Effective Hiring Practices

1
Effective Hiring Practices

• Presented to SPCLC Governance Committee
• by Debbie Cushman, HR Director, MLC
• October 15, 2009

2
People

• Humans are a nonprofits greatest resource
• Goal of hiring find the best available match

3
Costs of a Poor Match

• Decreased satisfaction
• Lower program results
• Morale of others
• Turnover
• Damage to agency reputation
• Happy people tell 3 others
• Unhappy people tell 10

4
BLS 2005-06 Turnover Data
Bureau of Labor Statistics
5
BLS 2005-06 Turnover Data
6
KSAOs

• Knowledge, Skills, Abilities, Other

JOB
PERSON
7
KSAOs ESL Teacher

• Knowledge Skills Abilities Other

• M.A. in ESL
• Teaching License
• TEFL/TESOL Certificate
• Immersion in another culture

• Lesson Planning
• Computer Skills
• Problem-solving skills

• Classroom management
• Effective Interpersonal Communication
• Excellent Listener

• Commitment to Education
• Pleasant Personality
• Master Gardener

8
Topic A Overview of Standard Hiring Process

• Job Design
• Compensation
• Authorization
• Recruitment
• Screening
• Selection
• Orientation
• 3-Month Check-in
• Exit Interview

9
1. Job Design

• Know the job before you fill it
• New position?
• Changes to previous position?
• Reports to / works with?
• Accurate allocation (part-time, full-time)

10
2. Compensation

• Know the budget
• Know your agencys practice about communicating
  compensation
• Give applicants a range

11
3. Authorization

• Good idea to have an approval process
• Initiates the posting process
• Who writes it?
• Who posts it?
• Who receives the applications?

12
4. Recruitment

• Most Twin Cities nonprofits ? 95 of applicants
  see posting on www.mncn.org
• Other sources
• Personal contacts
• www.minnesotaworks.net
• Listservs
• Newspapers

13
5. Screening

• Review resumes screen carefully against
  qualifications (dont make exceptions)
• Generate 1st 2nd tier groupings
• Conduct phone screens
• Why looking?
• Salary / Location / Hours
• Key qualifications
• Licensures, etc.

14
6. Selection

• Interviews
• One round or two?
• Panel
• Questions
• Agency overview
• Make applicants feel at ease
• Time for questions
• Communicate timing / follow-up

15
6. Selection (cont.)

• References
• Background Check
• Rejection Letters Phone Calls
• Details of job offer
• Phone
• Follow-up email
• Formal offer letter

16
7. Orientation

• Welcome
• Tasks
• People
• Agency overview
• Agency culture

17
8. 3-Month Check-in

• Whats going well
• Whats missing
• Changes to orientation

18
9. Exit Interview

• Such a thing as good turnover
• Rearrange the pieces
• Inform future hiring

19
Topic B Legal Compliance

• It is against the law for employers, employment
  agencies, and labor unions to discriminate on the
  basis of
• Race
• Creed
• Religion
• Color
• Sex
• Sexual or affectional orientation
• National origin or ancestry
• Familial status
• Age
• Disability,
• Marital status or
• Status with regard to public assistance
• in advertising job openings, accepting job
  applications, hiring, tenure, wages or salary,
  upgrading or promotion, conditions and
  privileges, discharge, union membership,
  referring individuals to jobs, and
  apprenticeship.
• (Note Exemptions are allowed under the law when
  based on business necessity or bona fide
  occupational qualifications.)
• For more information, see St. Paul Department of
  Human Rights, www.stpaul.gov.

20
Topic C Hiring Dos Donts

• DO
• Be very consistent
• Be conscious of agency image
• Check references
• Take 1st impression seriously (and remember
  applicants do too)
• Learn from mistakes

• DONT
• Cut corners
• Expect perfection
• Discount the applicants you dont hire

21
Topic D Tools References

• Sample Job Description (doc)
• Hiring Steps Responsibilities (doc)
• Publicizing
• Background Checks
• Interview Questions (docs)
• Reference Questions (doc)
• Orientation Schedule (doc)
• 3-Month Check-in Exit Interview (docs)