cardinal career network cardinal career network activity summary (17 jun 12 – 05 may 13) total...
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Workforce Planning:
“Strategic” Job Descriptions
Prepared for LS 580
Mike Major, SPHRDirector
Career Services
Workforce Planning:
“Strategic” Job Descriptions
Prepared for LS 580
Mike Major, SPHRDirector
Career Services
Cardinal Career Network Activity Summary (17 JUN 12 – 05 MAY 13)
Total Employers 3,489 (+33%)
New Employers* 574
Total Contacts 5,937 (+15%)
New Contacts* 1,156
Total External Jobs Posted* 4,298 (+39%)
Unique Student/Alumni Logins* 7,035 (+14%)
Total External Job Views* 256,774
www.svsu.edu/careers
2012-2013 Jobs by Position Type
Frequency PercentCareer/Degreed 0-5 yrs experience 1,937 45.1%
Career/Degreed 5+ yrs experience 1,127 26.2%
Co-op 155 3.6%
Full Time 2,533 58.9%
Internship / Externship 356 8.3%
On-Campus Student Employment 248 5.8%
Part Time 932 21.7%
Seasonal / Temporary 236 5.5%
Volunteer 36 0.8%
*Jobs posted between 6/17/12-5/6/13
#Unique jobs posted = 4,298
www.svsu.edu/careers
Login at http://www.svsu.edu/careers Cardinal Job Postings
Recruited / posted exclusively for SVSU NACElink Extended Job Search
National Association of Colleges & Employers
Create Job Search Agents Personalize resumes/cover letters for
positions that accept them in CCN
Cardinal Career Network Tips
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OVERVIEW
Developing a job description EEOC / MCRC Evaluating candidates Interviewing Offering and regrets to candidates Recent legal decisions/interpretations
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DEVELOPING A JOB DESCRIPTION Why is it important?
Job functions Performance evaluations Getting the right candidate Anti-discrimination EEO
Cost of a “poor hire” is…?
www.svsu.edu/careers
Title VII (Civil Rights Act of 1964) The Equal Pay Act The Americans with Disabilities Act (ADA) The Age Discrimination in Employment Act
(ADEA) The Genetic Information Nondiscrimination Act
(GINA)
KEY LEGISLATION FOR EEOC JURISDICTION
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Michigan Department of Civil Rights (MDCR) Enforcement of two state laws:
Elliott-Larsen Civil Rights Act (ELCRA) Persons with Disabilities Civil Rights Act
(PWDCRA)
KEY LEGISLATION FOR MDCR JURISDICTION
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EQUAL EMPLOYMENT OPPORTUNITY Employment decisions may not be
based on:
Referred to as “protected classes” Employment decisions include:
Hiring, work assignments, compensation, promotions, terminations
• Race / Color
• Gender
• Ethnicity
• Religion
• Age
• Military/veteran status
• Disability status
• Genetic information
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ADDITIONAL FEDERAL LEGISLATION Uniform Guidelines on Employee
Selection Procedure Internet applications
Executive Order 11246 (EO 11246) Affirmative Action plans for Federal
Contractors Vietnam Era Veterans Readjustment
Assistance Act (VEVRAA) Uniformed Services Employment and
Reemployment Rights Act (USERRA)www.svsu.edu/careers
ADA & ACCOMMODATIONS ADA passed in 1990
First introduced by Tom Harkin Rehabilitation Act of 1973
Prohibits discrimination based on physical or mental disabilities
Employers required to provide reasonable accommodations 15 or more employees Employees must file a charge (180 days/300
in MI)www.svsu.edu/careers
REASONABLE ACCOMODATION Case-by-case basis
Step 1: Individual asks for accommodation
Step 2: Identify the barriers to performance of essential job functions for each individualStep 3: Identify possible accommodations that might be helpful in overcoming the barriersStep 4: Assess the reasonableness of the accommodations, including whether they are the employer’s responsibility and whether they pose an undue hardshipStep 5: Choose the appropriate accommodation for each individual
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REASONABLE ACCOMMODATIONS? Assigning a reader to help an
applicant who is visually impaired Constructing ramps or providing a
wheelchair-accessible desk Lowering counters or drinking
fountains Designing alternative formats for
employee training Providing a telephone device for a
person who is hearing-impairedwww.svsu.edu/careers
CATEGORIES OF DISCRIMINATION Disparate Treatment
Protected classes are intentionally handled differently from other employees or are evaluated by different standards
Disparate Impact (aka Adverse Impact) Occurs when rules applied to all
employees (candidates) have a different or larger effect on a protected class
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DISPARATE TREATMENT DISPARATE IMPACT Direct discrimination Unequal treatment Intentional Prejudiced actions Different standards
Indirect discrimination Unequal
consequences or results
Usually unintentional Neutral actions Same standards;
different consequences
RECOGNIZING DISCRIMINATION
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DISCRIMINATION EXAMPLES “All candidates must have a
bachelor’s degree.” Disparate Impact (discussion)
“I prefer hire males because they are less likely to take time off for family.” Disparate Treatment
“White males under the age of 40 won’t get this position.” ???
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Job Qualification Elements KSAs – key elements to determine job
qualificationsKnowledge: body of information necessary for task performance
Skills: level of proficiency needed for task performance
Abilities: capabilities necessary to perform the job
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BFOQs Bona fide occupational qualification
Title VII – BFOQ if “reasonably necessary to the normal operations of the business or enterprise.”
Carefully scrutinized by the courts Example: Undergarment models
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Practical Examples EEOC v. Abercrombie and Fitch
April 2013 Applicant wore a hijab to an interview Hijabs inconsistent with “Abercrombie look.” http://
www.eeoc.gov/eeoc/newsroom/release/7-15-11a.cfm
EEOC v. Hollister (hypothetical) Not filed, but could it? “Hollister all about the appearance” http://www.valleyvanguardonline.com/?p=4045 www.svsu.edu/careers
JOB DESCRIPTION COMPONENTS Job Title Employment Status
Salary, hourly FLSA Exempt, etc.
Summary (description) Qualifications
“With or without reasonable accommodations”
Make sure your Qualifications fit the job description and summary!
www.svsu.edu/careers
Beware the “Purple Squirrel” Urban dictionary definiton:“metaphor used by recruiters to identify the unrealistic expectations of a company.” Job Title: “Graphic Designer”Screening: -3.0 GPA-Graphic Design Majors-SeniorsEliminated: BFA, PTW, Marketing, Art,Communication & Digital Design,Graduate students, Alumni
www.svsu.edu/careers
EDUCATIONBachelor of Arts in Communication Second Major: SpanishSaginaw Valley State University, University Center, MIGPA: 3.7
RELEVANT EXPERIENCE Marketing/Graphic Design InternCharlotte Checkers, Charlotte, NCCreated flyers and mailers to advertise upcoming events using Adobe Photoshop and QuarkWrote the Checkers Kids Club Summer Newsletter and designed a new templateCut out and edited photos in Adobe Photoshop for new version of Charlotte Checkers website
COMPUTER SKILLSGraphic Design: Adobe Creative Suite (Photoshop Illustrator, InDesign, Fireworks)Multimedia / Video Applicantions: Adobe Premier; Final Cut Express; Macromedia FlashOperating Systems: Windows 1995-XP; Macintosh OS X www.svsu.edu/careers
Do you think this person would qualify
to do “Graphic Designer” work?
Key word?Consistency
• Resumes / cover letters going to the next round have similar qualifications
• Hire my cousin – hardest worker you’ll have!• Use Rubrics• All applicants asked same questions &
conducted in the same manner• Telephone vs. Skype vs. in-person interviews
Discussion item – E-portfolios / LinkedIn / Facebook / are there EOE issues?
Overall Search Process
www.svsu.edu/careers
Step 1: Introductory State First impressions are made Building a rapport
Step 2: Review qualifications 30 Second Pitch Focus on strengths & skills (candidate’s goal) Use research and establishing a good fit in their
culture (candidate’s goal) Give concise and thorough responses
Interview Process
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Step 3: Matching Does candidate fit in the corporate culture? Is candidate coach-able? Does candidate have the passion and drive to
be successful in the position? Interviewer should explain job in detail
Step 4: Conclusion Candidate asks questions and discuss selection
timeline Collect business cards for writing thank you
notes (good idea for candidates)
Interview Process
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Types of Interview Questions
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1.Traditional2.Behavioral3.Situational4.Experiential
Common interview questions “Tell us a little bit about yourself.” “Where do you see yourself in five years?” “If you were a type of salad dressing, what
one would you be?” Describe yourself with 30 second pitch Clear, concise and thorough Describe thought process when necessary
Traditional Questions
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Question about something that happened Past actions are predictors of future behavior “Describe a time when you had to work in a
team environment.” “Tell me about a time you had to deal with a co-
worker who didn’t complete their ‘fair share’ of the workload
Be specific: “A time” is one event
Behavioral Interviewing
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Hypothetical circumstances Predictor about how you would handle an event
if it actually happened “What would you do if you had a dispute with a
co-worker?” “How would you handle a client who is upset
with the organization?” Tell a story of anecdote if one is available
Situational Interviewing
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Experiential Interviewing
Experience with a certain task “Have you ever completed tax audits?” “What type of experience do you have
managing clients?” “Have you ever completed a marketing plan?” Be thorough and specific Elaborate upon the depth of your experience
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Situation Briefly provide a broad description of the background where
your example is taking place Task
Share more details about the problem, challenge, or task that you needed to address
Action Describe several possible courses of action and explain why
the one you chose was best. Give details that illustrate what you were like in action
Result Analyze the outcome of your action and the resolution of the
situation. Indicate whether or not you would follow the same course in the future
S.T.A.R Approach
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Interact with the entire panel1. Make direct eye contact with the individual
asking the question2. Begin by directly responding to the interviewer 3. Make eye contact with remaining panel
members as you answer4. Finish response with initial interviewer
Steps for Managing an Interview
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Final thoughts on interviewing Questions must be the same for each
candidate Use a rubric Use an interview summary
2. Compositiona. Jacqueline A. Berrien, Chair (from NAACP)
b. Constance S. Barker, Commissioner (small business – AL)
c. Chai Feldblum, Commissioner (Law Prof @ Georgetown)
d. Victoria A. Lipnic, Commissioner (US Asst. Sec of Labor)
e. Jenny Yang, Commissioner (partner in a private firm)
THE EQUAL EMPLOYMENT OPPORTUNITY COMMISSION
Source: Masud Law Group VSHRM Presentation 9/10/13
3. The General Counsela. David Lopez, General CounselOversees federal court litigation
THE EQUAL EMPLOYMENT OPPORTUNITY COMMISSION
Source: Masud Law Group VSHRM Presentation 9/10/13
1. Jurisdictiona. The Elliott Larsen Civil Rights Act
b. The Persons With Disabilities Civil Rights Act
THE MICHIGAN CIVIL RIGHTS COMMISSION AND DEPARTMENT OF CIVIL RIGHTS
Source: Masud Law Group VSHRM Presentation 9/10/13
2. Compositiona. J. Michael Zelly, Chair
Founder and President, Disability Network
b. Lisa Peeples-Hurst, Vice Chair
Certified Prevention Specialist, Berrien CHD
c. Jared Rodriguez, Secretary
President, West Michigan Policy Forum
d. Linda Gobler
President/CEO, Michigan Grocers Association
e. Deloris Hunt
Senior VP/HR, Detroit Medical Center
f. Rasha Demashkieh
Pharmacist, CVS Pharmacy
g. Agustin Arbulu
CEO, Hospice Solutions, Inc.
h. Arthur Horwitz
President, Renaissance Media (Parent of Detroit Jewish News)
3. Legal Affairs Department
THE MICHIGAN CIVIL RIGHTS COMMISSION AND DEPARTMENT OF CIVIL RIGHTS
Source: Masud Law Group VSHRM Presentation 9/10/13
A. The EEOC99,412 charges of discrimination
The EEOC filed a total of 122 lawsuits, 26 alleging systemic discrimination
Collected more than $365.4 million from employers
B. The MDCRStaffed at 118 full time employees
Budget of $12,778,700
1445 charges of employment discrimination
$2.28 million in settlements involving alleged discrimination
ENFORCEMENT STATISTICS
Source: Masud Law Group VSHRM Presentation 9/10/13
1. EEOC Strategic Enforcement Plan for Fiscal Years 2012 to 2016
a. Eliminating Barriers in Recruitment and Hiring
b. Protecting Immigrant, Migrant and Other Vulnerable Workers
c. Addressing Emerging and Developing Issues
d. Enforcing Equal Pay Laws
e. Preserving Access to the Legal System
f. Preventing Harassment Through Systemic Enforcement and Targeted Outreach
HOT TOPICS IN ENFORCEMENT
I’ll gets that varmint
Source: Masud Law Group VSHRM Presentation 9/10/13
A. The EEOC1. 300 days to file a charge of discrimination with
the EEOC
2. Will accept a letter as a charge if it contains sufficient information
B. THE MDCR1. Individual may also file a charge of discrimination
with the MDCR
2. The MDCR determines that the individual’s issue is within its jurisdiction, a civil representative will assist the individual in drafting a formal charge
HOW A CHARGE IS PROCESSED
Source: Masud Law Group VSHRM Presentation 9/10/13
1. Initially, an employer is offered mediation. The parties may reach voluntary settlement
2. Absent settlement, employers are usually requested to provide a written statement explaining their side of the story. The position statement provides the employer with the opportunity to present additional facts that show the real reason behind an employment action
3. The applicable agency may also request additional information (“interrogatories”)
4. If an employer fails/refuses to provide answers to the interrogatories, the agency can seek a judicial subpoena requiring disclosure
5. Once the investigation is complete the MDCR may choose to litigate the matter before an Administrative Law Judge
6. The EEOC could file a federal lawsuit
7. If the EEOC decides not to sue, it will issue the individual what is know as a “Notice of Right to Sue.” The MDCR would dismiss the administrative charge
FURTHER INVESTIGATION
Source: Masud Law Group VSHRM Presentation 9/10/13
1. To file a federal lawsuit under Title VII or the ADA, an individual must receive a Right to Sue letter from the EEOC
2. The EEOC has 180 days to investigate a charge of discrimination before a Right to Sue letter will issue
THE NOTICE OF RIGHT TO SUE
Source: Masud Law Group VSHRM Presentation 9/10/13
1. Typically the offer to mediate is included when both parties are mailed the formal charge documents
2. Mediators do not make any decisions on the outcome of a charge. Settlement is voluntary and only occurs when both claimant and respondent reach a settlement that both parties are willing to sign
3. Claimants and respondents may have representation at mediation including but not limited to an attorney
4. All mediation participants must sign a confidentiality agreement at the start of mediation
MEDIATION
1. If the parties mediate or otherwise come to a voluntary settlement, the EEOC/MDCR will issue a proposed settlement agreement
SETTLEMENT AGREEMENT
Source: Masud Law Group VSHRM Presentation 9/10/13
A. Final Rule Concerning Disparate Impact and Reasonable Factor(s) Other Than Age (RFOA)
B. Final Regulations Implementing the ADAAA
C. Final Regulations Regarding GINA
D. Consideration of Arrest and Conviction Records in Employment Decisions Under Title VII of the Civil Rights Act of 1964
RECENT EEOC REGULATIONS
Source: Masud Law Group VSHRM Presentation 9/10/13
What are the “hot” career fields? Governor’s Economic Summit
(3/19/13) Top 4 talent needs in Michigan:
• IT Professionals• Skilled Workers• Project Managers• Engineers
Manufacturing is still the base of Michigan’s economy
Experiential learning must happen in any career pathwaywww.svsu.edu/careers
Resources available from Career Services Resume and cover letter building and critiques
Online Tutorials Resume, Cover Letter, Interviewing, Job Search
Strategies Mock interviews and interview coaching Network development Career fairs on campus exclusively for SVSU
students to network with potential employers Internship/Co-op advising Job search strategies Developing personal brand On-campus student employment
www.svsu.edu/careers