RECRUITMENT TO HIRING TO RETENTION

1
RECRUITMENT TO HIRING TO RETENTION

• Presented by
• Traci Holt
• Alliance for Workforce Development, Inc.
• SR. Human Resource Consultant

2
SURVEY RESULTS

• Local Survey Results
• Plumas Bank
• Business Organization Surveys
• Consistent Key
• Hiring the Right Person for the Right Job or
  Matching
• Position Descriptions
• Hiring and retaining good employees is probably
  the most critical factor in a successful business

3
EIGHT STAGES

• Position Descriptions
• Recruitment
• Screening
• Interviewing
• Reference Checking
• Hiring
• Employee Orientation
• Training/Feedback Retention

4
POSITION DESCRIPTIONS

• Benefits
• Employees understand their jobs, assigned tasks,
  and duties
• Legal support for hiring (or not hiring),
  compensation, promotion, discipline,
  termination
• Opportunity to have At Will statement signed by
  employee Protection from wrongful termination
  suits
• Ultimate Manager Software Position Descriptions
  Made Simple!

5
RECRUITMENT

• Sources
• Present Employees
• Friends/Relatives
• Classified Ads Watch Your Language
• One-Stop Partners
• EDD CalJobs, WIA Services, Community Colleges,
  School Districts, Social Services, etc.
• Job Fairs

6
SCREENING TOOLS

• Applications
• At-Will Statement, Release to Reference Check,
  and Perjury Statement
• These are important provisions on your
  application
• Guide to Pre-Employment Inquiries
• Resumes
• Beware they can be artfully written
  deceptions
• Review
• Separate into three categories Strong, Middle
  of the Roaders, and Unsuitable
• Justification is in the Position Description

7
INTERVIEWING

• Ineffective Interviewing 4 Main Failures
• Not spending time analyzing the job
• Failing to ask the right questions
• Talking too much Applicant should dominate 80
  of the interview time
• Overly trusting your gut
• Wrong Hiring Decisions are Costly? You Bet!

8
INTERVIEWING

• Keys to Effective Interviewing
• Position Descriptions
• Identification of key functions for the right
  candidate
• Prepare questions and stay consistent with each
  candidate
• Rating Sheets simple to complicated
• Call back for second interview after the initial
  contact

9
REFERENCE CHECKING

• Important to Make an Effort
• Gain insightful information to applicants based
  on their previous experiences
• Protection from Negligent Hiring Suits
• Approval for Reference Check on Application
• Reference Check Release Sample

10
HIRING

• Making the Employment Offer
• Assure start date and time
• Confirm salary
• Signed Position Descriptions
• Review your Hiring Checklist
• Hiring Minors
• Work Permits!
• Rejection Letters to those Not Selected
• Employee Orientations Handbooks

11
RETENTION

• Training
• Identify skills that are lacking in new hire
• Motivate familiarize employee to new skill
• Assure employees have basic skills required to
  learn new skill
• Teach specific skills to the standard task
• Arrange for the employee to apply the new skill
  immediately
• Be consistent, fair, and communicate criticism
  and/or praise
• Utilize Your Resources at your Local One-Stop!

12
TERMINATION

• Ask Yourself A Few Questions
• Is the employee clear on their job duties
  company regulations?
• Is the employee underachieving because they
  arent challenged enough or its too demanding?
• Is their a conflict with co-workers or immediate
  supervisor?
• Are personal problems interfering with employees
  ability to do the job?
• If NOit is probably a good idea to cut your
  losses and terminate at-will based on
  performance.

13
ATTENDEES

• Thank you for your participation at todays 1st
  Friday Luncheon! We wish you every success in
  the future with your business, employees, and
  bottom line!
• Your One-Stop Team
• We are here to help!