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Hiring Practices The Boys Girls Clubs Way
PRESENTED BY Shawn Johnson Director, Human
Resources Training for Clubs Boys Girls Clubs
of America
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Workshop Objectives
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• Learn
• the importance of a job description and the
  contents
• recruitment techniques
• various employment laws and how they impact
• recruitment and selection
• tips on interviewing
• how to knock down the door and get the reference
  check information that is needed
• how to collect and interpret background check
  information, which is a membership requirement
• ASES Grant Requirements for Staffing
• retaining your seasonal staff

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INTRODUCTIONS

• Name
• Position
• Length of time with Movement
• Share 1 recruiting challenge

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Job Description
A written statement of what a job holder does,
how it is done, why it is done, and the skills
needed to perform the job.
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Recipe for a Job Description

• Job Title
• FLSA (Exempt or Nonexempt)
• Job Summary
• Qualifications
• Education
• Skills
• Environmental and Working conditions
• Physical and mental requirements
• Duties and Responsibilities

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Job Content Evaluation
Establishing Career Paths/ Succession Planning
Salary Survey Exchanges
Assigning Employees to Appropriate Jobs
Recruiting
Establishing Performance Standards
Organizational Design
Legal Defense
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Recruitment
Recruitment is the process of seeking and
attracting a pool of people from which qualified
candidates for job vacancies can be chosen.
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Recruitment Sources

• Employment Referrals
• Advertising in newspapers and magazines
• Job Posting
• College and Universities
• Open Houses
• Professional Associations
• Internet (GAP - www.bgca.org/careers)
• School District Employees

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Stretching your Staffing Dollars
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? Work Study ? Americorps Alliance ? Service
Learning Internships ? Volunteers
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Application Contents
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• ? General Information
• ? Position Applied For
• ? Education
• ? Work Experience
• ? Skills
• ? Release Reference Disclosure
• ? Job Applicant Agreement
• ? EOE Statement

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Employment and the Law
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EEO and Clubs A membership requirement for
Clubs is to review, at least annually, its
employment policies and procedures and take
requisite steps to achieve or maintain compliance
with equal employment opportunity regulations
based on appropriate federal and state laws and
regulations as are in effect from time to time.
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Employment Laws
Title VII, Civil Rights Act (1964) Prohibits
discrimination based on race, sex, color,
religion or national origin. Age Discrimination
in Employment Act Prohibits discrimination
against individuals who are at least 40 years of
age but less than 70. Americans with
Disabilities Act Prohibits discrimination
against employees or job candidates with
disabilities Pregnancy Discrimination
Act Prohibits discrimination on the basis of
childbirth, pregnancy, or related conditions.
Employers must treat pregnancy like any other
temporary disability.
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INTERVIEWING
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Types of Interviewing ? Telephone ?
Structured ? Behavioral Based Interview ?
Group Interviews
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Why Check References
? Provides additional information that could be
beneficial or reveals factors that were not
covered in the interview. ? Helps validate your
selection decision ? Provides good
management-development advice that enables you to
best fit the person into your Boys Girls Clubs
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Background Checks (Membership Requirement)

• Conduct criminal background checks on all staff
  and volunteers who are in direct repetitive
  contact with Club members.
• Checks must be done at intervals not less than
  every 24 months.
• Checks include, at minimum
• Social Security trace
• National Sexual Offender search
• Criminal history record search

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Types of Background Checks

• ? Criminal
• ? Social Security Trace
• ? National Sex Offender Registry Search
• ? National Criminal Record Search
• ? Driving Records
• ? Motor Vehicle Record (Required by federal
  law for
• anyone driving a vehicle of 15 or more
  passengers).
• ? Driving is a component of job and is noted
  in job
• description.
• ? Credit Bureau Records
• ? Candidates who will be handling money as
  noted in
• the job description.

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Reason for Background Checks
? Identifies crimes that could potentially cause
harm to kids or the organization ? Increases
applicant quality ? Verifies application
information ? Reduces uncertainty in the hiring
process and eliminates gut feeling with factual
information
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Barrier Crimes to consider

• ? Any felony conviction
• ? Any misdemeanor conviction involving
• Force or threat of force
• Sexual relations
• Controlled substances
• Cruelty to animals

Each organization is responsible for determining
barrier crimes that would prevent the hiring of
an individual.
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ASES Staffing Grant Requirements

• Maximum ration of 201
• Minimum requirements of School District
  Instructional Aid
• Background checks
• Fingerprinting
• Health Screenings
• Educational Requirements
• Site supervisors are subject to the approval of
  the school principal

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Managing Seasonal Employees What to do on Day
181?

• ? Placement in fee-based summer programs
• ? Partner with local summer providers
• ? Leave of Absence
• ? Summer Funding

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Retaining your Key Staff
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Now that youve hired them

• Treat them like professionals
• Provide adequate initial training
• Be flexible with scheduling
• Offer visible career tracks
• Provide ongoing professional development
  opportunities
• Solicit staff feedback on programs and management
• Recognize staff program achievements
• Bonuses and Rewards

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PUTTING IT ALL TOGETHER
Recruitment Retention
Job Descriptions
Conducting
the
Employment
Interview
and
the Law
Grant Requirements
Reference and Background ?
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Hiring Practices Summarized
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Steps to comprehensive approach to hiring staff

• Job Description
• Recruitment
• Sourcing
• Diversity
• Reviewing resumes/applications
• Employment and the Law
• Conducting the interview
• Reference checking
• Background checking