Recruiting and Hiring

Transcription

1 Recruiting and Hiring Tips and Trends for Attracting Top Candidates April 21, 2015 HR. Payroll. Benefits.

2 Today s Presenters Keith Gilman, FPC Renee Maher, SPHR Keith is Division Vice President for the First Year Associate Experience Program for Small Business Services at ADP. Renee is a certified HR Specialist with over 10 years of HR experience in the small business arena.

3 Welcome to the Webcast! This information is the property of ADP, LLC (ADP). It may not be distributed, reproduced, modified, sold or used without the written permission of ADP. The information is provided as is without any expressed or implied warranty, is based on generally accepted HR practices and is advisory in nature. This content provides a high level overview and practical information concerning the subject matter covered and is provided with the understanding that neither the publisher nor the writers are rendering legal advice or other professional services. Employers are encouraged to consult with their legal counsel or with an experienced employment law attorney for legal advice regarding specific facts concerning the organization s compliance with applicable legislation. 3

4 Logistics and Resources 4

5 Agenda Effective recruiting, interviewing and hiring techniques How to assess staffing needs and craft an effective job ad Considerations for hiring interns, minors, and seasonal workers Online job postings and social media Trends in ban the box legislation Qualifying candidates and finding the right fit Conducting job-related background checks 5

6 350 Chart 1. Change in Nonfarm Private Employment Thousands Mar-14 Apr-14 May-14 Jun-14 Jul-14 Aug-14 Sep-14 Oct-14 Nov-14 Dec-14 Jan-15 Feb-15 Mar-15 Source: ADP National Employment Report 6

7 Small businesses alone created 57% of those jobs. Source: ADP National Employment Report 7

8 LinkedIn Report: 46% of companies say that recruiting highly skilled talent is the most important area of interest for their organization. Source: LinkedIn Talent Solutions 2015 Global Recruiting Trends 8

9 Questions to Ask 1. Who do you need to hire? 2. What does this person need to do? 3. How will you find top talent? 4. How will you identify qualified candidates? 5. Are you prepared to conduct interviews? 6. What is your selection process? 7. What are the next steps? 9

10 STEP ONE Who Do You Need to Hire? 10

11 Types of Hires Interns Seasonal workers Temporary workers Minors Full-time employees Part-time employees 11

12 Interns Students gain work experience in their field of study Businesses get access to a motivated and eager applicant pool Opportunity to discover a potential future hire DOL Summer Jobs+ Bank: 12

13 Can Interns Be Unpaid? DOL Six-Part Test 1. The internship is similar to academic training 2. It s for the benefit of the intern 3. The intern does not displace regular employees 4. The employer gets no immediate advantage; operations may be impeded 5. The intern is not necessarily entitled to a job at the end; and 6. Both parties understand that the intern is not entitled to pay 13

14 Seasonal Workers & Temps Start the process early Larger applicant pool Increased training time These workers are: Protected by employment laws Generally entitled to the same rights and benefits as employees 14

15 Minors In the summer months, the FLSA allows 14 and 15-year olds to work: Between 7 a.m. and 9 p.m. Up to 8 hours in a day Up to 40 hours in a week 15

16 Jobs Restrictions for Minors Excavation Mining Manufacturing Explosives Driving a Motor Vehicle Operating Power Equipment 16

17 Full-Time & Part-Time Workers Fill a long-term need with your company Part-timers may be a costeffective option when demand doesn t warrant 40 hours/week 17

18 STEP TWO What Does This Person Need to Do? 18

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20 Develop a Job Ad Description of the company Description of the role Explain perks to attract talent List key job responsibilities Required qualifications Years of experience, education, or skills Selection requirements Equal employment opportunity statement Job-related background checks, etc. Demonstrates fairness 20

21 Sally s Hair Salon Administrative Assistant (full-time) Dallas, Texas $15-$18/hour, DOE Sally s Hair Salon is seeking a highly organized and detail-oriented administrative assistant. We offer competitive benefits, including health insurance, 401(k), and paid time off. Visit us online at Responsibilities: Answer phones and direct incoming calls Greet guests Schedule appointments Order office supplies Maintain and update online filing systems Requirements: Minimum of 5 years of related experience Ability to work independently with little to no supervision Ability to work in a fast-paced environment Chip s Bakery Administrative Assistant (part-time) We re looking for an administrative assistant to answer phones, order supplies, maintain files, and coordinate travel plans. Requirements: Minimum of 10 years of related experience Ability to work independently Ability to multi-task Visit our website to apply: Qualified candidate, preferably with no children, will be able to travel, whenever needed. Apply Now: To apply, visit our website, at Sally s Hair Salon is an equal opportunity employer (EOE). We do not discriminate on the basis of race, religion, color, sex, age, national origin, disability, military status, genetic information, or any other characteristics protected under law. 21

22 STEP THREE How Will You Find Top Talent? 22

23 LinkedIn Report: 45% of companies said their biggest obstacle to attracting the best talent in 2014 was competition and compensation. Source: LinkedIn Talent Solutions 2015 Global Recruiting Trends 23

24 Millennials The digital generation: 41% would rather communicate electronically It s not all about money: 52% said opportunities for career progression makes an employer most attractive Source: Pricewaterhouse Coopers 24

25 Top Sources for Quantity of Hire Social Professional Networks Internal Hires Company Career Website Internet Job Boards 59% 62% 64% 74% 0% 20% 40% 60% 80% Source: LinkedIn Talent Solutions 2015 Global Recruiting Trends 25

26 Internal Candidates Consider transfers or promotions Boosts morale Lowers recruiting costs Creates a new vacancy 26

27 Employee Referrals Encourage employees to refer qualified people they know Employees rewarded for successful referrals Have a written policy on program rules 27

28 Applications on File Refer back to your hiring records An applicant who wasn t the right fit then, may be now Cuts down on recruiting costs 28

29 College Students Contact college career centers Gain access to a large pool of motivated talent 29

30 Professional Network Use personal and professional contacts to find candidates A cost-effective and powerful recruiting tool Reach a diverse group of talented candidates by using professional social networks 30

31 Online Postings Can be affordable Reach a broad audience quickly Cast a wide net Reach passive candidates 31

32 Online Posting Tips Experiment with keywords Get to the point Sell your company Understand the features of the job site Don t assume the site will do the work for you 32

33 Social Media Considerations Develop a policy Designate a search person Don t request passwords Don t take the information at face value 33

34 STEP FOUR How Will You Identify Qualified Candidates? 34

35 Nearly 7 out of 10 businesses are affected by a bad hire. Source: CareerBuilder Survey 35

36 Pre-Screening Questions Ask candidates job-related questions prior to an interview Assess whether they have the minimum qualifications Be consistent 36

37 Reviewing Resumes Determines whether candidates meet the minimum qualifications Use in conjunction with an employment application and other pre-screening tools 37

38 Application Forms Help verify information on a resume Provide additional details the applicant may have left out Key components: Preferred schedule Salary requirements Work authorization Education Employment history References 38

39 Ban the Box Considerations Prohibit criminal history inquiries on job applications Some states prohibit these questions until after an initial interview or a conditional job offer 39

40 STEP FIVE Are You Prepared to Conduct Interviews? 40

41 Phone Interviews Help decide whether to have inperson meeting Clarify questions from their resume or application form Express interest and be enthusiastic 41

42 Video Interviews Be prepared Consider body language Don t jump to conclusions Decisions must be job-related 42

43 Preparing Interview Questions Open-ended questions Require examples or an explanation Situational or behavioralbased questions Provide an example of past behavior Problem-solving questions Show how a candidate would respond to a situation 43

44 Questions to Avoid Avoid: How old are you? or What year did you graduate high school? Have you ever been arrested? or Have you ever been convicted of a crime? Where were you born? What is your religion? or Are you available to work on Sundays? Alternative: Are you at least 21 years of age? None. Are you authorized to work in the U.S.? (on application forms) Are you able to work the required schedule? 44

45 Questions to Avoid Avoid: Alternative: Have you ever filed for bankruptcy? or What is your credit score? Are you pregnant? or Do you have children? or Are you married? Do you have any health problems? None. This job requires extensive travel and overtime. Can you meet those requirements? Can you perform the essential functions of the job either with or without reasonable accommodation? 45

46 During and After the Interview Thank candidates for coming in Let them do the talking Answer their questions Set follow-up expectations Get feedback from those who met the candidate 46

47 STEP SIX What is Your Selection Process? 47

48 Making a Selection Decision Compare and rank candidates Don t make a decision based on a gut feeling Consider the applicant s ability to perform the job Document all hiring decisions 48

49 Extending an Offer Dear Sarah: I am pleased to extend an offer of employment with Sally s Hair Salon. Your position will be Administrative Assistant reporting to the Office Manager. Your scheduled start date is May 1, You will receive compensation in the amount of $17 per hour, provided you have rendered services during the pay period, subject to any deductions permitted under law. As a full-time employee of Sally s Hair Salon you will be expected to work during the hours of 8 am to 5 pm Tuesday through Saturday. You are eligible for the benefits listed in your New Employee Orientation Packet. However, any benefits currently provided may be changed or revoked at any time. This offer of employment is contingent upon the successful completion of a background check. Sally s Hair Salon is an at-will employer. This means that both you and Sally s Hair Salon reserve the right to terminate the employment relationship at any time for any reason. This letter does not constitute a contract of employment. If you are in agreement with the terms of this offer of employment, please sign below. I am pleased that you will be joining our team and look forward to working with you. Employee acceptance of job offer: Signature Printed Name Date Date 49

50 STEP SEVEN What Are The Next Steps? 50

51 Reference Checks Obtain the candidate s written consent Verify: Past and present jobs Attendance history Pay Responsibilities Eligibility for rehire 51

52 Background Checks (Where Appropriate) Obtain authorization from the candidate Adhere to federal, state, and local laws Decisions must be job-related and consistent with business necessity Refer to EEOC guidance 52

53 Complete New Hire Paperwork Required Forms: Notice of Coverage Options Form I-9 Form W-4 State-Required Forms Other Recommended Forms: Emergency contact Handbook acknowledgment Receipt of company property Payroll authorization Benefit enrollments 53

54 Key Takeaways Decide on the type of hire Develop a job description Determine recruiting strategy Establish a selection process Make a selection decision Consider job-related background checks Complete new hire paperwork Retain hiring records 54

55 References ADP National Employment Report: LinkedIn Report: cruiting-tips/global-recruiting-trends Career Builder Survey: sdetail.aspx?sd=12/13/2012&id=pr730&ed=12/31/2012 Pricewaterhouse Coopers Study: 55

56 Thank you for attending The information contained in this Webcast is based on generally accepted HR practice and is advisory in nature. This content provides a high level overview and practical information concerning the subject matter covered and is provided with the understanding that neither the publisher nor the writers are rendering legal advice or other professional services. For more information contact your ADP Representative or visit 56