PROACTIVE HIRING TIPS: A BODY
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1 WWAdCon2015 PROACTIVE HIRING TIPS: HOW TO AVOID HIRING JUST A BODY
2 A NEW MINDSET BEGIN WITH THE END IN MIND Where do you want to be as a company? What positions do you need to get there? Is this a chance to realize some efficiencies? Copyright 2014, HRMS LLC 2
3 A NEW MINDSET BEGIN WITH THE END IN MIND What behaviors are successful in the company? Why type of personality has historically failed? What is currently missing on your team? Copyright 2014, HRMS LLC 3
4 80/20 RULE WHERE SHOULD YOUR EMPHASIS BE? DEFINING THE KNOWLEDGE, SKILL SET AND EXPERIENCE NEEDED OR DEFINING THE PERSONAL CHARACTERISTICS NEEDED Copyright 2014, HRMS LLC 4
5 80/20 RULE WHERE SHOULD YOUR EMPHASIS BE? DEFINING THE PERSONAL CHARACTERISTICS NEEDED, LIKE: Integrity Professionalism communication Relationship building Teamwork Initiative and ability to learn Copyright 2014, HRMS LLC 5
6 CONSIDER THE INVESTMENT RECRUIT FOR YOUR FUTURE NEEDS Look for leaders Look for innovators Look for planners Look for implementers HIRE COMPLEMENTS TO YOUR EXISTING TEAM NOT CLONES! Copyright 2014, HRMS LLC 6
7 WRITE THE JOB POSTING INCLUDE THE BASICS OF THE JOB - Job title, company name, website, duties, responsibilities, education and experience BUT FOCUS THE AD ON THE OPPORTUNITY RATHER THEN THE JOB - Opportunities for growth, working environment, management philosophy Copyright 2014, HRMS LLC 7
8 WRITE THE JOB POSTING WRITE THE JOB POSTING FROM A MARKETING PERSPECTIVE you want to attract quality not quantity Copyright 2014, HRMS LLC 8
9 KNOW WHAT YOU NEED REQUIRE ALL RESPONSES VIA ASK FOR A CUSTOMIZED COVER LETTER THAT DISCUSSES THEIR QUALIFICATIONS IN RELATION TO THE POSITION ASK FOR SALARY EXPECTATIONS Copyright 2014, HRMS LLC 9
10 FINDING CANDIDATES POSTING LinkedIn Indeed Mass posting sites Industry-Specific Websites (state and national) Training Program Job Boards Colleges Company website Copyright 2014, HRMS LLC 10
11 FINDING CANDIDATES NETWORKING LinkedIn Facebook Contacts (professional and personal) Board Members Training Program Coordinators Names of top graduates Business Organizations Chambers Rotary Copyright 2014, HRMS LLC 11
12 USING A STAFFING/TEMPORARY SERVICE PROS STAFFING/SEARCH They provide the FIRMS Provides you an screening opportunity to try before you buy Quick to fill East to walk away No liability for unemployment claims Copyright 2014, HRMS LLC 12
13 USING A STAFFING/TEMPORARY SERVICE CONS STAFFING/SEARCH Direct Hire rate FIRMS Who is responsible Temporary rate for the hire? Buy-Out costs Quality of candidates? Copyright 2014, HRMS LLC 13
14 REFERRALS FROM EMPLOYEES PROS Employees want the referral to make them look good so they will only recommend top candidates Able to get employees with similar taste, personality, and disposition Generally you are able to expedite the hiring process since you don t have to advertise Copyright 2014, HRMS LLC 14
15 REFERRALS FROM EMPLOYEES CONS It is difficult to address the problems with the new employee for fear it will upset the established employee You limit your applicant pool potentially limit diversity of candidates You may be pressured to hire the referral rather than do your due diligence Copyright 2014, HRMS LLC 15
16 EVALUATION OF RESUMES REVIEW FOR ACCURACY Cover letter appropriately addressed Spelling, grammar, punctuation Did they include all requested info? Copyright 2014, HRMS LLC 16
17 EVALUATION OF RESUMES LOOK FOR RED FLAGS Gaps in employment Reasons for leaving - Personal Was the employee ever terminated and why (question should be asked in the application) Various types of jobs Multiple jobs with short tenure Copyright 2014, HRMS LLC 17
18 EVALUATION OF RESUMES LOOK FOR GREEN FLAGS Education grades, applicable degrees or course work, limited number of tries Experience Limited jobs Difficult jobs Customer service jobs Promotions Working while going to school Leadership positions Copyright 2014, HRMS LLC 18
19 EVALUATION OF RESUMES OTHER FACTORS TO CONSIDER: Neat and organized resume Hobbies and volunteer activities References are former supervisors Membership in professional organizations Copyright 2014, HRMS LLC 19
20 INTERVIEWING TIPS CONSIDER A PHONE INTERVIEW FIRST Saves time, money and resources Can learn a lot in a phone call REQUIRE A COMPLETED APPLICATION PRIOR TO THE ONSITE INTERVIEW Resume is a memoir; application is a biography (fact-based) Includes pertinent questions, releases and attestations Copyright 2014, HRMS LLC 20
21 INTERVIEWING TIPS DO MORE THAN ONE ROUND WITH MORE THAN ONE INTERVIEWER MAKE THE CANDIDATE FEEL COMFORTABLE Start with small talk, use humor, keep it light in the beginning Copyright 2014, HRMS LLC 21
22 INTERVIEWING TIPS DEVELOP GOOD QUESTIONS DON T WING IT Fact specific questions - provide insight into the applicant s history, experience and skills Open-ended questions - determine an applicant s behavior, personality and work ethic Scenario questions - provide insight into the applicant s problem-solving skills, thought process, communication skills Copyright 2014, HRMS LLC 22
23 NEGATIVE QUESTIONS HOW A CANDIDATE ANSWERS NEGATIVE QUESTIONS SHOWS: Self-Perception Maturity Honesty Copyright 2014, HRMS LLC 23
24 NEGATIVE QUESTIONS EXAMPLES OF NEGATIVE QUESTIONS: Describe aspects of your personality that get you in trouble sometimes. What parts of your job (and/or previous boss) do you find frustrating? What aspects of your work do you think you need to improve upon? Copyright 2014, HRMS LLC 24
25 AVOID ILLEGAL QUESTIONS DO NOT ASK QUESTIONS THAT ARE RELATED TO ANY PROTECTED CLASSIFICATION Federal Law Race, color, sex, religion, national origin, age (over 40), pregnancy, veteran status, disability, genetic information State Law Federal Protections + Height, weight, marital status, familial status, age (all ages) Copyright 2014, HRMS LLC 25
26 AVOID ILLEGAL QUESTIONS USE THE DEPARTMENT OF CIVIL RIGHTS PRE- EMPLOYMENT INQUIRY GUIDE TO UNDERSTAND ILLEGAL QUESTIONS oymentguide62012_388403_7.pdf? Copyright 2014, HRMS LLC 26
27 CHECK OUT THEIR STORY REFERENCE CHECKS Former supervisors NOT HR Department Customer or client recommendations HARD EVIDENCE Ask for copies past performance appraisals Ask for samples of work Copyright 2014, HRMS LLC 27
28 CHECK OUT THEIR STORY BACKGROUND CHECKS with a proper release and in accordance with FCRA Criminal Certification, licensure and education verification Drug Screen and/or Pre-Employment Physical Credit (if job-related) Industry-specific checks Motor Vehicle Report (if job-related) Copyright 2014, HRMS LLC 28
29 ASSESSMENTS CAN PROVIDE ADDITIONAL INFORMATION ON: Skill sets Behaviors/personality Aptitude or fit for position Honesty, dependability, integrity Copyright 2014, HRMS LLC 29
30 ASSESSMENTS MUST BE VALIDATED, RELIABLE AND IN COMPLIANCE WITH EEOC GUIDELINES RESULTS SHOULD BE FACTORED INTO HIRING DECISION, BUT NOT BE MADE THE SOLE BASIS FOR A HIRING DECISION Copyright 2014, HRMS LLC 30
31 QUESTIONS JODI SCHAFER, SPHR Human Resource Management Services, LLC 517/ Copyright 2014, HRMS LLC 31
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