Recruiting and Hiring Tips for Attracting Top Candidates for SMBs [Webcast]

#hiretowin Introductions Keith Gilman, FPC Division Vice President Jean Olivieri Vice President of Marketing Keith is Division Vice President for the First Year Associate Experience Program for Small Business Services at ADP. Jean is the Vice President of Marketing for Small Business Services at ADP.

#hiretowin This information is the property of ADP, LLC (ADP). It may not be distributed, reproduced, modified, sold or used without the written permission of ADP. The information is provided “as is” without any expressed or implied warranty, is based on generally accepted HR practices and is advisory in nature. This content provides a high level overview and practical information concerning the subject matter covered and is provided with the understanding that neither the publisher nor the writers are rendering legal advice or other professional services. Employers are encouraged to consult with their legal counsel or with an experienced employment law attorney for legal advice regarding specific facts concerning the organization’s compliance with applicable legislation. © 2015 ADP, LLC. This content provides practical information concerning the subject matter covered and is provided with the understanding that ADP is not rendering legal advice or other professional services.3 Disclaimer © 2015 ADP, LLC. This content provides practical information concerning the subject matter covered and is provided with the understanding that ADP is not rendering legal advice or other professional services.

#hiretowin  Effective recruiting, interviewing and hiring techniques  How to assess staffing needs and craft an effective job ad  Considerations for hiring interns, minors, and seasonal workers  Online job postings and social media  Trends in “ban the box” legislation  Qualifying candidates and finding the right fit  Conducting job-related background checks © 2015 ADP, LLC. This content provides practical information concerning the subject matter covered and is provided with the understanding that ADP is not rendering legal advice or other professional services.4 Agenda

#hiretowin 46% of companies say that recruiting highly-skilled talent is the most important area of interest for their organization. LinkedIn Report: © 2015 ADP, LLC. This content provides practical information concerning the subject matter covered and is provided with the understanding that ADP is not rendering legal advice or other professional services.5 Source: LinkedIn Talent Solutions 2015 Global Recruiting Trends

#hiretowin 6 Source: ADP National Employment Report 248 242 208 297 232 215 252 231 284 275 220 214 189 0 50 100 150 200 250 300 350 Mar-14 Apr-14 May-14 Jun-14 Jul-14 Aug-14 Sep-14 Oct-14 Nov-14 Dec-14 Jan-15 Feb-15 Mar-15 Thousands Chart 1. Change in Nonfarm Private Employment © 2015 ADP, LLC. This content provides practical information concerning the subject matter covered and is provided with the understanding that ADP is not rendering legal advice or other professional services.

#hiretowin Small businesses alone created 57% of those jobs. © 2015 ADP, LLC. This content provides practical information concerning the subject matter covered and is provided with the understanding that ADP is not rendering legal advice or other professional services.7 Source: ADP National Employment Report

#hiretowin 1. Who do you need to hire? 2. What does this person need to do? 3. How will you find top talent? 4. How will you identify qualified candidates? 5. Are you prepared to conduct interviews? 6. What is your selection process? 7. What are the next steps? © 2015 ADP, LLC. This content provides practical information concerning the subject matter covered and is provided with the understanding that ADP is not rendering legal advice or other professional services.8 Questions to ask

#hiretowin  Interns  Seasonal workers  Temporary workers  Minors  Full-time employees  Part-time employees © 2015 ADP, LLC. This content provides practical information concerning the subject matter covered and is provided with the understanding that ADP is not rendering legal advice or other professional services.9 Types of hires

#hiretowin © 2015 ADP, LLC. This content provides practical information concerning the subject matter covered and is provided with the understanding that ADP is not rendering legal advice or other professional services.  Students gain work experience in their field of study  Businesses get access to a motivated and eager applicant pool  Opportunity to discover a potential future hire  DOL Summer Jobs+ Bank: https://webapps.dol.gov/summerjobs  LinkedIn Student Job Portal: https://www.linkedin.com/studentjobs Interns 10

#hiretowin 1. The internship is similar to academic training 2. It’s for the benefit of the intern 3. The intern does not displace regular employees 4. The employer gets no immediate advantage; operations may be impeded 5. The intern is not necessarily entitled to a job at the end; and 6. Both parties understand that the intern is not entitled to pay http://www.dol.gov/whd/regs/compliance/whdfs71.pdf © 2015 ADP, LLC. This content provides practical information concerning the subject matter covered and is provided with the understanding that ADP is not rendering legal advice or other professional services.11 Can interns be unpaid? DOL six-part test.

#hiretowin Seasonal Workers & Temps 1. Start the process early • Larger applicant pool • Increased training time 2. These workers are: • Protected by employment laws • Generally entitled to the same rights and benefits as employees 12 © 2015 ADP, LLC. This content provides practical information concerning the subject matter covered and is provided with the understanding that ADP is not rendering legal advice or other professional services.

#hiretowin © 2015 ADP, LLC. This content provides practical information concerning the subject matter covered and is provided with the understanding that ADP is not rendering legal advice or other professional services. Minors In the summer months, the FLSA allows 14 and 15-year olds to work:  Between 7 a.m. and 9 p.m.  Up to 8 hours in a day  Up to 40 hours in a week 13

#hiretowin© 2015 ADP, LLC. This content provides practical information concerning the subject matter covered and is provided with the understanding that ADP is not rendering legal advice or other professional services.14 Excavation Mining Manufacturing Explosives Driving a Motor Vehicle Operating Power Equipment http://www.youthrules.dol.gov/know-the-limits/14-15.htm Job restrictions for minors

#hiretowin © 2015 ADP, LLC. This content provides practical information concerning the subject matter covered and is provided with the understanding that ADP is not rendering legal advice or other professional services. Full-Time & Part-Time Workers  Fill a long-term need with your company  Part-timers may be a cost- effective option when demand doesn’t warrant 40 hours/week 15

#hiretowin© 2015 ADP, LLC. This content provides practical information concerning the subject matter covered and is provided with the understanding that ADP is not rendering legal advice or other professional services. 16 http://bit.ly/7jobdescriptiontricks

#hiretowin • Explain perks to attract talent Description of the company • List key job responsibilitiesDescription of the role • Years of experience, education, or skillsRequired qualifications • Job-related background checks, etc.Selection requirements • Demonstrates fairness Equal employment opportunity statement © 2015 ADP, LLC. This content provides practical information concerning the subject matter covered and is provided with the understanding that ADP is not rendering legal advice or other professional services.17 Develop a job ad

#hiretowin © 2015 ADP, LLC. This content provides practical information concerning the subject matter covered and is provided with the understanding that ADP is not rendering legal advice or other professional services. 18 X Sally’s Hair Salon Administrative Assistant (full-time) Dallas, Texas $15-$18/hour, DOE Sally’s Hair Salon is seeking a highly organized and detail-oriented administrative assistant. We offer competitive benefits, including health insurance, 401(k), and paid time off. Visit us online at www.sallyshairsalondallas.com Responsibilities: • Answer phones and direct incoming calls • Greet guests • Schedule appointments • Order office supplies • Maintain and update online filing systems Requirements: • Minimum of 5 years of related experience • Ability to work independently with little to no supervision • Ability to work in a fast-paced environment Apply Now: To apply, visit our website, at www.sallyshairsalondallas.com/careers Sally’s Hair Salon is an equal opportunity employer (EOE). We do not discriminate on the basis of race, religion, color, sex, age, national origin, disability, military status, genetic information, or any other characteristics protected under law. Chip’s Bakery Administrative Assistant (part-time) We’re looking for an administrative assistant to answer phones, order supplies, maintain files, and coordinate travel plans. Requirements: • Minimum of 10 years of related experience • Ability to work independently • Ability to multi-task Visit our website to apply: www.yumchipsbakery.com Qualified candidate, preferably with no children, will be able to travel, whenever needed.

#hiretowin 45% of companies said their biggest obstacles to attracting the best talent in 2014 were competition and compensation. LinkedIn Report: © 2015 ADP, LLC. This content provides practical information concerning the subject matter covered and is provided with the understanding that ADP is not rendering legal advice or other professional services. Source: LinkedIn Talent Solutions 2015 Global Recruiting Trends 19

#hiretowin  The digital generation: 41% would rather communicate electronically  It’s not all about money: 52% said opportunities for career progression make an employer most attractive Millennials 20 Source: Pricewaterhouse Coopers © 2015 ADP, LLC. This content provides practical information concerning the subject matter covered and is provided with the understanding that ADP is not rendering legal advice or other professional services.

#hiretowin © 2015 ADP, LLC. This content provides practical information concerning the subject matter covered and is provided with the understanding that ADP is not rendering legal advice or other professional services. 21 74% 64% 62% 59% 0% 20% 40% 60% 80% Internet Job Boards Company Career Website Internal Hires Social Professional Networks Top Sources for Quantity of Hire Source: LinkedIn Talent Solutions 2015 Global Recruiting Trends

#hiretowin Internal Candidates 22  Consider transfers or promotions  Boosts morale  Lowers recruiting costs  Creates a new vacancy © 2015 ADP, LLC. This content provides practical information concerning the subject matter covered and is provided with the understanding that ADP is not rendering legal advice or other professional services.

#hiretowin  Encourage employees to refer qualified people they know  Employees rewarded for successful referrals  Have a written policy on program rules Employee Referrals © 2015 ADP, LLC. This content provides practical information concerning the subject matter covered and is provided with the understanding that ADP is not rendering legal advice or other professional services.23

#hiretowin  Refer back to your hiring records  An applicant that wasn’t right previously might be now  Cuts down on recruiting costs Applications on File © 2015 ADP, LLC. This content provides practical information concerning the subject matter covered and is provided with the understanding that ADP is not rendering legal advice or other professional services.24

#hiretowin  Contact college career centers  Gain access to a large pool of motivated talent  Example: https://www.linkedin.com/stude ntjobs College Students © 2015 ADP, LLC. This content provides practical information concerning the subject matter covered and is provided with the understanding that ADP is not rendering legal advice or other professional services.25

#hiretowin Professional Network © 2015 ADP, LLC. This content provides practical information concerning the subject matter covered and is provided with the understanding that ADP is not rendering legal advice or other professional services.26  Use personal and professional contacts to find candidates  A cost-effective and powerful recruiting tool  Reach a diverse group of talented candidates by using professional social networks

#hiretowin  Can be affordable  Reach a broad audience quickly  Cast a wide net  Reach “passive” candidates  Example:  https://business.linkedin.com/ talent-solutions/products/jobs Online Postings © 2015 ADP, LLC. This content provides practical information concerning the subject matter covered and is provided with the understanding that ADP is not rendering legal advice or other professional services.27

#hiretowin  Experiment with keywords  Get to the point  Sell your company  Understand the features of the job site  Don’t assume the site will do the work for you © 2015 ADP, LLC. This content provides practical information concerning the subject matter covered and is provided with the understanding that ADP is not rendering legal advice or other professional services. Online Posting Tips 28

#hiretowin  Develop a policy  Designate a search person  Don’t request passwords  Don’t take the information at face value © 2015 ADP, LLC. This content provides practical information concerning the subject matter covered and is provided with the understanding that ADP is not rendering legal advice or other professional services. Social Media Considerations 29

#hiretowin © 2015 ADP, LLC. This content provides practical information concerning the subject matter covered and is provided with the understanding that ADP is not rendering legal advice or other professional services. Source: CareerBuilder Survey Nearly 7 out of 10 businesses are affected by a bad hire. 30

#hiretowin  Ask candidates job-related questions prior to an interview  Assess whether they have the minimum qualifications  Be consistent © 2015 ADP, LLC. This content provides practical information concerning the subject matter covered and is provided with the understanding that ADP is not rendering legal advice or other professional services.31 Pre-screening questions

#hiretowin  Determine whether candidates meet the minimum qualifications  Use in conjunction with an employment application and other pre-screening tools © 2015 ADP, LLC. This content provides practical information concerning the subject matter covered and is provided with the understanding that ADP is not rendering legal advice or other professional services.32 Reviewing resumes

#hiretowin  Help verify information on a resume  Provide additional details the applicant may have left out Key components: 1. Preferred schedule 2. Salary requirements 3. Work authorization 33 4. Education 5. Employment history 6. References © 2015 ADP, LLC. This content provides practical information concerning the subject matter covered and is provided with the understanding that ADP is not rendering legal advice or other professional services. Application forms

#hiretowin  Prohibit criminal history inquiries on job applications  Some states prohibit these questions until after an initial interview or a conditional job offer © 2015 ADP, LLC. This content provides practical information concerning the subject matter covered and is provided with the understanding that ADP is not rendering legal advice or other professional services.34 “Ban the box” considerations

#hiretowin  Help decide whether to have in-person meeting  Clarify questions from their resume or application form  Express interest and be enthusiastic 35 © 2015 ADP, LLC. This content provides practical information concerning the subject matter covered and is provided with the understanding that ADP is not rendering legal advice or other professional services. Phone interviews

#hiretowin  Be prepared  Consider body language  Don’t jump to conclusions  Decisions must be job- related © 2015 ADP, LLC. This content provides practical information concerning the subject matter covered and is provided with the understanding that ADP is not rendering legal advice or other professional services.36 Video interviews

#hiretowin “Open-ended” questions • Requires examples or an explanation Situational or “behavioral- based” questions • Provide an example of past behavior Problem-solving questions • Shows how a candidate would respond to a situation © 2015 ADP, LLC. This content provides practical information concerning the subject matter covered and is provided with the understanding that ADP is not rendering legal advice or other professional services.37 Preparing interview questions

#hiretowin 38 Example questions

#hiretowin© 2015 ADP, LLC. This content provides practical information concerning the subject matter covered and is provided with the understanding that ADP is not rendering legal advice or other professional services.39 Avoid: Alternative: “How old are you?” or “What year did you graduate high school?” “Are you at least 21 years of age?” “Have you ever been arrested?” or “Have you ever been convicted of a crime? None. “Where were you born?” “Are you authorized to work in the U.S.?” (on application forms) “What is your religion?” or “Are you available to work on Sundays?” “Are you able to work the required schedule?” Questions to avoid

#hiretowin40 © 2015 ADP, LLC. This content provides practical information concerning the subject matter covered and is provided with the understanding that ADP is not rendering legal advice or other professional services. Avoid: Alternative: “Have you ever filed for bankruptcy?” or “What is your credit score?” None. “Are you pregnant?” or “Do you have children?” or “Are you married?” “This job requires extensive travel and overtime. Can you meet those requirements?” “Do you have any health problems?” “Can you perform the essential functions of the job either with or without reasonable accommodation?” Questions to avoid

#hiretowin  Thank candidates for coming in  Let them do the talking  Answer their questions  Set follow-up expectations  Get feedback from those who met the candidate © 2015 ADP, LLC. This content provides practical information concerning the subject matter covered and is provided with the understanding that ADP is not rendering legal advice or other professional services.41 http://bit.ly/smbhiringtoolbox During and after the interview

#hiretowin  Compare and rank candidates  Don’t make a decision based on a “gut feeling”  Consider the applicant’s ability to perform the job  Document all hiring decisions © 2015 ADP, LLC. This content provides practical information concerning the subject matter covered and is provided with the understanding that ADP is not rendering legal advice or other professional services.42 Making a selection decision

#hiretowin© 2015 ADP, LLC. This content provides practical information concerning the subject matter covered and is provided with the understanding that ADP is not rendering legal advice or other professional services.43 Extending an offer Dear Sarah: I am pleased to extend an offer of employment with Sally’s Hair Salon. Your position will be Administrative Assistant reporting to the Office Manager. Your scheduled start date is May 1, 2015. You will receive compensation in the amount of $17 per hour, provided you have rendered services during the pay period, subject to any deductions permitted under law. As a full-time employee of Sally’s Hair Salon you will be expected to work during the hours of 8 am to 5 pm Tuesday through Saturday. You are eligible for the benefits listed in your New Employee Orientation Packet. However, any benefits currently provided may be changed or revoked at any time. This offer of employment is contingent upon the successful completion of a background check. Sally’s Hair Salon is an at-will employer. This means that both you and Sally’s Hair Salon reserve the right to terminate the employment relationship at any time for any reason. This letter does not constitute a contract of employment. If you are in agreement with the terms of this offer of employment, please sign below. I am pleased that you will be joining our team and look forward to working with you. Employee acceptance of job offer: Signature Date Printed Name Date

#hiretowin Obtain the candidate’s written consent. Verify:  Past and present jobs  Attendance history  Pay  Responsibilities  Eligibility for rehire © 2015 ADP, LLC. This content provides practical information concerning the subject matter covered and is provided with the understanding that ADP is not rendering legal advice or other professional services.44 Reference checks

#hiretowin  Obtain authorization from the candidate  Adhere to federal, state, and local laws  Decisions must be job- related and consistent with business necessity  Refer to EEOC Enforcement Guidance © 2015 ADP, LLC. This content provides practical information concerning the subject matter covered and is provided with the understanding that ADP is not rendering legal advice or other professional services.45 Background checks (where appropriate)

#hiretowin Required Forms:  Notice of Coverage Options  Form I-9  Form W-4  State-Required Forms © 2015 ADP, LLC. This content provides practical information concerning the subject matter covered and is provided with the understanding that ADP is not rendering legal advice or other professional services.46 Other Recommended Forms:  Emergency contact  Handbook acknowledgment  Receipt of company property  Payroll authorization  Benefit enrollments Complete new hire paperwork

#hiretowin  Decide on the type of hire  Develop a job description  Determine recruiting strategy  Establish a selection process 47  Make a selection decision  Consider job-related background checks  Complete new hire paperwork  Retain hiring records © 2015 ADP, LLC. This content provides practical information concerning the subject matter covered and is provided with the understanding that ADP is not rendering legal advice or other professional services. Key take-aways

#hiretowin© 2015 ADP, LLC. This content provides practical information concerning the subject matter covered and is provided with the understanding that ADP is not rendering legal advice or other professional services.48 ADP National Employment Report: www.adpemploymentreport.com LinkedIn Reports: https://business.linkedin.com/talentsolutions/resources/re cruiting-tips/global-recruiting-trends LInkedIn’s Ultimate Hiring Toolbox For Small & Medium Businesses https://www.linkedin.com/studentjobs Career Builder Survey: http://www.careerbuilder.com/share/aboutus/pressrelease sdetail.aspx?sd=12/13/2012&id=pr730&ed=12/31/2012 Pricewaterhouse Coopers: http://www.pwc.com/gx/en/managingtomorrows- people/future-of-work/assets/reshaping-the-workplace.pdf Government: DOL Summer Jobs+ Bank - https://webapps.dol.gov/summerjobs Child Labor Laws - http://www.youthrules.dol.gov/know- the-limits/14-15.htm EEOC Enforcement Guidance from April 2012 - http://www.eeoc.gov/laws/guidance/arrest_conviction.cfm Helpful References

#hiretowin Thank you for viewing The information contained in this deck is based on generally accepted HR practice and is advisory in nature. This content provides a high level overview and practical information concerning the subject matter covered and is provided with the understanding that neither the publisher nor the writers are rendering legal advice or other professional services. For more information contact your ADP Representative or visit adp.com/smallbusiness © 2015 ADP, LLC. This content provides practical information concerning the subject matter covered and is provided with the understanding that ADP is not rendering legal advice or other professional services.49

#hiretowin 50 Thanks for watching! Follow us on social media: talent.linkedin.com/blog #hiretowin