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Pre-Employment

The business of human resources

Sumiye SugawaraExec MLIS, LIBR 204/286San Jose State University

Dr. Haycock and Dr. Sheldon October 31, 2010

Legalities

Terminology

Job◦ Needs assessment,◦ Motivation ◦ Job description and classification

Advertise◦ Labour market

Interviewing◦ Reference / criminal background / credit check◦ Resumes

Offer of employment◦ Trial period

Table of Contents

USA◦ Uniform Guidelines on

Employee Selection Procedures (by the Equal Employment Opportunity Commission)

◦ Americans with Disabilities Act (ADA)

◦ Fair Labor Standards Act (FLSA)

◦ Equal Pay Act

Canada◦ Canadian Human Rights

Act◦ Employment Standards

Act (ESA)◦ Employment Equity Act◦ Privacy Act◦ Occupational Health

and Safety◦ Unions◦ Accessibility for

Ontarians with Disabilities Act (OADA)

Just some of the many legalities

Legalities continued

Geek Speak

Williams, Kondra, and Vibert (2008).

Human resource management (HRM)◦ Find, develop, keep the right people to form a qualified workforce

Human resource planning (HRP)◦ Forecast the organization’s employee needs to do HRM

Workforce forecasting◦ Predict number and type of workers and skills to be needed

Bona fide occupational requirements (BFORs)◦ Knowledge and competencies required to perform the job

The process

NeedsAssessment

• bona fide occupational requirement

• Job analysis• Forecasting

Job Description Hiring

How, when, whyEquipment, toolsContextKnowledge, skills

• internal•external

Work force

forecasts

Forecasting / Pre-planning

• Direct managerial input• Best guess• Statistical / historical ratiosForecasting

methods

The process

NeedsAssessment

• bona fide occupational requirement

• Job analysis

Job Description

• Tasks• duties• Responsibilities• qualifications

Hiring

• Recruitment• Selection

How, when, whyEquipment, toolsContextKnowledge, skills

“A well-researched and well-developed job description is the foundation

stone of smart recruiting, interviewing, and hiring, as well as staff retention.”

(Muller, 2009, pp. 1)

Job Descriptions

• Verify the parameters of the work

• Do you really need to replace someone?

• Should you merge the job duties with another?

• Do you need to consider a Union reaction to changing a job description?

Click icon to add picture

The process

NeedsAssessment

• bona fide occupational requirement

• Job analysis

Job Description

• Tasks• duties• Responsibilities• qualifications

Hiring

• Recruitment• Tests• Interviews• References

How, when, whyEquipment, toolsContextKnowledge, skills

Advertising◦ Trade journals, list

serves, ◦ employee referrals,◦ area newspapers,

radio, associations◦ internet◦ Decide if electronic

or paper resumes accepted

The job was advertised where?

“employees do not leave jobs; they leave their managers.” (Fernandez-Araoz, pp. 83)

Interviews Audition (often used in show

business)

Behavioural (use previous reactions to predict future ones)

Informational (pre-employment; job-seeking)

Group (multiple applicants per interviewer; used to show personality traits and interaction skills)

Panel (multiple interviewers per applicant, often formal, structured, and intimidating)

Serial (only one chance to impress each interviewer)

Sequential (multiple interviews over a period of time)

Situational (role-playing)

Stress (applicant is deliberately antagonized to provoke a reaction which is evaluated)

Structured (pre-prepared questions; can have a rigid format)

Resumes, referencesThe goal of a resume is to get an interview or a job offer. It is the candidates personal marketing tool and should be concise and applicable to the position.

Job offer

Offer of Employment Negotiable

Verbal offer

Written offer ◦ start date, time, location,◦ Unionized position or

not,◦ hours of work, ◦ rate of pay, ◦ pay type (bi-weekly), ◦ job title,

◦ duration of trial period,◦ Benefits,

Relevant documents◦ Confidentiality

agreement◦ Others

Deadline

(2007). A guide to screening and selection in employment. Canadian Human Rights Commission. Toronto, ON: Minister of Public Works and Government Services. Retrieved from http://www.chrc-ccdp.ca/pdf/screen.pdf

Muller, M. (2009). The manager’s guide to HR. New York [Alexandria, VA]: AMACOM Books. Retrieved from http://netlibrary.com/Reader

Sivak, A. & De Long, K. (2009, Fall). The blind man describes the elephant: the scope and development of the 8Rs Canadian library human resource study. In Library Trends, 58(2) pp. 167-178. Retrieved from http://muse.jhu.edu.libaccess.sjlibrary.org

Williams, C., Kondra, A., & Vibert, C. (2008). Managing human resource systems. In Management (2nd Canadian ed., pp. 364-406). Toronto, ON: Nelson.

Sources

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Sumiye Sugawara

SumiyeS@gmail.com

Related:

Library (USA) job links: www.libraryjobpostings.org

Library Trends [journal]

Whitmell, V., (Ed). (2005). Staff planning in a time of demographic change. Toronto, ON: Scarecrow Press.

Evans, G., & Ward, P. (2007). Managing people. In Management basics for information professionals (pp. 359-382). New York, NY: Neal-Schuman.

Fernandez-Araoz, C, Groysberg, B, & Nohria, N. (2009, May). The definitive guide to recruiting in good times and bad. Harvard Business Review, 87(5), 74-84.

Gordon, S. (2010). Once you get them, how do you keep them? Millennial librarians at work. In New Library World, 111 (9/10), pp. 391-398. Available through SJSU Library.

Assigned Readings