting and Hiring: Practical Tips and Techniques
Presented by: Dawn Davidson Drantch, Esq., In-House Counsel
& Bob Chanin, MBA, Director of Human Resources
© 2012 Alcott HR Group LLC
This program has been approved for 1 General recertification credit hours toward PHR, SPHR and GPHR recertification through the HR Certification Institute. To receive a certificate of completion, please email: [email protected] with your request.
3
We are a Professional Employer Organization (PEO) providing outsourced human resource services, support and administration to small and mid-sized companies
More than 25 years in business
Accreditations:
- Employer Services Assurance Corp (ESAC) - Certification Institute for Workers’ Compensation Risk Management
Industry Leadership
- NAPEO/NYSAPEO
- ESAC Board of Directors
© 2012 Alcott HR Group LLC
About Alcott
• Steps in the Process
• Preparation and Screening
• Social Media
• The Interview
• Interview Questions
• Selection
• Questions
4 © 2012 Alcott HR Group LLC
What We Will Cover
• Candidate interviewed for a position and was not given the job, but showed up anyway!
• Candidate tried to bribe someone during the interview, asking how much she could pay the interviewer to give her a job.
• Applicant submitted a resume with misspelled words and orange juice stains.
• Candidate had a jawbreaker in her mouth during the entire interview.
• Candidate was asked what he was doing while unemployed and he replied, “staying home and watching TV”.
• Applicant wrote on application, “ my boss was a jerk, so I quit!”
• Candidate continued to text during interview 5 © 2012 Alcott HR Group LLC
Believe It or Not
STEPS IN THE PROCESS Presentation Title
7 © 2012 Alcott HR Group LLC
• Know job responsibilities • Identify competencies • Review resumes and phone screen • Conduct interview • Evaluate information to determine what candidate
possesses/lacks • Make decision/recommendation to hire based
upon evaluation of all available candidates • Candidate continued to text during interview
Steps in the Process
PREPARATION AND SCREENING Recruiting and Hiring
Selection Techniques
9 © 2012 Alcott HR Group LLC
• Define job you want to fill • Profile person most likely to meet requirements
of the job • Communicate requirements • Choose methodically from those who apply
Define the Job
10 © 2012 Alcott HR Group LLC
• Define objectives and key responsibilities • What is the overall objective? • Where does the job fit into the rest of the
department now and in the future? • To whom will the job holder report? • What are the job holder’s responsibilities?
Job Description
11 © 2012 Alcott HR Group LLC
• Identify key tasks • why they have to be done • how well they have to be done
• Identify responsibilities contributing to overall objectives
• ‘Make or break’ result areas • Sources: job holder, supervisor, observation &
other teams that interact with the job
Profile the Candidate
12 © 2012 Alcott HR Group LLC
• Skills required •Attributes and aspirations of the candidate •Organizational fit
Skills Attributes
Front Line Position
Support Position
Managerial
Sample Profile Table
Sample Technical Competencies
13 © 2012 Alcott HR Group LLC
•Knowledge of job-related standards • Knowledge of relevant software/hardware • Skills in selling products/services • Skills in selecting business process tools • Skills in developing budget/instituting cost
control measures
Sample Performance Competencies
14 © 2012 Alcott HR Group LLC
• Interpersonal skills • Team-building skills • Oral communication skills • Problem-solving/decision-making skills • Negotiating skills • Analytical skills • Management and meeting-management skills • General work style
Sourcing Candidates
15 © 2012 Alcott HR Group LLC
• Internal Applicants • Advertising Print & Web • College Postings • Agencies • Professional Organizations • Employee referrals • Casual inquiries • Peer organizations
Be careful of the Internet if you file an affirmative action plan and cognizant of Internet applicant rules and sourcing candidates from websites, emails, etc.
Choose Methodically
16 © 2012 Alcott HR Group LLC
•Review resumes to screen unsuitable candidates • Rely on job description and profile
• Phone screen • Use targeted questions based on job • Saves time (yours and candidate’s) • Gives info to formulate questions • Ensures applicants fully answer questions
Applicant Screening
17 © 2012 Alcott HR Group LLC
• Only interview those who match description & profile • Limited “short list” - experience & qualifications are most
important factors • Wider range “short list” - personality & interpersonal skills
are paramount
Scheduling Interviews
18 © 2012 Alcott HR Group LLC
• Be flexible • Junior staff often may need early or late
hour interviews • Allow 15 minutes to complete application • 45 minutes for actual interview • 10-20 minutes per test • Executive staff should plan on half-day • Allow time to make notes & evaluate
SOCIAL MEDIA Recruiting and Hiring
20 © 2012 Alcott HR Group LLC
• Reliability and consistency issues • Challenge of same search/candidate • Reliable site, same person, false/misleading info
• Record keeping issues • EEOC, OFCCP, state disclosure laws
• Authorization issues • Notification to candidates • FCRA, NYS Correction Law 23(a)
• Third party “Terms of Use” agreements
Social Media and Recruiting
21 © 2012 Alcott HR Group LLC
• Anti-discrimination issues • Federal, state and local antidiscrimination laws • State off-duty conduct laws
Social Media and Recruiting
If you can’t ask about it on an interview you DON’T want to see it on social media!
22 © 2012 Alcott HR Group LLC
Social Media and Recruiting
• Consider a “screener” • Objective procedure, criteria and template
•Consider searching only LinkedIn©
Objectivity and consistency are key!!
THE INTERVIEW Recruiting and Hiring
The 20% - 80% Rule
24 © 2012 Alcott HR Group LLC
Preparation
25 © 2012 Alcott HR Group LLC
• Review candidate information prior to interview • Utilize job description • Have questions planned in advance
• Helps focus interview • Ensures consistency of interviews for same position
• Objective Evaluation/Rating Sheet
The Interview Plan
26 © 2012 Alcott HR Group LLC
• Opening Ice Breaker • Background information
• Why is candidate interested? • Discuss work history, gaps, skills, education,
traditional, behavioral and technical questions • End Session
• What do you know about our organization? • Allow opportunity to ask questions • Set timetable of what happens next
INTERVIEW QUESTIONS Recruiting and Hiring
Types of Questions
28 © 2012 Alcott HR Group LLC
• Informational • Explore info on application/resume • Likes and dislikes • Reasons for leaving/looking for work • Career goals
• Behavioral • Performance competencies
• Explores intangible skills • Consider job description • Consider opportunities in job
• Technical competencies • Explores specific knowledge of job • Based upon requirements of job • Consider job description • Consider opportunities in job
Types of Questions
29 © 2012 Alcott HR Group LLC
• Avoid Questions Which Require Yes/No Answer • Instead utilize: Describe. . . When. . . What. . . List. . . Give an example. . . How. . . Tell me more about. . .
Sample Behavior-Based Questions to Determine the Presence of Performance Competencies
30 © 2012 Alcott HR Group LLC
Ask… To Determine… Have you ever had several projects with the same deadline? How did you accomplish it?
Conscientiousness, coping skills, organization
How have you handled the last few angry clients you’ve come across?
Customer and client service skills
Tell me about a recent split-second decision you made on the job
Decisiveness and decision-making style
Tell me about a situation where you and your boss disagreed. How did you settle it?
Manageability and communications style
Take me through the most significant presentation you’ve given to clients.
Presentation skills
What was your most frustrating experience in your last job? The most satisfying?
Motivation and general temperament
Sample Behavior-Based Questions to Determine the Presence of Performance Competencies (cont’d)
31 © 2012 Alcott HR Group LLC
Ask… To Determine… Tell me about a time when a task you were given changed at the last minute. Flexibility
Tell me about a risk you took that failed. How did you feel? Resilience and attitude toward risk
How did the “new regulation” impact your job? Resilience and attitude toward risk
How did the “new regulation” impact your job? Knowledge of industry regulations or standards
Describe for me your experience level with “XYZ” Systems? Which systems did you utilize in your last position and to what extent?
Knowledge of relevant systems
Describe how you “set up spreadsheets for accounts receivables”. Skill in (Excel) Software Applications
Give me an example of a project budget you created and were able to stay within those parameters. How did you manage it?
Skill in developing a budget and instituting cost-control measures.
Pre-Employment Inquiries
32 © 2012 Alcott HR Group LLC
Subject Acceptable Unacceptable
Name Have you ever used another name? Maiden Name
Economic Status Applicant’s current or past assets, liabilities credit rating, bankruptcy, garnishment
Sex, Marital Status, Family Name and address of parent or guardian
Gender, Children, Child Care, Family Planning, With whom you reside
Religion Regular days, hours, shifts Days observed due to religion
Age Subject to legal age requirement verification
Age, Birth date, Dates of attendance or completion of high school
Physical Description Photo may be required after employment
Height, Weight, Require Photo
Residence Place of residence Rent or own home
Pre-Employment Inquiries
33 © 2012 Alcott HR Group LLC
Subject Acceptable Unacceptable
National Origin Languages spoken, written, read if job necessity
Nationality, Lineage, Ancestry, Descent, Languages commonly used
Organization Activities Job related clubs, etc. to which you belong
All organizations, clubs, etc. to which you belong
Race, Color Race, Color, Complexion, Skin, Color of hair/eyes
Citizenship Proof of eligibility to work in U.S. Birthplace, Citizenship, Visa status
Arrest Record Convictions (with an explanation) Arrests
Military Service Relevant skills acquired in U.S. military Service
Dates and type of discharge
Names of Relatives Names and address of emergency contact person
Name and address of relative to contact
Pre-employment exams or tests which would tend to identify people with disabilities and screen them out are unlawful unless they are related to a bona fide occupational qualification.
34 © 2012 Alcott HR Group LLC
Important Tip
Group/Panel Interview Guidelines
35 © 2012 Alcott HR Group LLC
• Each member of interview team should introduce him/herself and briefly explain role
•Agree to established questions and order in advance •Ask questions one at a time to avoid confusion
Common Interviewing Errors
36 © 2012 Alcott HR Group LLC
• Lack of preparation – “winging it” • Asking too many closed-ended or
leading questions • Talking more than 25% of the time • Ineffective listening and/or follow-up • Not taking notes • Taking notes on application or resume • Not making the candidate comfortable • Allowing interruptions
Common Interviewing Errors (cont’d)
37 © 2012 Alcott HR Group LLC
• Asking inappropriate questions • Not controlling the interview • “Overvaluing” your first impression • Being influenced by bias or stereotypical thinking • Avoiding eye contact and/or demonstrating
negative body language •Not preparing follow up probing questions
SELECTION Recruiting and Hiring
39 © 2012 Alcott HR Group LLC
• Review interview evaluations •Measure candidates against predetermined standards • Rate candidates • Make the offer Maintaining consistent standards, questions and evaluations will facilitate the final analysis and assist the hiring manager in remaining compliant.
Final Analysis
40 © 2012 Alcott HR Group LLC
ALWAYS CHECK THEM! •Performed internally
•Always ask if eligible for rehire
•Performed by third party •Always comply with Fair Credit Reporting Act
References
If you would like a copy of this presentation or further information about Alcott HR Group, please call 1-888-4ALCOTT or email: [email protected]
© 2012 Alcott HR Group LLC