Hiring the Right Employee

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Hiring the Right Employee
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What is an Established Hiring Process

• A Hiring Process
• Series of steps that must be completed in order
  to recruit, interview and select highly qualified
  employees.
• Utilize company guidelines and tools that help
  all parties involved in the process.

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Written Job Descriptions ADA compliance

• A written job description should include
  knowledge, skills and physical abilities of the
  job.
• Have the job description reviewed by current
  employees and supervisors.
• Resource Occupational Information Network online
  site for sample job descriptions
  (http//online.onetcenter.org )

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Recruiting Tools

• Post jobs internally
• Contact a recruiting agency
• Place help wanted ads in a wide range of sources
  (local newspapers, trade journals, local
  networking agencies, DET, career web sites)
• Post openings on company web site access to
  apply directly on line
• Attend job fairs
• Conduct on-campus recruiting
• Network within industry

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Screen In vs. Screen Out

• Screen Out Reasons to reject them
• Screen In Look for skills and experience in
  applicants that qualify them for the open
  position you can ask questions about the things
  that may have screened them out.

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Screening your applicants utilizing a
pre-interview questionnaire

• Save yourself time 30 minute phone screening
• Ask questions pertaining to the position and what
  they can individually contribute to the position.
• This will allow you to conduct an initial review
  of candidates and gain a bit of insight into
  their motivation for the position.

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Legally what can you ask in an interview?

• Keep questions linked to job performance and
  individual contribution Do ask
• Job history Gaps in employment
• Changes in industry Why this job
• Experiences in last position Why this company
• BE CAREFUL NOT TO GET PERSONAL Do NOT ask..
  Anything related to physical appearance
• Sex/Gender Race/color Creed
• Disability Age Veteran status
• National origin Religion Children
• Citizenship Arrest history Marital status

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Supervisors/Managers Roll

• Always supply a minimal guideline of interview
  questions for your supervisors/managers.
• Emphasis that KEY questions should be asked to
  all candidates.
• Ask for their evaluation to be written and
  returned to you.
• Never allow them to make a job offer or discuss
  salary. NO PROMISES
• They should never be the sole decision maker.

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Reference Checking Prior to Extending a Job
Offer

• Use an established Reference Checklist
• Always verify if you can contact current employer
• Try to keep questions geared towards job
  qualifications
• Do not ask personnel questions
• Ask if they have anything they would like to add
  - any comments?
• Would they hire this person to work for them?

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Making the offer contingent upon

• Always make job offers contingent upon successful
  completion of all pre-employment screening
• Drug Test
• Physical Examination
• Skills Test
• Verification of facts on application
• Character assessment
• Make the offer in writing!!!

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Pre-employment physicals

• Partner with an occupational health clinic
• Supply written job descriptions that include
  physical demands of the job.
• Position profiles supplied to clinic as
  guidelines of what test to perform on a specified
  job not based an individual candidate.
• Ensure that medical provider is utilizing a
  Medical History Questionnaire (supplied by you or
  them)

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Pre-employment backgrounds checks

• Request for Driving Record / Motor Vehicle check
• Criminal (CORI) check
• Past workers compensation history
• Mass. Bureau
• 800-323-3249 x470
• You will need to supply individuals name and
  social security number

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Probationary Periods Your Friend

• A defined period of time, usually the first
  90-days, that allows you to closely monitor the
  employees progress
• Conduct a review
• Gather input from supervisor and co-workers
• Ask employee their impression of the job
• Have they had any injuries? Attendance issues?
• USE YOUR PROBATIONARY PERIOD!

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New Employee Orientation Beyond

• Policies Procedures A Must!!! Signed
  Acknowledgement
• Employee Mentoring
• Retention Programs
• Follow Up during the first 90 days

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• Hiring is a PROCESS
• Not a one time event!!
• We are always a resource

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WEBBER GRINNELL
Take Root with Webber Grinnell