ABCs of Hiring Process: Attracting Applicants, Basics of Background Checks and Creative Compensation

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ABCs of Hiring Process: Attracting Applicants, Basics of Background Checks and Creative Compensation

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Title: ABCs of Hiring Process: Attracting Applicants, Basics of Background Checks and Creative Compensation

1
ABCs of Hiring Process Attracting Applicants,
Basics of Background Checks and Creative
Compensation
2
Establish an organizational process to fill
vacancies

Establish a policy that explains who has the
authority to approve open positions, and new
positions.
Determine how your agency responds to internal
job candidates.
Make sure you have an up-to-date job description
that articulately describes the duties of the
position.
Make sure your agency establishes a salary range
for each open position.

3
Interviewingart or science?

The purpose of the interview is to evaluate a
candidate to determine if she is a good match for
your organization, and vice versa.
Schedule the interview at a convenient time for
you and the interviewee try not to schedule the
interview the same day you call to schedule the
interviewthats typically a red flag that the
company is desperate.
An interview should last at least 1-2 hours to
get a good understanding of the candidate, her
skills, and assess her compatibility for the
position and your organization.
Update or create a job description for the
position that provides a detail list of job
duties, reporting relationships, and location of
position.

4
Behavior Base Interviewing

The premise behind behavioral interviewing is
that the most accurate predictor of future
performance is past performance in similar
situations.
Behavior interviewing is said to be 55 percent
predictive of future on-the-job behavior, while
traditional is only 10 percent predictive.
Behavioral-based interviewing ask specific,
rather than general questions about work related
experiences and behaviors.

5
Behavior Base Cont

When an applicant starts to tell a behavioral
story, the behavioral interviewer typically will
pick it apart to try to get at the specific
behavior. The interviewer will probe further for
more depth or detail such as What were you
thinking at that point? or Tell me more about
your meeting with that person, or Lead me
through your decision process. If the applicant
told a story thats anything but totally honest,
his response will not hold up through the barrage
of probing questions.

6
Interview Avoidances

Refrain from questions that seek
Sexual Orientation
Race
Religion
Nationality
Age

Debate about personal issues
Guarantee of a job before all proper checks have
been completed

7
Sample Behavioral Questions

Describe a situation in which you were able to
use persuasion to successfully convince someone
to see things your way.
Describe a time when you were faced with a
stressful situation that demonstrated your coping
skills.
Give me a specific example of a time when you
used good judgment and logic in solving a
problem.
Give me an example of a time when you set a goal
and were able to meet or achieve it.
Tell me about a time when you had to use your
presentation skills to influence someone's
opinion.

8
Sample Behavioral Questions Cont

Give me a specific example of a time when you had
to conform to a policy with which you did not
agree.
Tell me about a time when you had to go above and
beyond the call of duty in order to get a job
done.
Give me an example of a time when you had to make
a split second decision.

9
Sample Behavior Questions Cont

Give me an example of when you showed initiative
and took the lead on a project.
Give me an example of a time when you motivated
others.
Give me an example of a time when you used your
fact-finding skills to solve a problem.

10
Creative Compensation practices

Create an environment that employees want to
work.
Find out what your competitors are paying for
similar positions and meet or beat the salary.
Offer flexible work schedules.
Offer to pay a portion of top level employees
cell phone bill or offer company cell phones.
Offer employees access to your services.
Offer staff development training.

11
Cont

Offer attractive titles
Ask employees what would improve their work
environment.
Offer pizza parties once a month or once a
quarter.
Offer employees an opportunity to showcase their
skills.
Review employees work performance annually, even
if you cant afford to give a merit increase each
year.
Offer a merit bonus, rather than a merit increase
Increase number of holidays, annual leave and/or
sick days offered to employees.

12
Whats The purpose of a Background Check?

A criminal background check allows an employee to
find out if an applicant has been convicted for
any felony or misdemeanor crimes in the last
seven years.
A reference background check allows an employer
to talk with applicants prior employers,
co-workers, or business associates to get an idea
of their work history.
A background check gives an employer the peace of
mind that it has done due diligence to ensure all
information provided by the applicant is correct.

13
Employee Screening