Corporate Recruiter Cooper Tire & Rubber Co.

Transcription

1 Presented by: Haley Reed Corporate Recruiter Cooper Tire & Rubber Co.

2 RECRUITERS MANTRA: Hire the right person for the right job! Qualifications RESUME Skills Experience

3 If you make a poor hiring decision, your company will experience: Unnecessary increase of investment on recruitment and training Productivity loss Negative impact on employee morale Decreased revenue

4 But how do you look for the right person for the vacant job? Here s the process. 1. Create an accurate job description 2. Market your job 3. Source & Screen applicants 4. Interview

5 Create the Job Description Understand the job and the knowledge, skills & abilities (KSA s) you need Add positives into the description Decide where your team has weakness Separate out required qualifications & preferred Specify how you want to receive applications in the posting

6 Job Description Template The (title of job) is responsible for (insert top 2 or 3 job duties here) This position is located at our (insert address or name of your store) Other job specific duties: (list as many other job functions here) What are the positives of the job? List them here! Basic Qualifications: (These are MUST HAVES for the job) Preferred Qualifications: (These are not required, but would be great to have) Directions on how to apply or submit an application

7 The Bookkeeper/Sales Associate position is located at our Findlay, Ohio Cooper Service location on East Main Cross Street. This position is responsible for handling customers at the counter, answering phone calls, handling sales quotes, scheduling appointments, product services & write ups and will also monitor work orders as they come in.

8 Other job specific duties include: -Handle employee Payroll Deduction program, providing reporting to Corporate Payroll and monitoring employee balances to insure that the correct amounts are deducted -Maintain employee files in conjunction with HR to notate in the system employees who leave the company to help insure balances are collected from their final check -Create and send Daily Operating Report and End of Month reports to Corporate -Code invoices & P card receipts for Manager s approval and signature then organizes with statements and forwards to Corporate Accounts Payable for payment -Handle accounts receivable ROA (received on account) transactions from customers and posts them accordingly -Keep track of employee tire purchases and update employee files accordingly -Double check product receiving reports & closes them out -Maintain invoice and work order files & general filing -Assist in pickup & delivery of customer vehicles & helps shuttle customers to and from work or home

9 The hours of this position are Monday-Friday from 7:30am-5 or 5:30pm, depending on work load as well as every other Saturday 8am-12pm. You will have every Sunday off. ß Positive! This position also qualifies for overtime which averages 7.5 hours/week. ßPositive! This position also qualifies for a full compensation package including PTO, benefits & discount opportunities. ßPositive!

10 Basic Qualifications High school diploma or GED Must have math & basic computer skills Must be detail oriented Must be dependable Valid Ohio driver s license with good driving record Must be able to work well with others and be a team player Preferred Qualifications: ßSeparated basic from preferred qualifications to help during resume sorting Previous bookwork experience preferred, including accounts receivable experience

11 Please apply by ing your resume to insert address or by dropping off your resume at our shop, located at insert street address.

12 Posting your open job FREE OPTIONS! Craigslist postings are FREE! Social media is FREE! (Facebook & Twitter) Ask employees for referrals Ask your delivery drivers for referrals Post a professional looking flier in your shop advertising your job

13 Posting your open job Paid options Monster.com $350+ for 30 days Indeed.com Pay per click model Set your own budget Newspaper ads Often very pricey ($500+ for a week) Staffing Companies Can be expensive You lose some control over the hiring process Will have to adhere to the regulations of the Affordable Care Act

14 Resume Sorting Reviewing & Sorting applications Evaluate applications/resumes every few days, if not everyday If candidate meets all basic qualifications, put them in the in pile If they don t meet basic qualifications, disqualify them, and send them an letting them know

15 The Rejection (or phone call) Dear Candidate Name, We appreciate the submission of your application for the position of (insert job title) at company name. Unfortunately, at this time the company has decided to not consider you any further for this position. Your information will be kept on file to be considered for other future opportunities which may be a closer fit to your experience. Best Regards, Company Name or Manager Name

16 Pre-Interview Process Are you phone interviewing or bringing people onsite? Write out questions to ask each applicant BEFORE the interviews Include behavioral questions (more on this soon!) Use a scoring grid for consistency Have at least 3 people interview for each open spot Invite some of your other employees to take part in the interview process for a broad review on each candidate

17 Interviewing Do s Do turn off your cell phone Do have another employee run the shop while you re interviewing Do ask each applicant the same pre-written questions Do ask the candidate where they found your posting Do sell your job/company Do use a scoring grid & take notes Always end the interview by asking if they have any questions for you Do give them a timeframe on when to expect to hear back from you Do trust your gut

18 Behavioral Questions A behavioral question (also known as STAR Interview Questions) is a question that aims at learning about an applicants past behaviors in specific work situations.

19 Sample Behavioral Questions 1. Tell me about a time you had an upset customer. 2. Tell me about a time you knew you were right... but you still had to follow directions or guidelines. 3. Tell me about the last time your workday ended before you were able to get everything done. 4. Tell me about the last time a coworker got upset with you.

20 Scoring Grid Example Competencies Score (1-5) Comments Relevant Work Experience Customer Focus Leadership Communication Verbal and Non-verbal Clearly expresses thoughts and ideas in an organized pattern. Uses appropriate non-verbal communication. Cultural Fit Yes No

21 Interviewing Don'ts Don t go into the interview unprepared Do not ask questions related to race/ethnicity, age, sexuality, religion, criminal history or disability Do not chew gum Try to ask limited amounts of yes/no questions Do not spend the interview talking about yourself Don t lead the applicants answers

22 After the Interview Gather your team & compare notes Check references of chosen candidate Write & Extend offer letter Once offer is accepted, alert the other candidates that you re moving on with another candidate and thank them for their time (see: rejection slide)

23 What should be in the offer letter?

24 Offer Letter Basics Tentative start date & start time Pay (hourly or salary) Vacation & holiday schedules Paid Time Off Terms of employment

25 Sample Offer Letter

26 Onboarding Make every first day count! 69% of employees are more likely to stay with a company for three years if they experienced great onboarding Up to 20% of employee turnover happens in the first 45 days New employees who went through a structured onboarding program were 58% more likely to be with the organization after three years Organizations with a standard onboarding process experience 50% greater new hire retention

27 Onboarding Arrange a call with the candidate shortly before the starting day to discuss the following: What to bring on the first day (paperwork, drivers license, tools, etc) When to show up What to wear Where to park Lunch schedule

28 First Day Checklist New hire paperwork Arrange a tour of the facility (bathrooms, vending machines, fridge) Have uniforms ready if applicable Introduce new employee to existing staff Schedule time for training (preferably at ecooper for product knowledge and sales) Set performance goals for the year

29 Recruiting for the Future Build relationships with area tech & high schools, join social media, or show up at informal events where you can network with future employees