hr - recruiting process

USA Shade Recruiting Processes

A significant portion of PlayPower’s business comes from…

FEDERAL CONTRACTSWhich means PlayPower must follow Federal Regulations, including how

we hire and promote employees

EQUAL EMPLOYMENT OPPORTUNITY LAWS

• Requires an Affirmative Action Plan• Prohibits discrimination to ensure that all employment

decisions are made without regard to race, color, religion, sex or national origin• USA Shade/PlayPower report metrics annually• USA Shade /PlayPower is an “Equal Opportunity

Employer”

Price of Non-Compliance• July 2014 – A Federal Contractor was ordered to pay:• $1 million in back wages• provide 48 entry-level positions to class members • and revise its selection policies and procedures to ensure future compliance

• October 2013 - A federal judge ordered Bank of America to pay:• nearly $2.2 million for its racially discriminatory hiring practices • Case has spanned almost 20 years

Impact to the Business• Approximately 80 % of USA Shade's gross sales come from Federal

Contracts/Subcontracts• Non-Compliance can result in LOSS of Federal, state and local

Contracts• No Federal Contracts = Less USA Shade Jobs

• It is an effective tracking tool that allows us to remain in compliance. • Helps us maintain fair and consistent practices.

Keeping an Applicant Tracking System on Paper with Paper Applications is…

CHAOS

Why do we use SpeediArms?

Temporary Employment• Temporary employment is meant for temps, hired to assist us in

getting through a busy season or temporarily heavy workload.• Employees who come in as temps will remain as temporary

employees. • Going forward there will be no “temp to hire” employment

opportunities.

Internet Based System assists with:• Better tracking• Streamlined process• Consistent hiring practices• Reaching a wider applicant base• AND Compliance

Most effective way to track these metrics is with an Applicant Tracking System

Applicant Tracking System• Behind the scenes electronic system • Tracks who applies, interviews and ultimately who gets hired• Tracks who did not get hired and why• Asks the questions required by Federal Regulations• Tracks all hires, promotions, terms

• All PlayPower positions are posted on www.playpower.com• Effective 8/21 all PlayPower positions are posted on bulletin boards• If employees meet the qualifications of the position, preference is

given to internal employees• Internal and external positions are posted at the same time• This keeps us in compliance• Allows positions be filled quicker• Anyone interested can apply

How To Apply Online• Email Address• Set up an Account • Education, Work History, and References• Employee Resource Computer, Library,

Anywhere with Internet• HR can assist if you have technical issues

How to get a Requisition posted:• Collaborate with HR for Job Description approval.• For hourly positions use preferred vs required (education

requirements)• Log into SpeediArms and open up a Requisition.• Notify HR that your Requisition was created.• HR will process and run it for approval.• Once approved HR will notify you so that you can spread the word to

your employees, friends and acquaintances, and post on local bulleting boards.

USA Shade & Play Power

PlayPower’s Career WebsiteClick on Position you are applying for

Click on the “Apply for Job” button to begin your account

Enter email address if this is the first time making a profile

Sign in here if you are a returning user

IMPORTANT TIP: Once you have applied, it will save your information!

Job Selection• Internal Employees are given Preference for

Positions• Feedback is given regardless if the position is

awarded • Ultimate goal is to fill open positions within three

weeks

Job Offer• Once Supervisor/Manager has made a decision to hire a selected candidate, and completed

interviews notify HR of that decision and provide feedback for all interviews conducted. (Interview training coming in November, after that Sups./Managers will enter their own feedback) HR enters your notes in speediarms of your feedback for each interviewed candidate.

• Provide HR with the job offer details, (relocation, car allowance, etc.) and HR will provide the candidate with the offer letter. Once the offer letter is signed, the new-hire is called back for orientation.

• HR will also provide the Supervisor/Manager with the employee’s clock in ID and set them up for biometric clock in.

• No job offer can be made without HR approval

Past Practices

• No room for mistakes in this process, past practices are in the past. *Follow chain of command or reach out to HR for guidance / assistance.• Change can be challenging but in this case change is for our best

interest!• We all need to be accountable for our actions and responsibilities. *Zero tolerance

In Summary• We must be proactive and not allow any windows of opportunity for

anyone to circumvent the system.• We need all hands on deck to make this possible.• Be sure to report any problematic areas or suspicions to upper

Management or HR.

Job Requisition Job Posting Interview Hire

QUESTIONS??