HR MANAGEMENT TRAINING

Transcription

1 Agricultural HR MANAGEMENT TRAINING Recruitment, Selection & Hiring

2 Webinar 1: The Importance of Recruitment and the Recruitment Process Webinar 2: The Selection Process Webinar 3: The Hiring Process Tracy Biernacki-Dusza Manager AgriSkills Andrew Hurrell Business Development Specialist

3 Canadian Agricultural HR Council WHO ARE WE? Overview The Canadian Agricultural Human Resource Council (CAHRC) is a national, non-profit organization focused on addressing human resource issues facing agricultural businesses across Canada. Vision A qualified and motivated workforce that is sufficient to sustain profitable agriculture in Canada. Mission Develop solutions to support the HR management needs of agriculture

4 Recruitment, Selection & Hiring Learning Objectives By the end of the series you will be able to: IDENTIFY the process for recruiting, selecting and hiring workers EXPLAIN how to use job descriptions DISCUSS the process of selecting workers in adherence with legal obligations EVALUATE the effectiveness of recruitment and selection methods DESIGN a selection interview FORMULATE an offer of employment EVALUATE the effectiveness of new hire welcome and orientation programs

5 Webinar 3: The Hiring Process

6 Why Recruitment, Selection, and Hiring? Helps you attract and retain a skilled and motivated workforce. Hiring the right people for the right job is essential to your business success. Poor hiring decisions: Reduce productivity, motivation, and morale. Increase turnover Place you at risk for expensive discrimination and human rights claims. Photo Credit: Vicki Dutton

7 Review: Selection Step 6: Prepare the Interview Plan the candidate selection process and identify selection tools, develope a resume/application review process, decide which interview questions to ask and decide how to rate candidates. Step 7: Conduct the Interview Know how to start the interview, conduct the interview, interview etiquette tips, end the interview and provide a realistic job preview. Step 8: Check References Conduct reference checks to verify factual information about candidates and confirm the accuracy of the information they provided about their responsibilities and achievements

8 Steps to Recruitment, Selection, and Hiring Step 1: Define the job Step 2: Develop the selection criteria Step 3: Create a job advertisement Step 4: Choose a recruitment method Step 5: Review job applications Step 6: Prepare the interview Step 7: Conduct the interview Step 8: Check references Step 9: Hire Recruitment Selection Hiring

9 Step 8: Checking References Checking References Tips for Conducting Reference Checks Use behavioural questions Avoid general questions Avoid non-work questions Talk to supervisors Keep a record

10 Step 9: Hire The Hiring Process Based on information from resume, interview, and reference checks you should now be in a position to choose the best candidate Your offer to the successful candidate can be: Presented in person Telephone Letter

11 Step 9: Hire Prepare the Offer Letter Written offer of employment includes: Position title and level Job description Salary & benefits Starting date & probation period Length of contract Any other conditions of employment

12 Types of Offers Conditional Offer of Employment Pending results from a Criminal records check Driver s records check Bona Fide Requirements Duty to Accommodate Ensure that the offer is in line with applicable Legislation: Minimum wage requirements Age restrictions on certain work types Maximum allowable set hour of work

13 Bona Fide Requirements Bona Fide Occupational Requirements Skills, aptitudes, educational accomplishments and other attributes Perform the essential parts of a job Safe, efficient and reliable manner Example: Cannot be refused employment because of a record of offences Can be refused employment because of serious or repeated driving convictions

14 Duty to Accommodate Refers to the obligation of an employer to adjust an employment practice, environment or schedule to accommodate individuals unless it would cause undue hardship to the business. Needs that must be accommodated: Gender Age Disability Family or marital status Ethnic or cultural origin Religion Human attributes identified in the Canadian Human Rights Act or Employment Equity Act When can accommodation be denied? Accommodation poses an undue risk. Cost of a proposed accommodation is so high.

15 Step 9: Hire Step 1: Step 2: Step 3: The Hiring Process Prepare the Offer Letter Prepare written offer including position title and level, job description, salary, benefits, starting date, probationary period, the length of the contract (if applicable), and any other conditions of employment. Follow applicable legislation. Extend Offer Ensure the letter of offer or employment contract is signed before the individual starts work in order to create a legally enforceable document. Keep these papers in the employee's personnel file and provide a copy to the employee. Rejecting Candidates Thank unsuccessful candidates for their interest in working for your business. 15

16 Sample Offer of Employment

17 Orientation process: Welcoming and Orientation Provides information about your business policies and procedures and helps new employees learn about their role and about the culture and values of your business. Why is an orientation program important? Lower turnover Increased productivity Increased motivation Improved morale Lower recruiting and training costs 17

18 New Worker s First Day Worker s First Day: Contact your new hire a week before they start to provide information: Directions to the work site Information about parking or public transit What to wear What time to arrive and how long to expect to be at work The name of their supervisor Greet the new hire on arrival. Introduce to as many people as possible. Invite to eat lunch and/or take breaks with everyone. Ensure all equipment, tools, and paperwork needed are ready. Check-in throughout the day for questions or concerns. 18

19 Orientation Questions Orientation Key Questions to Ask: What do employees need to know about their work environment that will make them safe? What key policies and procedures do employees need to be aware to avoid mistakes? Which policies should be followed up on at a later date to ensure understanding? What information will ensure that a new employee clearly understands what is expected and how his or her job fits into the whole operation? 19

20 Orientation Process: Orientation Process A brief description of the farm s history and current operations. A business overview, including production targets and key objectives. An organizational charts. A tour of the farm, including, facilities, equipment and hazardous areas. A chance to meet and chat with all members of the team. A description of the job requirements and expectations. 20

21 Orientation Process Orientation Process: Completion of paperwork, including how the employee will be paid Key safety information. Key aspects of the management of the farm, including roles and responsibilities of various staff. Policies and practices (e.g., HR manual). Information about the farm s values. Emergency contact information. 21

22 Orientation Checklist 22

23 Legal Context The Government of Canada and all provincial and territorial governments have human rights acts or codes to safeguard the principle of equal employment opportunity. Best practice in HR meet legal requirements that ensure employment practices are fair to all. Employers must be aware of both federal and provincial legislation ion as it relates to: Recruitment ads Applicant forms Interview Hiring Dismissal/termination Promotion Demotion Benefits Wages Workplace harassment

24 Legislation Employment standards set out in federal and provincial legislation determine the minimum conditions of employment. It s important to determine if your business is federally regulated or provincially/territorially regulated. Visit the Employment and Social Development Canada (ESDC) website to find out how your sector is regulated. Key Employment Standards Standards differ from jurisdiction to jurisdiction. Employers can access links to either federal/provincial/territorial government resources found in the AgriHR Toolkit. These areas include: Minimum Wage Hours of work Meal breaks Hours free from work Overtime Vacations and statutory holidays Termination of employment

25 Questions & Answers

26 Touring the Agri HR Toolkit

27 Accessing the CAHRC HRToolkit Visit: Sign-up and use COUPON CODE: ACPCWEBINAR2017 This coupon will provide access to the CAHRC Toolkit for 4 months. Remember, this coupon will expire April 30.

28 Webinar 1: The Importance of Recruitment Webinar 2: The Selection Process Webinar 3: The Hiring Process

29 Questions & Answers

30 Thank You

31 Partnership Advantages for Associations to deliver greater member value: HR & Training Solutions