Hiring Qualified Candidates

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Hiring Qualified Candidates

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Hiring Qualified Candidates

• Melanie Simon
• Human Resource Generalist
• Rebecca Stanonik
• Human Resource Generalist

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Agenda

• Why is it important to focus on hiring the ideal
  candidate?
• Steps of the hiring process
• Posting positions
• Screening resumes/applications
• Interviews
• The job offer

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Hiring the ideal candidate

• A key success factor is having the right people
  in place.
• When you have an opening, hiring the right
  candidate is essential.
• There is a large investment in time and money to
  train a new person and also to work through
  performance issues.
• Recruiting and hiring is often viewed as tedious
  and something to be wrapped up as quickly as
  possible. The process should be looked at as an
  investment in your organizations future.

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Hiring Process Steps

• Posting positions
• Screening resumes/applications
• Interviews
• The job offer

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Hiring Process Steps

• Posting positions
• Several options for posting newspaper, websites
  (company and career search engines), internal
  postings, temporary services, universities,
  professional organizations, internal referrals,
  industry publications
• Posting should include position details and
  responsibilities, location, required
  skills/degrees/knowledge/experience, how to
  apply, organization sell/overview

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Hiring Process Steps

• Screening resumes
• Does the applicant have relevant experience?
• Does the skill-set and knowledge match job
  requirements?
• Is there involvement in community and
  professional activities?
• Does education meet position requirements?
• Is the resume professional looking no
  spelling/grammatical errors, comfortable flow
• Potential red flags
• employment gaps
• frequent job changes
• longevity in positions
• not necessarily a knock-out but need to
  understand why

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Hiring Process Steps

• Screening applications
• Is the application complete?
• Is there any relevant information missing?
• Has the applicant indicated you may contact
  former supervisors/managers/places of employment?
• Is the candidate eligible to work in the United
  States?
• Are there spelling or grammar errors?
• Did the applicant sign the application?

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Hiring Process Steps

• Phone Interview
• Generally used as an initial screening tool to
  narrow the pool of candidates
• Good for weeding out individuals with solid
  resumes who are not a fit for the role
• Provides additional detail not available on a
  resume
• Reason for applying
• Computer skills
• Communication skills
• Availability
• Salary requirements
• Generally no longer than 30 minutes

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Hiring Process Steps

• On-site interviews
• Can do 1-on-1 interviews or group/panel
  interviews
• Generally, individuals should meet with more than
  one person during the interview process (3-4 is
  ideal)
• Ask open-ended questions looking for specific
  examples
• Tell me about a time when you had multiple
  deadlines to meet. How did you prioritize your
  time so you were able to meet them all? How did
  you handle the situation if you were unable to
  meet them all?
• Tell me about a time when you had to go above and
  beyond the call of duty in order to accomplish
  something. Why was it important for you to do
  so? What was the outcome?
• Past behavior is often an example of future
  behavior!

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Hiring Process Steps

• What to listen for in the answer?
• Is it concise and detailed? Were all parts of
  the question answered?
• CAR
• Circumstance What is the event or situation
  that the candidate is explaining?
• Action What action did the candidate take? Was
  it appropriate?
• Result What was the outcome?

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Hiring Process Steps

• General Guidelines
• Look for general professionalism dressed
  appropriately, prompt, friendly
• The candidate is also interviewing you and your
  organization is this somewhere they want to
  work?
• Dont keep candidates waiting
• Be prepared know what is on the resume
• Be friendly present a good image of the
  organization
• Be aware of the image your actions/behaviors/state
  ments communicate about the organization
• Know what you can and cant ask during an
  interview

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Protected Classes in Wisconsin

• Wisconsin law provides protection for a wider
  scope of individuals than federal law
• Protected classes under Wisconsin law

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Hiring Process Steps

• Some questions are illegal and inappropriate.
  Some information should not be a factor in the
  hiring decision
• Are you married?
• Do you have children? Do you plan on having
  children?
• How old are you?
• How many days were you absent from work last
  year?
• Questions need to be job related
• The required hours for this position are
  800-430. Are you able to work these hours?
• This position requires 20 overnight travel. Are
  you able to meet this requirement?
• How many days do you think its appropriate for
  an individual to miss work in a year, outside of
  vacations?

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Hiring Process Steps

• Making the job offer
• Once ideal candidate is selected, should check
  references
• May want to consider a background check
• Offer should be presented by hiring manager
  allows candidate to ask questions
• Written offer should be sent to candidate
• Once offer is accepted, should be signed by
  candidate and manager
• Prompt follow-up for those not selected is
  important

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• Questions?

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• THANK YOU!

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Questions?