Are you hiring a HR Manager? Here is a sample of 55 Questions to ask your interviewee.
This set of questions was created by Markus Biegel and behalf of Allied Protection Services, Inc. which is a security company based in Los Angeles providing various protection services throughout several U.S. states.
If you’re in the process of launching a business or are reevaluating your employment contract, below are some key components that you should be sure to include!
Presenting this set of slides with name - Hr Induction Powerpoint Presentation Slides. This PPT deck displays fifty three slides with in depth research. Our topic oriented Hr Induction Powerpoint Presentation Slides presentation deck is a helpful tool to plan, prepare, document and analyse the topic with a clear approach. We provide a ready to use deck with all sorts of relevant topics subtopics templates, charts and graphs, overviews, analysis templates. Outline all the important aspects without any hassle. It showcases of all kind of editable templates infographs for an inclusive and comprehensive Hr Induction Powerpoint Presentation Slides presentation. Professionals, managers, individual and team involved in any company organization from any field can use them as per requirement.
Organizations have come to realize that in today’s constantly changing business scenario, the most valuable resource that needs to be leveraged is human resource. This means not just attracting the crème-de-la-crème and retaining them but keeping them motivated and committed to achieving the organization goals.
If you’re in the process of launching a business or are reevaluating your employment contract, below are some key components that you should be sure to include!
Presenting this set of slides with name - Hr Induction Powerpoint Presentation Slides. This PPT deck displays fifty three slides with in depth research. Our topic oriented Hr Induction Powerpoint Presentation Slides presentation deck is a helpful tool to plan, prepare, document and analyse the topic with a clear approach. We provide a ready to use deck with all sorts of relevant topics subtopics templates, charts and graphs, overviews, analysis templates. Outline all the important aspects without any hassle. It showcases of all kind of editable templates infographs for an inclusive and comprehensive Hr Induction Powerpoint Presentation Slides presentation. Professionals, managers, individual and team involved in any company organization from any field can use them as per requirement.
Organizations have come to realize that in today’s constantly changing business scenario, the most valuable resource that needs to be leveraged is human resource. This means not just attracting the crème-de-la-crème and retaining them but keeping them motivated and committed to achieving the organization goals.
Onboarding refers to the collective processes and activities of integrating new employees. The onboarding period begins when the new employee accepts an offer and continues through the first 90 days of employment. It includes preparing for, enabling, engaging, and supporting the new employee. The process is designed to help employees adjust to the culture, embrace the values, and establish work goals and priorities
Program Developed by Trey Scarpa
Presenting this set of slides with name - Compensation Package Powerpoint Presentation Slides. We bring to you to the point topic specific slides with apt research and understanding. Putting forth our PPT deck comprises of thirtynine slides. Our tailor made Compensation Package Powerpoint Presentation Slides editable presentation deck assists planners to segment and expound the topic with brevity. The advantageous slides on Compensation Package Powerpoint Presentation Slides is braced with multiple charts and graphs, overviews, analysis templates agenda slides etc. to help boost important aspects of your presentation. Highlight all sorts of related usable templates for important considerations. Our deck finds applicability amongst all kinds of professionals, managers, individuals, temporary permanent teams involved in any company organization from any field
The Role of Background Screening and Risk Management in Building a Better Workforce: Our latest slideshow looks at key concepts employers should know about background screening; the connection between your hiring process and organizational risk management; and major classes of risk that can be mitigated through employment screening.
Topic Covered:
Understanding of Employee Induction.
Employee Induction Process.
Why Employee Induction is necessary?
What should be on Employee Induction Check List?
Conclusion.
Behavioral Event Interview Training for Islamic School ManagersMierza Miranti
A slide presented in a training for Islamic School Managers in Bogor, Indonesia, in 2013. It highlighted the need of conducting BEI (Behavioral Event Interview) for Teacher Candidates.
BASIC INFORMATION OF ARCHITECTURE OF MICRO-CONTROLLER 8051 AS PER GTU SYLLABUS. Please Comment if u Like.. n Give u r feedback..
For More Information Go to
http://www.noesiseducation.blogspot.com
Onboarding refers to the collective processes and activities of integrating new employees. The onboarding period begins when the new employee accepts an offer and continues through the first 90 days of employment. It includes preparing for, enabling, engaging, and supporting the new employee. The process is designed to help employees adjust to the culture, embrace the values, and establish work goals and priorities
Program Developed by Trey Scarpa
Presenting this set of slides with name - Compensation Package Powerpoint Presentation Slides. We bring to you to the point topic specific slides with apt research and understanding. Putting forth our PPT deck comprises of thirtynine slides. Our tailor made Compensation Package Powerpoint Presentation Slides editable presentation deck assists planners to segment and expound the topic with brevity. The advantageous slides on Compensation Package Powerpoint Presentation Slides is braced with multiple charts and graphs, overviews, analysis templates agenda slides etc. to help boost important aspects of your presentation. Highlight all sorts of related usable templates for important considerations. Our deck finds applicability amongst all kinds of professionals, managers, individuals, temporary permanent teams involved in any company organization from any field
The Role of Background Screening and Risk Management in Building a Better Workforce: Our latest slideshow looks at key concepts employers should know about background screening; the connection between your hiring process and organizational risk management; and major classes of risk that can be mitigated through employment screening.
Topic Covered:
Understanding of Employee Induction.
Employee Induction Process.
Why Employee Induction is necessary?
What should be on Employee Induction Check List?
Conclusion.
Behavioral Event Interview Training for Islamic School ManagersMierza Miranti
A slide presented in a training for Islamic School Managers in Bogor, Indonesia, in 2013. It highlighted the need of conducting BEI (Behavioral Event Interview) for Teacher Candidates.
BASIC INFORMATION OF ARCHITECTURE OF MICRO-CONTROLLER 8051 AS PER GTU SYLLABUS. Please Comment if u Like.. n Give u r feedback..
For More Information Go to
http://www.noesiseducation.blogspot.com
Because Great Interviewers Are Made, Not Born: The Key to Hiring SuccessBizLibrary
Effective interviewer skills are critical for making accurate hiring decisions and are at the core of any selection process.
However in many organizations, interviews are poorly conducted and interviewers do not possess the skills to accurately predict employee success.
In this webinar, interviewing experts, John Reynolds and Dr. Patrick Hauenstein discuss common interviewer mistakes and the interviewer training required to correct or prevent them from occurring.
In this webinar, you'll learn:
Common mistakes during the interview process
Critical skills every recruiter and hiring manager must learn
How to make better hiring decisions with more potential for success
2010 Employment Lifecycle And Orientation Team Lead TrainingRobert Shearer
This presentation was delivered to Team Leads from across the country who were recently put into roles with supervisory responsibilities for the first time.
Created during HRCU 646 Training and Development at Brandman University, this presentation is the visual portion of a half- to full-day introductory training on hiring and selection.
The accompanying transcript/presenter script can be found at: http://bit.ly/1ApW63x.
Follow-up "simulation" activity can be found at: http://bit.ly/HRCU646-Sim.
Authors:
Justin Orton
Gloria Rayo
Saralyn Smith
Inside the interview: A Job Seeker's Guide to Understanding the Interviewer's...Robyn Melhuish
This guide reveals the various styles and techniques used by hiring managers during the interview and what it is they’re looking for when they ask the tough questions.
Empower Yourself: Negotiate For The User - UserFocus 2012Carol Smith
In this upbeat talk Carol will provide you with the most influential ideas in business and how you can use them to empower yourself and to better negotiate for the needs of the users. Being a User Experience professional requires great social skills for facilitation; working with team members, stakeholders and clients; and for making sometimes difficult recommendations. Negotiation is the most important social skill for a UX professional. We negotiate on behalf of users throughout the development life cycle. Unfortunately, many of us are not taught skills that will help us be good negotiators. This session will provide the audience with tools to become effective negotiators in their personal and professional lives.
Managing relationships with hiring managers is difficult. There's a baton of blame passed between hiring managers, recruiters and applicants as roles in the hiring funnel evolve. We become faced with this question: Who ultimately owns the hiring process and why has this changed?
In this white paper, learn what drives successful hiring through the eyes of hiring managers, recruiters and applicants. End the blame game with hiring managers and improve your recruitment process.
The New Journalist in the Age of Social MediaJD Lasica
In the age of social media, what should be the role of the New Journalist -- not one who works for a traditional news organization but a social entrepreneur launching a media project for a nonprofit?
The New Journalist at a nonprofit or startup will be a storyteller and multimedia producer but will also have to take on additional roles:
• entrepreneur
• conversation facilitator
• social marketer
• futurist
• metrics & research nerd
Here's my presentation for the New Media Lab on Nov. 23, 2009, in San Francisco, bringing together new media innovators to kick off a year-long project covering nonprofits, journalism and social media.
The focus is on how to leverage social media for Doing Good 2.0
How Hiring Managers Can Interview Like a ProReuben Rail
How to Interview as a Manager - often times during interviews the hiring manager or supervisor only considers how the person applying should act, and not how they themselves should come across.
This simple presentation offers steps and advice on how Hiring Managers can best conduct themselves so they can make a great first impression on all interviewees, and attract the best talent.
"Selection, Hiring, Orientation And Training For The Internet Department" - ...DealerKnows Consulting
Joe Webb's presentation Selection, Hiring, Orientation and Training for the Internet Department from the 7th Digital Dealer Conference in Nashville. Joe Webb is the President of DealerKnows Consulting and would like to thank everyone in attendance at his jam-packed event for their participation. I appreciate the great response and wish you success if your hiring endeavors.
Things Recruiters & Hiring Managers Won't Tell YouCachinko
Wonder what’s going through the mind of a recruiter when they’re checking out your resume? How about the hiring manager as you’re completing the initial phone screen? During this webinar, we’ll take a look behind-the-scenes at some things these individuals won’t tell you during your job search.
Startup Recruiting Trends identifies where startups go wrong in recruiting and makes recommendations on how startups should approach hiring.
What's Included:
-Insights into recruiting best practices, diversity, and people programs.
-Recommendations on allocating resources.
-Benchmarking data on important hiring metrics: Recruiting team makeup, Hiring Goals, Reporting Structure and Pipeline Metrics.
Interviews are the most commonly used tool in the majority of hiring and promotion decisions. Therefore, if talent matters to your organization ensure your interviewing system is a critical part to your business processes.
Download DDI’s How-To-Guide to help you change your interviewing system into a strategic advantage.
This presentation goes over how to build an effective team from the managerial side to recruiting and team development.
- What makes a good manager
- Your role as a manager
- Hiring & Interview process
-Mentoring and Training
E book Microsoft Dynamics CRM 2013 Personal Dashboard for End UsersAileen Gusni
E-book customized and tailored particulary for End Users to create Personal Dashboard, Personal View, Personal Chart and Mix Them Together into Beautiful and Meaningful Data Collection in one single landing page with no devious course, that is Dashboard in Microsoft Dynamics CRM.
Applicable for: Microsoft Dynamics CRM 2013 and 2015
For Microsoft Dynamics CRM 2011, the difference is just in the UI, but in term of concept, you can use this e-book.
This shows the structure of Integrity and the way the company operates. The products under development include interactive game style information to help small business owners get the employment stuff right
Hiring Hazards: How to Avoid the 7 Most Common Legal LandminesComplyRight, Inc.
Hiring talented, hard-working employees is a vital part of running a successful business. But it’s not always easy – nor is it risk-free. Make one wrong move, and a job seeker could sue your company for discriminatory or unfair hiring practices.
In this climate of heightened attention and regulatory enforcement, you can’t afford to cut corners when hiring. Strict compliance with employment laws comes into play at nearly every stage – from writing a job description and placing an ad to interviewing and screening applicants. This free webinar will examine the biggest legal landmines when hiring, with practical pointers on navigating a safe and compliant hiring path.
Watch now and learn:
- Why your job application may be illegal
- 5 questions you should NEVER ask candidates
- How to use pre-employment testing without getting into trouble
- The proper – and legal – way to construct a job offer
- Tips for completing new hire paperwork correctly
- The one thing you should provide to every new employee for your protection
No HR Staff? 7 Crucial Moves to Master Everyday Employee ManagementComplyRight, Inc.
There's a point when it becomes obvious that a business needs an HR professional on staff. Until then, managing the required recordkeeping tasks, handling questions from employees, and taking proper steps to protect your business from legal risk can seem like a never-ending burden that distracts from other critical business activities. And yet, you can’t afford to ignore these responsibilities.
Take a deep breath! This free webinar will provide practical guidelines for getting HR activities under control, even without an HR specialist on staff. After the presentation, you’ll have solid information to help your business run more smoothly and, most importantly, protect you in the event of an employee lawsuit.
In this insightful webinar, you'll learn:
• Common mistakes to avoid when hiring
• How to create an organized recordkeeping system
• Employee policies every business needs
• The right way to document performance issues
• Why accurate labor law postings are critical
• Steps to prevent a costly harassment claim
• How to use technology to reduce HR overhead
HR compliance update is essential for keeping up with ever-changing laws and regulations. Start 2020 confident you can handle the questions from supervisors, employees, and corporate leaders about employment law changes.
Kris Tanner & Dan Ditto provide detailed information about recent HR updates and laws to help keep your business compliant in 2021.
As a co-employer, we're excited to help our clients continue to grow and achieve their business goals in 2021.
How to Provide the Best Harassment Training to Your Workforce: A Practical Ov...Kendal Peterson
This interactive webinar is an ideal overview of harassment training laws and harassment trends for employers located all over the country.
2011 is a harassment prevention “re-train” year for most California employers. The state’s strict training law, AB 1825, requires any organization that does business in California, and that has more than 50 employees, to provide 2 hours of anti-harassment training to all California supervisors, every 2 years. The California law has had a profound effect on organizations across the country.
GEN201 v11Rise to the Top Action Plan WorksheetGEN201 v11P.docxgreg1eden90113
GEN/201 v11
Rise to the Top Action Plan Worksheet
GEN/201 v11
Page 2 of 2
Rise to the Top Action Plan Worksheet
Part 1: Overcoming Challenges
In Week 1, you completed the Success Prep Inventory (located in Ch. 2, Section 2.1.2 of your myBook, Powered by zyBooks) in which you were asked, “As you begin at the University of Phoenix, what do you think is your biggest challenge?” Reflect on this challenge and what you have learned over the past 5 weeks.
Write a 150- to 200-word response to the following questions:
Explain how this course has helped you with challenges.
What actions have you taken during the past 5 weeks to work toward overcoming challenges? What are your plans moving forward?
What resources (including University or otherwise) have you used to help overcome challenges?
<Enter your response here.>
Part 2: Goal Setting
Write a 150- to 200-word response to the following questions:
How does setting goals lead to success?
What are the benefits of both short- and long-term goals?
Think about your long-term goal of graduating. What specific short-term goals do you need to meet to achieve your long-term goal of graduating?
<Enter your response here.>
Part 3: Time Management
When you started this course, what was your initial estimate, in general, for the time required each week to spend on schoolwork?
Write a 150- to 200-word response to the following questions:
Was your initial estimate of time needed for this course accurate? Why or why not? Discuss the schedule you developed for this course, GEN/201. What worked well with your schedule?
Using the content taught in class, what time management skills can you implement to ensure success in future classes? (Be honest about your schedule, noting strengths and areas for growth).
Are there areas where you struggled with time management? How do you plan to overcome these challenges? What resources are available to support you?
<Enter your response here.>
Part 4: Communication
Write a 150- to 200-word response to the following questions:
How has this course helped you develop more effective communication skills that you can use in future courses and in the workplace? Provide 2 specific communication methods and academic and workplace examples.
Which of the 5 steps in the writing process (prewriting, organization, drafting, revising, editing) do you anticipate will be the most challenging for you? What is your action plan for overcoming this challenge?
Share a resource from the Center for Writing Excellence that will support you in the writing process.
How do you plan to network both academically and professionally during your degree program?
<Enter your response here.>
Copyright 2021 by University of Phoenix. All rights reserved.
Copyright 2021 by University of Phoenix. All rights reserved.
image1.png
CHAPTER 5
• Minimum Wages
• Overtime
• Alternatives to Overtime
• Exemptions from Overtime
• Settling FLSA Wage Disputes
• Other W.
Similar to Hr Manager Interview Questions Sample (20)
Presentation slides by Markus Biegel. Used at the 2nd Annual Digital Marketing Workshop hosted by the Marketing Business Center at the California State University, Long Beach. This portion of the slides covered the social media component.
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This Social Media Campaign is created entirely by my CSULB Digital Marketing students during Fall 2016. Very impressed by their work, most of the photography is original work!
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This presentation was created for Allied Protection Services, Inc. and it's business development team.
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Startup Elite:
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You can also contact us directly at info@StartupElite.com
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Make sure to follow Obie on Instagram @Obie_Bear
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More information about Benni Barker at www.BenniBarker.com also make sure to follow on social media.
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Premium MEAN Stack Development Solutions for Modern BusinessesSynapseIndia
Stay ahead of the curve with our premium MEAN Stack Development Solutions. Our expert developers utilize MongoDB, Express.js, AngularJS, and Node.js to create modern and responsive web applications. Trust us for cutting-edge solutions that drive your business growth and success.
Know more: https://www.synapseindia.com/technology/mean-stack-development-company.html
Memorandum Of Association Constitution of Company.pptseri bangash
www.seribangash.com
A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
Contents of Memorandum of Association:
Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
https://seribangash.com/article-of-association-is-legal-doc-of-company/
Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
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Liability Clause: It outlines the extent of liability of the company's members. In the case of companies limited by shares, the liability of members is limited to the amount unpaid on their shares. For companies limited by guarantee, members' liability is limited to the amount they undertake to contribute if the company is wound up.
https://seribangash.com/promotors-is-person-conceived-formation-company/
Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
Importance of Memorandum of Association:
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External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
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Hr Manager Interview Questions Sample
1. INTERVIEW QUESTIONSTO ASK AN
APPLICANT FOR HR MANAGER
Created by Markus Biegel on behalf of Allied Protection Services, Inc.
2. INTRODUCTION
The questions included in this presentation where created for the purpose of
interviewing and hiring a new HR Manager for a security firm, Allied Protection
Services, Inc., that provides armed and unarmed security guards for various
protection needs.
This presentation only includes a small sample of the 100 Questions that were
created for the interviewing purpose. For some questions we have added
additional information.
The questions are not listed in any particular order.
3. PART 1: THE BASICS
We are starting the interview with some simple warm up questions that
allow the interviewee to get comfortable but at the same time already assess
important skills/experience relevant for the position of an HR Manager.
4. Employee Handbook:
What is your experience in writing and updating employee handbooks?
FIND OUT ABOUT CURRENT JOB OPENINGS AT WWW.ALLIEDPROTECTION.COM
5. Alternate Work Week Schedules:
What is your experience with alternative workweek schedules such
as 10hr or 12hr shifts?
FIND OUT ABOUT CURRENT JOB OPENINGS AT WWW.ALLIEDPROTECTION.COM
6. Drug Testing:
What is your experience in Drug Testing employees? Can you speak
to some of the regulations concerning Drug Testing?
FIND OUT ABOUT CURRENT JOB OPENINGS AT WWW.ALLIEDPROTECTION.COM
7. Union Experience:
What is your experience in working with Union employees?
FIND OUT ABOUT CURRENT JOB OPENINGS AT WWW.ALLIEDPROTECTION.COM
8. Training Experience:
Can you tell us about your experience in administrating hands-on
training. What types of training are you most familiar with?
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9. Professional Development:
Can you tell us how you have professionally developed the most in
the last few years?
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10. Compliance Audit:
What is your experience in handling compliance audits? Which types
of audits have you previously been involved in and at what capacity?
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11. Dysfunctional Teams:
Have you ever been part of a dysfunctional team? What did you do
as a team member or team leader to address this problem?
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12. Corporate Responsibility Programs:
Can you tell us about your experience in creating and administering
Corporate Responsibility Programs?
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13. HR Software:
What HR Software are you familiar with? Which one have you used
most recently?
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14. Retention Strategies:
Have you ever worked for a company that has a high employee turnover?
What strategies have you used to increase employee retention?
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15. Job Fairs:
What is your hands-on experience in using Job Fairs for recruitment
purposes? Do you believe this to be an effective recruiting method for
labor intensive industries?
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16. Job Description:
What is your experience in writing Job Descriptions? For what type of
positions have you previously written Job Descriptions for?
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17. HR Profession:
What do you like about human resources? Why do you want to be an
human resource professional?
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18. Managerial Disagreement:
What do you do when you know you are right about something but
your boss disagrees with you? What would you do in this situation?
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19. Team Player:
If someone asked you to do something outside of your job description,
what would you do?
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20. PART 2: TESTING KNOWLEDGE
Now that the interviewee is warmed up we want to test some basic
knowledges about some of the laws and regulations affecting our industry.
A seasoned HR Professional should be able to answer all of these questions
without any difficulty.
21. Legal Counsel:
Can you tell us about your experience working with a legal counsel or
in-house legal team?
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COMMENT: If someone lacks experience in working with a legal counsel then they simply
have not worked high enough in their organization to deal with this level of responsibility
or they certainly don’t have a background with labor intensive industries.
22. Changing Laws:
Laws and regulations affecting our industry change frequently, what
system do you have in place to stay informed on all those changes?
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COMMENT: Staying in compliance in an ever-changing legal environment is a challenge.
There are various tools out there that help HR Managers/Directors ensure that their
operations stay within compliance.
23. Federal vs. State Laws:
If federal and state laws cover the same subject, which law must
the employer apply?
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ANSWER: Whichever law is stricter, meaning the law that gives the employee greater
protection or benefit.
24. Employee Applications:
Are applicants entitled to receive a copy of their employment application?
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ANSWER: Yes, employees and applicants are entitled to receive a copy of any
instrument they sing relating to the obtaining or holding of employment upon
request. Labor Code §432
25. Personnel File Access:
An employer must maintain personnel files for at least how many years
after an employee is terminated?
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ANSWER: Three (3) Years. Labor Code §1198.5(c)(1)
26. Employee Access to Personnel File:
If an employee requests to receive a copy of their personnel file, how long
does the employer have to comply?
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ANSWER: No later than 30 calendar days from the date the employer receives a
written request from the employee.
27. Credit Checks:
For the purpose of hiring armed and unarmed security guards, is it legal
for our company to perform credit checks to this category of employees?
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ANSWER: No, Labor Code §1024.5 restricts employers from obtaining credit checks
on job applicants and employees in most circumstances.
28. Final Pay:
When must terminated employees be paid their final paycheck and
what does their final check include?
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ANSWER: Employees must be paid their final paycheck at the time of termination.
Any accrued and unused vacation is considered earned wages and must also be paid
at the time of termination at the final rate of pay.
29. FMLA Job-Protected Leave:
The Family and Medical Leave Act (FMLA) provides certain employees
with up to how many week of unpaid, job-protected leave per year?
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ANSWER: 12 weeks.
30. Living Wage Time Off:
According to the City of Los Angeles’ Living Wage Ordinance,
how much paid/unpaid time off are employees entitled to?
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ANSWER: 12 Paid, 10 Unpaid Days Off
31. Workplace Safety:
California employment laws are enforced by several state agencies,
which agency enforces workplace safety issues?
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ANSWER: Cal-OSHA
32. Discrimination Laws:
California employment laws are enforced by several state agencies,
which agency enforces discrimination laws?
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ANSWER: Department of Fair Employment and Housing
33. Wage and Hour Laws:
Which agency in California enforces the wage and hour laws?
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ANSWER: Division of Labor Standards Enforcement (DLSE)
34. Recovery Periods:
Can you tell us what the Cal-OSHA Recovery Period is and how often
employees are allowed to take them?
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ANSWER: Defined as “a cool down period afforded to an employee to prevent heat
illness” and all employees who work outside must be allowed to take them
whenever they feel the need to do so to protect themselves from overheating.
35. Service Contractor Worker Retention Ordinance:
What can you tell us about the Service Contractor Worker Retention
Ordinance (SCWRO)?
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ANSWER: The SCWRO requires successor contractors and its subcontractors to retain
for a 90-day period certain employees who worked for the terminated contractor or
its subcontractors for at least 12 months.
36. Sexual Harassment Supervisor Training:
Can you speak to the Sexual Harassment Training Requirements of
supervisors and newly hired or promoted supervisors?
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ANSWER: Employers with 50 or more employees must provide at least two (2) hours of
sexual harassment training to all supervisors once every two (2) years. Newly hired or
promoted supervisors must be trained within six months of achieving their new position.
37. Age Discrimination:
The Age Discrimination in Employment Act (ADEA) protects individuals
at a certain age and over from discrimination in the workplace. What is
that age?
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ANSWER: 40 and older.
38. ACA Fulltime Employee:
The ACA defines a fulltime employee as anyone who averages how
many work hours per week?
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ANSWER: 30 or more hours per week.
39. Cognitive Ability Tests:
Can you describe what Cognitive Ability Tests are? What is your experience
in using Cognitive Ability Tests for the purpose of pre-screening employees?
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ANSWER: Cognitive Ability Tests differentiate individuals based on their mental rather
than physical capacities. They include 1) verbal comprehension, 2) quantitative ability,
and 3) reasoning ability.
40. PART 3: TESTING EXPERIENCE
This is the most challenging part of the interview. This is where we separate
the good from the great by asking very specific situational questions that will
quickly allow us to assess how this interviewee thinks and what their real
level of experience is.
41. Hiring on Scale:
If you were required to meet a critical deadline in which we need to hire 30
security guards in 10 business days, how would you go about it?
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42. Employee Referrals:
If you were to implement a recruiting strategy that is based on leveraging
employee referrals how would you go about it?
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43. Case Law:
What is your familiarity with case law related to our industry? Could
you state a few that you are familiar with?
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44. Mandatory Arbitration Agreements:
What is your experience with mandatory arbitration agreements? Can
you speak about the requirements that have to be met to make these
enforceable?
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45. Improve Drug Screen Rates:
Let’s assume an unusual high amount of applicants are not passing their
Drug Screen Test, what would you change in the application process to
improve the Drug Screen Passing Rate?
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46. Exit Interview Turnaround:
An employee wants to quit. This individual has been a great asset to the
company and the company does not really want to lose this employee.
During the Exit Interview what would you tell this employee to maybe
change their mind?
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47. Cost Reduction Efforts:
What is your experience in implementing cost reduction efforts
whether HR related or otherwise?
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48. HR Operations Alignment:
Can you tell me about a time when HR Operations needed alignment
with company goals and objectives. How did you handle the
situation?
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49. Sleeping Employee:
An employee fell asleep on his post which based on company policy is
subject to disciplinary action including termination. Terminating this
particular employee would leave us short-staffed and incur significant
overtime. What would you do in this situation?
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50. Measureable Performance:
Can you tell us about an experience where you had to be a consultant
to a line manager to help them implement measureable performance
objective.
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51. HR Website:
What is your experience in leveraging a website to accomplish HR
goals? Can you list examples of how a website could be utilized in
that capacity?
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52. Employee Morale:
What factors do you determine most important in either keeping
up or improving employee morale?
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53. Company Culture Evaluation:
If you were tasked with the job to do a Company Culture Evaluation
how would you go about it?
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54. Coaching Employees:
What experience do you have in coaching employees? Can you tell
us about a time when you had to coach an employee who had
performance problems?
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55. Speeding Ticket:
If an employee using a company vehicle receives a speeding ticket,
who pays for the speeding ticket? What other action would you take?
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56. Labor Forecasting:
How would you go about forecasting labor demand and labor supply?
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57. Client Satisfaction:
Given what you know about our business and industry, what do you
believe to be the most important factors for client satisfaction? And
what do you believe our clients complain most about?
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58. Admitting Mistakes:
Can you tell us about a situation you wish that you had handled
differently based on the outcome. What would you do differently
if faced with a similar situation again?
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59. HR Role:
Giving your experience, how would you say has the HR role in
companies changed over the years?
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60. Career Goals:
Where do you see yourself professionally in 5 years?
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61. ABOUT THE AUTHOR
Markus Biegel is an entrepreneur and small business consultant specialized
in providing management consulting services to business owners and CEOs.
He is an active advisor to many startups, sits on several nonprofit boards and
is a City Commissioner in Carson, California.
Markus holds two Bachelor degrees in International Business and Marketing
and two MBAs in Human Resource Management and Finance.
For more information about the author please visit www.MarkusBiegel.com
For more information about Allied Protection Services, Inc. please visit www.AlliedProtection.com