supervisor success series “3s” 2 executing and... · otherwise, a rejected applicant may be...

$: Supervisor Success Series “3S” 2 Executing and... · Otherwise, a rejected applicant may be able to make a civi\൬ case that he/she was turned down for the job for an illegal$
Supervisor Success Series “3S”

Session 2: Executing and Completing the Search

Presenter

Presentation Notes

This PowerPoint Template includes a series of slide masters with predefined layouts and color schemes for formatting slides Slide Masters are displayed when you right click on a slide and select Layout from menu

• Job description & posting• Search

• Forming search teams• Utilizing your network• Pre-screening• Hiring legally• Interview Dos and Don’ts

• Success• Completing the search

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Presenter

Presentation Notes

Worcester Polytechnic Institute

Toolbox

• Job description template• Implicit biases information• Pre-screening questions• Interview questions• Reference check questions• PeopleAdmin instructions

Let us know what else you would like to see in your toolbox!

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Worcester Polytechnic Institute4


Job Description & Posting

• Every position

• Focus on qualifications

• Specify essential job functions that describe physical demands─ ADA─ Stand, sit, lift, etc.

• Set reasonable education and experience requirements

• The job description is your posting

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Presenter

Presentation Notes

Essential functions- Key, to avoid ADA claims. How much you can lift, stand, etc. Education- Set to high may be excluding some groups. Needs to be realistic for the job


Forming the Search Team

• Utilize best practices in recruiting and evaluating diverse applicant pools Build in checkpoints along the way to ensure you are

satisfied with the pool of candidates you have generated

Implicit Biases in the Workplace

• Wide representation of perspectives and experiences

• Consistent interview procedures and questions• Provide similar opportunities for each candidate

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https://www.youtube.com/watch?v=nLjFTHTgEVU


Utilizing Your Networks

• Proactive instead of reactive• Create an active search─ Personal contacts with colleagues ─ Professional organizations in the discipline─ Contact Department heads/chairs at institutions whose

graduates represent diverse populations─ Use Linkedln

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Pre-Screening

• Review the applications ─ Do they meet minimum qualifications?─ Are they a “true applicant”?

• Cover letter• Relevant experience• Location• Salary requirements• Phone / email screening prior to in-person

interview

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Hiring Legally

Goal is to hire the best candidate for each job solely on the basis of qualifications.

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Presenter

Presentation Notes

Discussed this before but important to remember through the whole process the goal is the best candidate based on qualifications. Leave out all other bias


Major Fair Employment Laws

• Title VII• Age Discrimination• Equal Pay Act• Americans with Disabilities Act• Pregnancy Discrimination

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Presenter

Presentation Notes

Title VII (Grandparent of employment law )- Prohibits discrimination based on Race, Age, Sex, Color, National Origin, Religion, All need to be considered during employment process


Interview Dos and Don’ts

• Prepare for the interview = Get better results• Ask similar questions of all applicants─ Prepare a list of job-related questions

• Focus on job requirements and university policies• Avoid stereotyping and implicit biases• Take notes of conversation • HR should be involved in the interview process

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Presenter

Presentation Notes

Non discriminatory Interviews are Essential to fair hiring process to do this.. Prepare for the interview- Get better results -It should be professional, Making an impression of WPI If concerned about commitment to weekend work, don’t say will your spouse be ok with it. Discuss policy and ask if they will be able to follow it. Take notes- Can be used in lawsuit (positive and negative)


Interview Notes

• Factual─ Document questions and key elements

• No opinions or personal biases─ Could support potential discrimination

• Job-related information only

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TMI

• Candidate offers illegal information during the interview process─ Talking about an injury─ Talking about being pregnant─ Talking about hearing about the job from a friend at

church How would you respond?

• Red flags

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Presenter

Presentation Notes

Move on to the next subject and don’t delve is usually the response to red flag issues. Don’t want to seem cold but need to re-focus on job related questions. Example for pregnancy. Congratulations, but as you know we do not consider that information in our hiring decisions. Providing information because- Nervous, want to sell themselves, potential to set you up. Be aware of these types of questions and the red flags that are going up.


Off Limits

• Age - When did you graduate from school?

• Marital Status – Will your spouse mind you working long hours or over the weekend?

• Family / Children• Sexual Orientation• Health - Do you have a chronic illness?

• National Origin - Where were you born, what language do you speak at home, what kind of accent do you have?

• Citizenship• Disability – Will you need an accommodation?

• Religion - Do you need to take time off in observance of religious holiday?

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Presenter

Presentation Notes

You must avoid asking questions about any “protected categories.” Otherwise, a rejected applicant may be able to make a civil case that he/she was turned down for the job for an illegal reason. They are not job related questions and can indicate a bias. An applicant who answers those types of questions during an interview and isn’t hired is left to wonder if age, marital status had any bearing on the hiring decision.


Acceptable Questions

• Citizenship - To verify legal right to work in the United States

• Language – Must be relevant to the job

• Family─ Example: Discuss the nepotism policy

• Disability - Perform the essential duties of the job

• Religion─ Example: Discuss the attendance policy

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Completing the Search

• Inform the top candidate that references will be checked

• They will be hearing from Human Resources to extend the official offer

• The last step will be to complete the hiring proposal and close out your search in PeopleAdmin

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Reference Checks

• References must be checked prior to an offer• Contact each reference • Document information received─ Names / titles─ How were they contacted?─ Notes from conversations─ Unsuccessful attempts

• Upload this documentation to the hiring proposal

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Presenter

Presentation Notes

Often former employers are reluctant to give much information.


Can I Use Social Media?

• It can be used as a tool─ Consistent ─ Job Related

• It can lead to a discrimination suit─ Only consider job related information

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Presenter

Presentation Notes

May find info in your search that has nothing to do with the job, they belly dance and you don’t approve of that. Can’t be considered. Find out the employee did not graduate from the College on their resume. If it is job related it is fair ground. If you use the internet, you need to be consistent and run the same process for all candidates. Blogs, websites, and social media can be used. Looking at facebook for example, could reveal someone’s race, ethnic heritage, religion, age, or disability. Need to be cautious, could easily lead to bias.


Closing Out a Search

• Use the workflow actions!• Utilizing the workflow helps to

identify the status of the open position

• Excellent record-keeping tool

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Minimum requirements listed on posting

Specified on posting

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Must be stated in the posting

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Success!

• The hiring proposal will be approved upon verbal acceptance of the offer

• The position will be updated to “Filled” when the candidate starts

• The next session will cover onboarding and training for your new employee

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Questions?

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supervisor success series “3s” 2 executing and... · otherwise, a rejected applicant may be...

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