Post on 23-Feb-2016
description
Best PracticesWhen Hiring
By: Christine CunneenCEO, Hire Image LLC
Hiring the “RIGHT” People
Not as easy as you think !
The growth and success of any organization depends
on having the “RIGHT PEOPLE”.
IS IT TIME TO HIRE?
Where Do YOU Start?As your organization starts to grow, and you
realize the need to grow your staff, you need to STOP and THINK about –
How do people see my organization? What expertise/experience do I need them to
have? What type of person will be a good fit? Determine required skills vs. trainable skills Do it Right the 1st time
Getting Started Do I have a job description? Do I have a salary range? Do I know if it is an exempt salary or hourly
position? Is position eligible for Overtime Pay under the FLSA (Fair Labor Standards Act)? www.dol.gov ; www.dol.gov/compliance/guide/minwage.htm
Do I have interview questions prepared? Do I know where I want to advertise
and/or promote that the organization has a job opening?
Recruiting Where/how are you advertising? Employee Referrals Social Media such as LinkedIn Industry Specific sites Networking Who is screening the applications to determine
qualified candidates?
Recruit with CautionLegal issues in recruiting that you want to be aware of:
EEOC Title VII of Civil Rights Act (1964) ADA – American’s with Disabilities Act (1990) Age Discrimination (1967) Genetic Information Nondiscrimination Act (2008) Equal Pay Act (1963)
FCRA – Fair Credit Reporting Act State specific laws Employee vs. Independent Contractor
The Interview Can I ask this question???? Know what is legal and illegal to ask?
(ex. website – www.iseek.org/jobs/legalquestions.html) Questions need to be position related? When interviewing multiple candidates for a
position, it is important to use the same criteria for evaluating each candidate so as to avoid legal problems.
The key is to be consistent and fair with all candidates (i.e., show no favoritism or discrimination).
The Interview Use an interviewing guideline of core
criteria/qualifications that is applicable to all candidates for the position.
Most of these questions do not have a “right” or “wrong” answer under all circumstances!
During employment interviews, an employer should ask questions that determine whether or not the potential employee will be able to perform the job they are interviewing for.
The Interview The applicant’s reasoning abilities and the
thought process that leads to the answer is often as important as the answer itself.
Use open ended questions as often as possible.
Bring them back for a second interview if you find them to be a viable candidate for the position.
The Interview REMEMBER to take your time and not rush the
process
You want to hire right the 1st time
The Best Candidate is not always the best looking resume!
Experience vs. Education (know what matters more to you & your organization)
“The lowdown on Employment Screening”
Every employer should perform background checks on Employees and Contractors.
Different levels for difference positions ( C-suite background screening should be different than fork lift
operator) Remember - You get what you pay for Reference checks Recommend Address and SSN Trace as a
starting point for ALL
Social Media + Candidate Evaluation =
Social Media associated with candidate evaluation could cause legal issues like:
Discrimination – types of discrimination are growing, it’s not just gender/race/religion/age
EEOC frowns upon its use Hiring/Not Hiring decisions shouldn’t be based on what is
posted on a “Facebook” page or other social media sites Don’t give rejected candidates a reason
to post comments about not being hired by you/your organization on these public sites!!
Success! We have a Candidate Congratulations ! You have found a candidate
that you want to become part of you organizational family.
Always keep a file on other “good fit” candidates. You never know when you will need your next employee.
Offer Letter of Employment New Employee Orientation Process Completion of New Hire Paperwork
A New Employee Employee Orientation
Partner them with a Mentor
Follow up to make sure they are getting what they need as a new member of the team
One week One month Three months
Employee Handbooks/Policies Your organization is growing – one of the most important
things you as a hiring manager needs to do is be “CONSISTENT” with all your employees.
An Employee Handbook is a communication resource for Employer & Employee
It should consist of company’s mission, values, policies & procedures along with management’s expectations.
By no means should the handbook be construed as an employment agreement, which may affect the employer’s at-will status.
Do all employers need handbooks? No, but as your organization grows, you do need policies.
New Hire Compliance Immigration Reform & Control Act (IRCA) 1986
Employers must verify that a new employee can legally work in the US
Must complete Form I-9, Employment Eligibility Verification, within 3 days of date of hire
State New Hire reporting Many states require reporting within 3 days
E Verify Some states require New federal contracts require
What does Hire Image offer you? Employment screening & post-hire services Human Resource compliance outsourcing Compliance with laws and regulations Easy online access, 24/7 Custom packages of screening products Fast turnaround times Superior service Accuracy of information matched to your applicant
www.hireimage.com