Effective Hiring Effective Hiring PracticesPractices

Recruiting the Best Recruiting the Best PersonPerson

ObjectivesObjectives

• Discuss the benefits/costs of Discuss the benefits/costs of hiring decisionshiring decisions

• Review the Review the recruitment/selection processrecruitment/selection process

• AdvertisingAdvertising• Identify Identify pre-interviewpre-interview issues issues• The InterviewsThe Interviews• Define and discuss “Negligent Define and discuss “Negligent

Hiring”Hiring”• Employment LawsEmployment Laws

Recruitment/Selection Recruitment/Selection Process OverviewProcess Overview

Identify position vacancyIdentify position vacancy Address budget and affirmative action (AA) Address budget and affirmative action (AA)

prioritiespriorities Approval of recruitment effortApproval of recruitment effort Initiate sourcingInitiate sourcing Screen and forward Resumes/CVsScreen and forward Resumes/CVs Conduct initial phone screensConduct initial phone screens Obtain AA forms and Employment ApplicationsObtain AA forms and Employment Applications Conduct on-campus interviewsConduct on-campus interviews Identify lead candidateIdentify lead candidate Perform due diligence tasksPerform due diligence tasks Make offer made, acceptance, file completedMake offer made, acceptance, file completed Start/New Employee OrientationStart/New Employee Orientation

AdvertisingAdvertisingAd template now posted on Human Resources Ad template now posted on Human Resources section of TWU website expedites the launch of section of TWU website expedites the launch of your recruitment ad your recruitment ad

Accepts your input for required dataAccepts your input for required data Permits your customization of job Permits your customization of job

description and required/desired candidate description and required/desired candidate qualifications for inclusionqualifications for inclusion

Candidates’ electronic responses sent to Candidates’ electronic responses sent to Recruitment resulting in faster referral for Recruitment resulting in faster referral for your review your review

Employment ads are normally placed with …Employment ads are normally placed with … TWU WebsiteTWU Website Higher Ed JobsHigher Ed Jobs Local NewspaperLocal Newspaper

Pre-interview issuesPre-interview issues

• Workforce Diversity Plan Hiring Workforce Diversity Plan Hiring Evaluation ChecklistEvaluation Checklist

• Preparing the Request for Preparing the Request for Employment Search Employment Search

• Considering different types of Considering different types of interviewsinterviews

• Behavioral Interviewing - predicting Behavioral Interviewing - predicting future behavior based on past future behavior based on past behaviorbehavior

• Developing behavior-based interview Developing behavior-based interview questionsquestions

• Your Resume reviewYour Resume review

Your Resume ReviewYour Resume Review• Catching an inconsistency on a resume Catching an inconsistency on a resume

should cause concern about a candidate’s should cause concern about a candidate’s overall ethicsoverall ethics

• Common resume inconsistencies (per a Common resume inconsistencies (per a recent CareerBuilder study): recent CareerBuilder study): • Employment dates “stretched” to cover Employment dates “stretched” to cover

up gaps …the most common resume up gaps …the most common resume inconsistency (One-in-five hiring inconsistency (One-in-five hiring managers reported finding this on a managers reported finding this on a candidate’s resume)candidate’s resume)

• Other top resume inconsistencies include: Other top resume inconsistencies include: • Previous employers (18%) Previous employers (18%) • Academic degrees and institutions (16%) Academic degrees and institutions (16%) • Technical skills and certifications (15%) Technical skills and certifications (15%) • Accomplishments (8%)Accomplishments (8%)

InterviewsInterviews• Improve our interviewsImprove our interviews• About the Resume/CVAbout the Resume/CV• Types of Interviews:Types of Interviews:

• ScreeningScreening• InformationalInformational• Behavioral Behavioral

• Avoiding common selection Avoiding common selection problems – problems – Red FlagsRed Flags

• Common interview mistakesCommon interview mistakes• Personal interview questionsPersonal interview questions• Managing time and closing the Managing time and closing the

interviewinterview

About the Resume/CV…About the Resume/CV…

A resume/CV is a “story” and your candidate is A resume/CV is a “story” and your candidate is the authorthe author

““Literary license” is Literary license” is notnot OK with us OK with us Fact or fiction …or some combination?Fact or fiction …or some combination? Our collective goal is to discover any errors in Our collective goal is to discover any errors in

facts facts oror any omissions …throughout the process any omissions …throughout the process Good candidate …the “story” gets better the Good candidate …the “story” gets better the

more we find outmore we find out Bad candidate …the “story” falls apart the more Bad candidate …the “story” falls apart the more

we find outwe find out Alert reviews of resume/CV Alert reviews of resume/CV andand employment employment

application is each interviewer’s jobapplication is each interviewer’s job

Types of InterviewsTypes of Interviews

► The Screening Interview – The Screening Interview – Screening Screening candidates to identify those individuals that candidates to identify those individuals that meet the basic qualifications (initial screens)meet the basic qualifications (initial screens)

► The Informational Interview – The Informational Interview – Information Information exchange between the jobseeker and employer exchange between the jobseeker and employer get to know one another better without get to know one another better without reference to a specific job opening. reference to a specific job opening. 

► The Behavioral Interview – The Behavioral Interview – “The premise “The premise behind behavioral interviewing is that the most behind behavioral interviewing is that the most accurate predictor of future performance is past accurate predictor of future performance is past performance in similar situations. Behavioral performance in similar situations. Behavioral interviewing, in fact, is said to be 55 percent interviewing, in fact, is said to be 55 percent predictive of future on-the-job behavior” predictive of future on-the-job behavior”

Look and Listen for “Look and Listen for “RedRed Flags”Flags”

On the resume and/or application:On the resume and/or application: Missing/incomplete informationMissing/incomplete information Frequent job changes/time interval Frequent job changes/time interval

between jobsbetween jobs Negative/vague reasons for leaving past Negative/vague reasons for leaving past

employment employment Inadequate written communication skillsInadequate written communication skills

During the initial screen/phone interview:During the initial screen/phone interview: Inconsistent answers/lack of preparationInconsistent answers/lack of preparation Unrealistic job expectations/career goalsUnrealistic job expectations/career goals Inadequate verbal communication skillsInadequate verbal communication skills Unsatisfactory attitudeUnsatisfactory attitude

Common Interview Common Interview MistakesMistakes

Poor time management during the interviewPoor time management during the interview

Not maintaining the interview scheduleNot maintaining the interview schedule

Excess talking about yourself, the job, or Excess talking about yourself, the job, or the Universitythe University

Creating inappropriate stress for the Creating inappropriate stress for the candidatecandidate

Not asking the tough questionsNot asking the tough questions

Being overly familiar with the candidateBeing overly familiar with the candidate

Being influenced by the “halo/horns” effect Being influenced by the “halo/horns” effect

Asking illegal/inappropriate questions Asking illegal/inappropriate questions

Asking leading questionsAsking leading questions

Personal Interview QuestionsPersonal Interview Questions

CategoryCategory InappropriateInappropriate AppropriateAppropriate

ChildrenChildren •Do you have any children? Do you have any children?

•What child care arrangements have you made to What child care arrangements have you made to work the hours of this position?work the hours of this position?

•If worried about hours, ask: the hours for If worried about hours, ask: the hours for this position are 4am – 1pm.this position are 4am – 1pm.

• If you are selected for this position, can If you are selected for this position, can you work these hours?you work these hours?

Citizenship Citizenship & national & national originorigin

•Are you a citizen of the US?Are you a citizen of the US?

•Are your parents or spouse citizens of the US?Are your parents or spouse citizens of the US?

•On what dates did you, your parents or your On what dates did you, your parents or your spouse acquire US Citizenship?spouse acquire US Citizenship?

•Are you, your parents or your spouse Are you, your parents or your spouse naturalized or native-born US citizens?naturalized or native-born US citizens?

•Are you legally permitted to work in this Are you legally permitted to work in this country?country?

•Are you able to provide proof of Are you able to provide proof of employment eligibility upon hire? employment eligibility upon hire?

Criminal Criminal RecordRecord

•Have you ever been arrested?Have you ever been arrested?

•Have you ever spent a night in jail? Have you ever spent a night in jail?

•Have you ever been convicted of a Have you ever been convicted of a crime?crime?

DisabilityDisability •Do you have any disabilities?Do you have any disabilities?

•What's your medical history?What's your medical history?

•How does your condition affect your abilities? How does your condition affect your abilities?

•Can you perform the specific duties of Can you perform the specific duties of the job. the job.

Marital Marital StatusStatus

•Are you married, divorced, widowed, engaged?Are you married, divorced, widowed, engaged?

•Do you wish to be addressed as Mrs., Miss, MsDo you wish to be addressed as Mrs., Miss, Ms

•No questions related to marital statusNo questions related to marital status

Negligent HiringNegligent HiringDEFINITIONDEFINITION: : Negligent hiring normally refers to an Negligent hiring normally refers to an

employer’s obligation employer’s obligation notnot to hire an applicant to hire an applicant that they knew or should have known was that they knew or should have known was likely to undertake conduct against other likely to undertake conduct against other individuals or otherwise subject employees or individuals or otherwise subject employees or third parties to actions which can create legal third parties to actions which can create legal liability. liability.

DUE DILIGENCE STANDARDDUE DILIGENCE STANDARD: : Depending on the particular responsibilities Depending on the particular responsibilities

and trust placed upon an employee, there is a and trust placed upon an employee, there is a correlation with the diligence required in correlation with the diligence required in attempting to investigate the individual’s attempting to investigate the individual’s background before hiring. An employer’s background before hiring. An employer’s obligation to its employees and third parties obligation to its employees and third parties for negligent hiring will depend upon whether for negligent hiring will depend upon whether that employer acted as a reasonable prudent that employer acted as a reasonable prudent employer would in hiring such employees.employer would in hiring such employees.

Negligent Hiring …Negligent Hiring …continuedcontinued

What we do at TWU to promote What we do at TWU to promote due diligence standards: due diligence standards:

•Reference ChecksReference Checks

•Background ChecksBackground Checks

•Employment VerificationsEmployment Verifications

•Degree VerificationsDegree Verifications

Employment LawsEmployment LawsPrior to beginning any step in the selection process, interviewers and appointing authorities need to be familiar with the following employment laws and guidelines:

The Civil Rights Acts of 1866, 1870, and 1871 - prohibits discrimination against minorities.The Fair Labor Standards Act of 1938 - specifies a minimum wage, requires overtime pay for certain employees, and restricts child labor.The Equal Pay Act of 1963 - requires equal pay for men and women performing work that involves similar skill, effort, responsibility, and working conditions.The Civil Rights Act of 1964, particularly Title VII - prohibits the selection of employees based on race, color, sex, religion, or national origin, in all matters of employment from recruitment through discharge, and requires employers to discover discriminatory practices and eliminate them. Also prohibits sexual harassment.The Age Discrimination in Employment Act of 1967 - prohibits discrimination because of age for anyone age 40 or over.

Employment Employment Laws….continuedLaws….continued

Pregnancy Discrimination Act of 1978 - amended Title VII to recognize pregnancy as a temporary disability and prohibit bias on the basis of pregnancy, childbirth, or related medical conditions.

1978 Uniform Guidelines on Employee Selection Procedures - applies to employers subject to Title VII or Executive Order 11246; provides a framework for determining the proper use of tests and other selection policies or practices; requires that all selection procedures must withstand validation tests.

The Immigration Reform and Control Act of 1986 - prohibits discrimination in employment on the basis of national origin or citizenship status, prohibits employment of unauthorized aliens and provides penalties for violations.

The Americans with Disabilities Act of 1990 (ADA) - prohibits discrimination against qualified individuals with disabilities—that is, individuals with disabilities who can, with or without reasonable accommodation , meet the skill, experience, education, and other job-related requirements of a position—in regard to job application procedures; hiring, advancement, or discharge of employees; employee compensation, job training, and other terms, conditions, and privileges of employment.

Employment Laws…Employment Laws…continuedcontinued

The Genetic Information Nondiscrimination Act of 2008 - prohibits discrimination against employees and applicants because of genetic information. Title II prohibits the use of genetic information in employment decisions and restricts employers from requesting, requiring, or purchasing genetic information, as well as disclosing genetic information.

There are also a number of other employment laws that must be adhered to by agencies that receive federal funding or who hold federal contracts. Some are listed below:

Executive Order 11246 - prohibits discrimination and requires government contractors to take affirmative action to assure that applicants are treated equally.The Rehabilitation Act of 1973 - prohibits federal contractors discriminating against individuals with disabilities.The Vietnam Era Veterans Readjustment Act of 1974 - encourages employers to hire qualified Vietnam veterans, including those who were disabled.

TWU HRTWU HRPlease feel free to contact:Please feel free to contact:

Sherry Driggers, PHRSherry Driggers, PHR

Manager, Recruitment (X3554)Manager, Recruitment (X3554)

Myrna FloresMyrna Flores

Senior HR Generalist, Recruitment Senior HR Generalist, Recruitment (X3551)(X3551)

Bob MabryBob Mabry

Manager, Employee Relations (X3518).Manager, Employee Relations (X3518).