Recruiting and Hiring:Practical Tips and Techniques                   Presented by:   Dawn Davidson Drantch, Esq., In-Hous...
This program has been approved for 1 General recertification credit hours towardPHR, SPHR and GPHR recertification through...
About Alcott     We are a Professional Employer Organization (PEO)     providing outsourced human resource services, supp...
What We Will Cover    •   Steps in the Process    •   Preparation and Screening    •   Social Media    •   The Interview  ...
Believe It or Not    • Candidate interviewed for a position and was not given the      job, but showed up anyway!    • Can...
Presentation TitleSTEPS IN THE PROCESS
Steps in the Process    • Know job responsibilities    • Identify competencies    • Review resumes and phone screen    • C...
Recruiting and HiringPREPARATION AND SCREENING
Selection Techniques      • Define job you want to fill      • Profile person most likely to meet requirements        of t...
Define the Job      • Define objectives and key responsibilities         • What is the overall objective?         • Where ...
Job Description        • Identify key tasks           • why they have to be done           • how well they have to be done...
Profile the Candidate        • Skills required        • Attributes and aspirations of the candidate        • Organizationa...
Sample Technical Competencies     • Knowledge of job-related standards     • Knowledge of relevant software/hardware     •...
Sample Performance Competencies        • Interpersonal skills        • Team-building skills        • Oral communication sk...
Sourcing Candidates        • Internal Applicants        • Advertising Print & Web        • College Postings        • Agenc...
Choose Methodically     • Review resumes to screen unsuitable candidates        • Rely on job description and profile     ...
Applicant Screening     • Only interview those who match description & profile        • Limited “short list” - experience ...
Scheduling Interviews     • Be flexible        • Junior staff often may need early or late          hour interviews       ...
Recruiting and HiringSOCIAL MEDIA
Social Media and Recruiting     • Reliability and consistency issues        • Challenge of same search/candidate        • ...
Social Media and Recruiting      • Anti-discrimination issues            • Federal, state and local antidiscrimination law...
Social Media and Recruiting     • Consider a “screener”        • Objective procedure, criteria and template     • Consider...
Recruiting and HiringTHE INTERVIEW
The 20% - 80% Rule24         © 2012 Alcott HR Group LLC
Preparation     • Review candidate information prior to interview     • Utilize job description     • Have questions plann...
The Interview Plan     • Opening Ice Breaker     • Background information       • Why is candidate interested?       • Dis...
Recruiting and HiringINTERVIEW QUESTIONS
Types of Questions     •     Informational              • Explore info on application/resume              • Likes and disl...
Types of Questions     • Avoid Questions Which Require Yes/No Answer     • Instead utilize:            Describe. . .      ...
Sample Behavior-Based Questions to Determine     the Presence of Performance Competencies                           Ask…  ...
Sample Behavior-Based Questions to Determine     the Presence of Performance Competencies (cont’d)                        ...
Pre-Employment Inquiries            Subject                         Acceptable                       Unacceptable         ...
Pre-Employment Inquiries          Subject                       Acceptable                           Unacceptable         ...
Important Tip     Pre-employment exams or tests which would tend to     identify people with disabilities and screen them ...
Group/Panel Interview Guidelines     • Each member of interview team should introduce       him/herself and briefly explai...
Common Interviewing Errors     • Lack of preparation – “winging it”     • Asking too many closed-ended or       leading qu...
Common Interviewing Errors (cont’d)     • Asking inappropriate questions     • Not controlling the interview     • “Overva...
Recruiting and HiringSELECTION
Final Analysis     • Review interview evaluations     • Measure candidates against predetermined standards     • Rate cand...
References                     ALWAYS CHECK THEM!      • Performed internally          • Always ask if eligible for rehire...
If you would like a copy of this presentation or further information about Alcott HRGroup, please call 1-888-4ALCOTT or em...
Upcoming SlideShare
Loading in …5
×

Recruiting and Hiring — Practical Tips and Techniques

725 views

Published on

Published in: Business
0 Comments
1 Like
Statistics
Notes
  • Be the first to comment

No Downloads
Views
Total views
725
On SlideShare
0
From Embeds
0
Number of Embeds
3
Actions
Shares
0
Downloads
28
Comments
0
Likes
1
Embeds 0
No embeds

No notes for slide

Recruiting and Hiring — Practical Tips and Techniques

  1. 1. Recruiting and Hiring:Practical Tips and Techniques Presented by: Dawn Davidson Drantch, Esq., In-House Counsel & Bob Chanin, MBA, Director of Human Resources
  2. 2. This program has been approved for 1 General recertification credit hours towardPHR, SPHR and GPHR recertification through the HR Certification Institute. Toreceive a certificate of completion, please email: marketing@alcottgroup.comwith your request. © 2012 Alcott HR Group LLC
  3. 3. About Alcott  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 Directors3 © 2012 Alcott HR Group LLC
  4. 4. What We Will Cover • Steps in the Process • Preparation and Screening • Social Media • The Interview • Interview Questions • Selection • Questions4 © 2012 Alcott HR Group LLC
  5. 5. Believe It or Not • 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 interview5 © 2012 Alcott HR Group LLC
  6. 6. Presentation TitleSTEPS IN THE PROCESS
  7. 7. Steps in the Process • 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 interview7 © 2012 Alcott HR Group LLC
  8. 8. Recruiting and HiringPREPARATION AND SCREENING
  9. 9. Selection Techniques • Define job you want to fill • Profile person most likely to meet requirements of the job • Communicate requirements • Choose methodically from those who apply9 © 2012 Alcott HR Group LLC
  10. 10. Define the Job • 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?10 © 2012 Alcott HR Group LLC
  11. 11. Job Description • 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 job11 © 2012 Alcott HR Group LLC
  12. 12. Profile the Candidate • Skills required • Attributes and aspirations of the candidate • Organizational fit Sample Profile Table Skills Attributes Front Line Position Support Position Managerial12 © 2012 Alcott HR Group LLC
  13. 13. Sample Technical Competencies • 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 measures13 © 2012 Alcott HR Group LLC
  14. 14. Sample Performance Competencies • Interpersonal skills • Team-building skills • Oral communication skills • Problem-solving/decision-making skills • Negotiating skills • Analytical skills • Management and meeting-management skills • General work style14 © 2012 Alcott HR Group LLC
  15. 15. Sourcing Candidates • 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.15 © 2012 Alcott HR Group LLC
  16. 16. Choose Methodically • 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 questions16 © 2012 Alcott HR Group LLC
  17. 17. Applicant Screening • Only interview those who match description & profile • Limited “short list” - experience & qualifications are most important factors • Wider range “short list” - personality & interpersonal skills are paramount17 © 2012 Alcott HR Group LLC
  18. 18. Scheduling Interviews • 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 & evaluate18 © 2012 Alcott HR Group LLC
  19. 19. Recruiting and HiringSOCIAL MEDIA
  20. 20. Social Media and Recruiting • 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” agreements20 © 2012 Alcott HR Group LLC
  21. 21. Social Media and Recruiting • Anti-discrimination issues • Federal, state and local antidiscrimination laws • State off-duty conduct laws If you can’t ask about it on an interview you DON’T want to see it on social media!21 © 2012 Alcott HR Group LLC
  22. 22. Social Media and Recruiting • Consider a “screener” • Objective procedure, criteria and template • Consider searching only LinkedIn© Objectivity and consistency are key!!22 © 2012 Alcott HR Group LLC
  23. 23. Recruiting and HiringTHE INTERVIEW
  24. 24. The 20% - 80% Rule24 © 2012 Alcott HR Group LLC
  25. 25. Preparation • 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 Sheet25 © 2012 Alcott HR Group LLC
  26. 26. The Interview Plan • 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 next26 © 2012 Alcott HR Group LLC
  27. 27. Recruiting and HiringINTERVIEW QUESTIONS
  28. 28. Types of Questions • 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 job28 © 2012 Alcott HR Group LLC
  29. 29. Types of Questions • Avoid Questions Which Require Yes/No Answer • Instead utilize: Describe. . . When. . . What. . . List. . . Give an example. . . How. . . Tell me more about. . .29 © 2012 Alcott HR Group LLC
  30. 30. Sample Behavior-Based Questions to Determine the Presence of Performance Competencies Ask… To Determine… Have you ever had several projects with the same Conscientiousness, coping skills, organization deadline? How did you accomplish it? How have you handled the last few angry clients Customer and client service skills you’ve come across? Tell me about a recent split-second decision you Decisiveness and decision-making style made on the job Tell me about a situation where you and your boss Manageability and communications style disagreed. How did you settle it? Take me through the most significant presentation Presentation skills you’ve given to clients. What was your most frustrating experience in your Motivation and general temperament last job? The most satisfying?30 © 2012 Alcott HR Group LLC
  31. 31. Sample Behavior-Based Questions to Determine the Presence of Performance Competencies (cont’d) 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 Resilience and attitude toward risk How did the “new regulation” impact your job? Knowledge of industry regulations or standards How did the “new regulation” impact your job? Describe for me your experience level with “XYZ” Systems? Which systems did you utilize in your last Knowledge of relevant systems position and to what extent? Describe how you “set up spreadsheets for Skill in (Excel) Software Applications accounts receivables”. Give me an example of a project budget you Skill in developing a budget and instituting cost- created and were able to stay within those control measures. parameters. How did you manage it?31 © 2012 Alcott HR Group LLC
  32. 32. Pre-Employment Inquiries Subject Acceptable Unacceptable Name Have you ever used another name? Maiden Name Applicant’s current or past assets, Economic Status liabilities credit rating, bankruptcy, garnishment Name and address of parent or Gender, Children, Child Care, Family Sex, Marital Status, Family guardian Planning, With whom you reside Religion Regular days, hours, shifts Days observed due to religion Subject to legal age requirement Age, Birth date, Dates of attendance Age verification or completion of high school Photo may be required after Physical Description Height, Weight, Require Photo employment Residence Place of residence Rent or own home32 © 2012 Alcott HR Group LLC
  33. 33. Pre-Employment Inquiries Subject Acceptable Unacceptable Languages spoken, written, read if Nationality, Lineage, Ancestry, National Origin job necessity Descent, Languages commonly used Job related clubs, etc. to which you All organizations, clubs, etc. to Organization Activities belong which you belong Race, Color, Complexion, Skin, Color Race, Color of hair/eyes Citizenship Proof of eligibility to work in U.S. Birthplace, Citizenship, Visa status Arrest Record Convictions (with an explanation) Arrests Relevant skills acquired in U.S. Military Service Dates and type of discharge military Service Names and address of emergency Name and address of relative to Names of Relatives contact person contact33 © 2012 Alcott HR Group LLC
  34. 34. Important Tip 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
  35. 35. Group/Panel Interview Guidelines • 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 confusion35 © 2012 Alcott HR Group LLC
  36. 36. Common Interviewing Errors • 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 interruptions36 © 2012 Alcott HR Group LLC
  37. 37. Common Interviewing Errors (cont’d) • 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 questions37 © 2012 Alcott HR Group LLC
  38. 38. Recruiting and HiringSELECTION
  39. 39. Final Analysis • 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.39 © 2012 Alcott HR Group LLC
  40. 40. References ALWAYS CHECK THEM! • Performed internally • Always ask if eligible for rehire • Performed by third party • Always comply with Fair Credit Reporting Act40 © 2012 Alcott HR Group LLC
  41. 41. If you would like a copy of this presentation or further information about Alcott HRGroup, please call 1-888-4ALCOTT or email: marketing@alcottgroup.com © 2012 Alcott HR Group LLC

×