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HR. Payroll. Benefits.
RecruitingandHiring—Tips and Trends for Attracting Top Candidates
April 21, 2015
Renee is a certified HR Specialist with over 10 years of HR experience in the small business arena.
Renee Maher, SPHR
Keith is Division Vice President for the First Year Associate Experience Program for Small Business Services at ADP.
Keith Gilman, FPC
Today’s Presenters
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.
Welcome to the Webcast!
© 2015 ADP, LLC. This content provides practical information concerning the subject matter covered and is provided with the understanding that ADP is not rendering legal advice or other professional services. 3
© 2015 ADP, LLC. This content provides practical information concerning the subject matter covered and is provided with the understanding that ADP is not rendering legal advice or other professional services.
Logistics and Resources
4
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
© 2015 ADP, LLC. This content provides practical information concerning the subject matter covered and is provided with the understanding that ADP is not rendering legal advice or other professional services.
Agenda
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Source: ADP National Employment Report
248 242
208
297
232215
252
231
284275
220 214
189
0
50
100
150
200
250
300
350
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
Thou
sand
s
Chart 1. Change in Nonfarm Private Employment
© 2015 ADP, LLC. This content provides practical information concerning the subject matter covered and is provided with the understanding that ADP is not rendering legal advice or other professional services.
Small businesses alone created 57% of those jobs.
© 2015 ADP, LLC. This content provides practical information concerning the subject matter covered and is provided with the understanding that ADP is not rendering legal advice or other professional services. 7
Source: ADP National Employment Report
46%ofcompaniessaythatrecruitinghighly‐skilledtalentisthemostimportantareaofinterestfortheirorganization.
LinkedIn Report:
© 2015 ADP, LLC. This content provides practical information concerning the subject matter covered and is provided with the understanding that ADP is not rendering legal advice or other professional services. 8
Source: LinkedIn Talent Solutions 2015 Global Recruiting Trends
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?
© 2015 ADP, LLC. This content provides practical information concerning the subject matter covered and is provided with the understanding that ADP is not rendering legal advice or other professional services.
Questions to Ask
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WhoDoYouNeedtoHire?
STEP ONE
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Interns
Seasonal workers
Temporary workers
Minors
Full-time employees
Part-time employees
Types of Hires
© 2015 ADP, LLC. This content provides practical information concerning the subject matter covered and is provided with the understanding that ADP is not rendering legal advice or other professional services. 11
© 2015 ADP, LLC. This content provides practical information concerning the subject matter covered and is provided with the understanding that ADP is not rendering legal advice or other professional services.
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: https://webapps.dol.gov/summerjobs
Interns
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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
http://www.dol.gov/whd/regs/compliance/whdfs71.pdf
© 2015 ADP, LLC. This content provides practical information concerning the subject matter covered and is provided with the understanding that ADP is not rendering legal advice or other professional services.
Can Interns Be Unpaid? DOL Six-Part Test
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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 © 2015 ADP, LLC. This content provides practical information concerning the subject matter covered and is provided with the understanding that ADP is not rendering legal advice or other professional services.
© 2015 ADP, LLC. This content provides practical information concerning the subject matter covered and is provided with the understanding that ADP is not rendering legal advice or other professional services.
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
© 2015 ADP, LLC. This content provides practical information concerning the subject matter covered and is provided with the understanding that ADP is not rendering legal advice or other professional services. 16
Jobs Restrictions for Minors
Excavation Mining Manufacturing Explosives
Driving a Motor Vehicle
Operating Power
Equipment
http://www.youthrules.dol.gov/know-the-limits/14-15.htm
© 2015 ADP, LLC. This content provides practical information concerning the subject matter covered and is provided with the understanding that ADP is not rendering legal advice or other professional services.
Full-Time & Part-Time Workers Fill a long-term need with your
company
Part-timers may be a cost-effective option when demand doesn’t warrant 40 hours/week
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WhatDoesThisPersonNeedtoDo?
STEP TWO
© 2015 ADP, LLC. This content provides practical information concerning the subject matter covered and is provided with the understanding that ADP is not rendering legal advice or other professional services. 18
© 2015 ADP, LLC. This content provides practical information concerning the subject matter covered and is provided with the understanding that ADP is not rendering legal advice or other professional services. 19
• Explain perks to attract talentDescription of the company
• List key job responsibilitiesDescription of the role
• Years of experience, education, or skillsRequired qualifications
• Job-related background checks, etc. Selection requirements
• Demonstrates fairness Equal employment opportunity statement
© 2015 ADP, LLC. This content provides practical information concerning the subject matter covered and is provided with the understanding that ADP is not rendering legal advice or other professional services. 20
Develop a Job Ad
© 2015 ADP, LLC. This content provides practical information concerning the subject matter covered and is provided with the understanding that ADP is not rendering legal advice or other professional services. 21
Sally’s Hair SalonAdministrative 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 www.sallyshairsalondallas.com
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
Apply Now:To apply, visit our website, at www.sallyshairsalondallas.com/careers
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.
Chip’s BakeryAdministrative 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: www.yumchipsbakery.com
Qualified candidate, preferably with no children, will be able to travel, whenever needed.
HowWillYouFindTopTalent?
STEP THREE
© 2015 ADP, LLC. This content provides practical information concerning the subject matter covered and is provided with the understanding that ADP is not rendering legal advice or other professional services. 22
45%ofcompaniessaidtheirbiggestobstacletoattractingthebesttalentin2014wascompetitionandcompensation.
LinkedIn Report:
© 2015 ADP, LLC. This content provides practical information concerning the subject matter covered and is provided with the understanding that ADP is not rendering legal advice or other professional services.
Source: LinkedIn Talent Solutions 2015 Global Recruiting Trends
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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
Millennials
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Source: Pricewaterhouse Coopers
© 2015 ADP, LLC. This content provides practical information concerning the subject matter covered and is provided with the understanding that ADP is not rendering legal advice or other professional services.
© 2015 ADP, LLC. This content provides practical information concerning the subject matter covered and is provided with the understanding that ADP is not rendering legal advice or other professional services. 25
74%
64%
62%
59%
0% 20% 40% 60% 80%
Internet Job Boards
Company Career Website
Internal Hires
Social Professional Networks
Top Sources for Quantity of Hire
Source: LinkedIn Talent Solutions 2015 Global Recruiting Trends
Internal Candidates
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Consider transfers or promotions
Boosts morale
Lowers recruiting costs
Creates a new vacancy
© 2015 ADP, LLC. This content provides practical information concerning the subject matter covered and is provided with the understanding that ADP is not rendering legal advice or other professional services.
Encourage employees to refer qualified people they know
Employees rewarded for successful referrals
Have a written policy on program rules
Employee Referrals
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Refer back to your hiring records
An applicant who wasn’t the right fit then, may be now
Cuts down on recruiting costs
Applications on File
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Contact college career centers
Gain access to a large pool of motivated talent
College Students
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Professional Network
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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
Can be affordable
Reach a broad audience quickly
Cast a wide net
Reach “passive” candidates
Online Postings
© 2015 ADP, LLC. This content provides practical information concerning the subject matter covered and is provided with the understanding that ADP is not rendering legal advice or other professional services. 31
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
© 2015 ADP, LLC. This content provides practical information concerning the subject matter covered and is provided with the understanding that ADP is not rendering legal advice or other professional services.
Online Posting Tips
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Develop a policy
Designate a search person
Don’t request passwords
Don’t take the information at face value
© 2015 ADP, LLC. This content provides practical information concerning the subject matter covered and is provided with the understanding that ADP is not rendering legal advice or other professional services.
Social Media Considerations
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HowWillYouIdentifyQualifiedCandidates?
STEP FOUR
© 2015 ADP, LLC. This content provides practical information concerning the subject matter covered and is provided with the understanding that ADP is not rendering legal advice or other professional services. 34
© 2015 ADP, LLC. This content provides practical information concerning the subject matter covered and is provided with the understanding that ADP is not rendering legal advice or other professional services.
Source: CareerBuilder Survey
Nearly7 outof10businessesareaffectedbyabadhire.
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Ask candidates job-related questions prior to an interview
Assess whether they have the minimum qualifications
Be consistent
Pre-Screening Questions
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Determines whether candidates meet the minimum qualifications
Use in conjunction with an employment application and other pre-screening tools
Reviewing Resumes
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Help verify information on a resume
Provide additional details the applicant may have left out
Key components:
– Preferred schedule
– Salary requirements
– Work authorization
Application Forms
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– Education
– Employment history
– References
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Prohibit criminal history inquiries on job applications
Some states prohibit these questions until after an initial interview or a conditional job offer
“Ban the Box” Considerations
© 2015 ADP, LLC. This content provides practical information concerning the subject matter covered and is provided with the understanding that ADP is not rendering legal advice or other professional services. 39
AreYouPreparedtoConductInterviews?
STEP FIVE
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Help decide whether to have in-person meeting
Clarify questions from their resume or application form
Express interest and be enthusiastic
Phone Interviews
41 © 2015 ADP, LLC. This content provides practical information concerning the subject matter covered and is provided with the understanding that ADP is not rendering legal advice or other professional services.
Be prepared
Consider body language
Don’t jump to conclusions
Decisions must be job-related
Video Interviews
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“Open-ended” questions
• Require examples or an explanation
Situational or “behavioral-
based” questions
• Provide an example of past behavior
Problem-solving questions
• Show how a candidate would respond to a situation
© 2015 ADP, LLC. This content provides practical information concerning the subject matter covered and is provided with the understanding that ADP is not rendering legal advice or other professional services. 43
Preparing Interview Questions
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Questions to Avoid
Avoid: Alternative:
“How old are you?” or “What year did you graduate high school?” “Are you at least 21 years of age?”
“Have you ever been arrested?” or “Have you ever been convicted of a crime? None.
“Where were you born?” “Are you authorized to work in the U.S.?” (on application forms)
“What is your religion?” or “Are you available to work on Sundays?” “Are you able to work the required schedule?”
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Questions to Avoid
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Avoid: Alternative:
“Have you ever filed for bankruptcy?” or “What is your credit score?” None.
“Are you pregnant?” or “Do you have children?” or “Are you married?”
“This job requires extensive travel and overtime. Can you meet those requirements?”
“Do you have any health problems?”
“Can you perform the essential functions of the job either with or without reasonable accommodation?”
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
During and After the Interview
© 2015 ADP, LLC. This content provides practical information concerning the subject matter covered and is provided with the understanding that ADP is not rendering legal advice or other professional services. 46
WhatisYourSelectionProcess?
STEP SIX
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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
Making a Selection Decision
© 2015 ADP, LLC. This content provides practical information concerning the subject matter covered and is provided with the understanding that ADP is not rendering legal advice or other professional services. 48
© 2015 ADP, LLC. This content provides practical information concerning the subject matter covered and is provided with the understanding that ADP is not rendering legal advice or other professional services.
Extending an Offer
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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, 2015. 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 Date
Printed Name Date
WhatAreTheNextSteps?
STEP SEVEN
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Obtain the candidate’s written consent
Verify:
– Past and present jobs
– Attendance history
– Pay
– Responsibilities
– Eligibility for rehire
Reference Checks
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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
Background Checks (Where Appropriate)
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Required Forms:
Notice of Coverage Options
Form I-9
Form W-4
State-Required Forms
Complete New Hire Paperwork
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Other Recommended Forms:
Emergency contact
Handbook acknowledgment
Receipt of company property
Payroll authorization
Benefit enrollments
Decide on the type of hire
Develop a job description
Determine recruiting strategy
Establish a selection process
Key Takeaways
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Make a selection decision
Consider job-related background checks
Complete new hire paperwork
Retain hiring records
© 2015 ADP, LLC. This content provides practical information concerning the subject matter covered and is provided with the understanding that ADP is not rendering legal advice or other professional services.
© 2015 ADP, LLC. This content provides practical information concerning the subject matter covered and is provided with the understanding that ADP is not rendering legal advice or other professional services. 55
ADP National Employment Report: www.adpemploymentreport.com
LinkedIn Report: https://business.linkedin.com/talentsolutions/resources/recruiting-tips/global-recruiting-trends
Career Builder Survey: http://www.careerbuilder.com/share/aboutus/pressreleasesdetail.aspx?sd=12/13/2012&id=pr730&ed=12/31/2012
Pricewaterhouse Coopers Study: http://www.pwc.com/gx/en/managingtomorrows-people/future-of-work/assets/reshaping-the-workplace.pdf
References
Thank you for attendingThe 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 http://sbshrs.adpinfo.com/hrsolutions
© 2015 ADP, LLC. This content provides practical information concerning the subject matter covered and is provided with the understanding that ADP is not rendering legal advice or other professional services. 56