Hiring in the 21st century presentation
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Hiring practices for the 21st Century, focusing on Seasonal Hiring practices. Specifically geared towards the state of Idaho.
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Hiring in the 21st century presentation
- 1. Hiring in the 21 st century & Seasonal Hiring Practices Matthew Thomsen-Supervisor Idaho Department of Labor
- 12. Which would you choose?
- 26. Currently, Idaho’s minimum wage is the same as the federal minimum wage which is $7.25 per hour- Fact or Fiction?
- 27. Employers can pay workers under the age of 20 a youth opportunity wage of $4.25 per hour for the first 90 consecutive calendar days of employment – Fact or Fiction
- 28. In Idaho, at termination or resignation, if an employee makes a written request for earlier payment of wages, the employer has 48 hours from receipt of the written request to make the claimant’s wages available. Fact or Fiction?
- 29. An employer conducts a mandatory staff meeting after regular work hours. Although the meeting is held outside normal working hours, the employees must be paid for time spent in attendance.
- 38. Thank You
Hinweis der Redaktion
- Introductions -Name, business, # employees, and # of years in business
- Competition can be tough. You know good employees are out there and you want to grab their attention. Unemployment rate =7.2 What are the physical conditions, hours, work with adults, children, outdoors, work by yourself, advancement opportunities, skills required, desired Guage the market- learn what other employers pay in wages and benefits. See how many other companies are looking for the same skills Know the basics use the labor market website for information
- *It should stand out amongst the rest *Sell your key functions *Public image also benefits when it is exciting and interesting Make sure what you are looking for and give detailed job responsibilities Writing a job description forces owners to review other jobs in their company that should be redefined. Is the receptionist becoming a technology expert. Descriptions also help owners set pay ranges, plan interview questions and evaluate the new employee’s performance. Define: ex. Using a consultant IV – what does that mean? Avoid internal jargon categories Effective job listing is a sales document.
- Opportunity to gain favorable knowledge when positions advertised are seen as exciting and interesting. Put class in your classifieds If you are looking for a job in a wide open job market which classified would attract your attention…..a little class in your classified ads can get a lot more attention from your best prospective candidates.
- 15%-20% of jobs are filled by conventional methods/85% by non-traditional – Hidden Job Market/Networking Determine your top 5 places. Where would you search – Professional Journals, events, special interest groups Best candidate often the ones not looking for a new opportunity Network – talk to colleagues, friends Good employees tend to recommend employees that have similar values and work ethic. Good employees will not put their reputations on the line lightly Good employees tend to create positive peer pressure to ensure the new employee’s success Good employees tend to train and orient new employees they recommend more effectively Make employee referral programs work, you have to put your money where your hopes lie. Business Website Set up an Employment Opportunities page on your website List job description, process to apply, application Job Listings no cost/ goes onto our website as well as nationally / We receive 7000 hits /day Spread the word. Tell family friends and Think about Job Fairs and schools
- Check resumes and references Amazed at how many people fabricate their resume 15-20% may hide some dark chapter of their lives Will someone willing to falisfy their resume, be willing to twist the rules of the job?
- While it is important your applicant has all the technical skills necessary to perform the duties of the job, nearly 80% of the hiring mistakes made by managers are related to the soft side of the position ( ie interpersonal skills, motivation, personality, etch. When you interview, make sure you ask questions that cover the following issues: personality & temperament/ ability to work well with others/ integrity, honesty, & trustworthiness motivation/ attitude toward work and management Creativity and problem solving/Ability to handle mistakes *Best predictor of the candidates future performance is his or her past performance. Ask questions on how the candidate handled specific situations in the past. What kind of responsibilities would you like to avoid in your next job? Do not ask questions regarding: Sex, Dependents race, birthplace, citizenship, disabilities, religion Tip:Interview with more than one person Train other staff Develop guidelines for employment interviews Use standard questions, written out beforehand Decide what the job requirements are and tailor the inquiries to the job requirement Look at abilities, not disabilities Look for flexible candidates Danger moving too fast – costly to hire, fire, and then hire again Selection – fit not necessarily best qualifiesd/ do they listen well 80% of the people we hire is because we like them attitude, appearance, skills, positive Look for basic skills/ basic reading and math/ ability to communicate/ Help with long term success/ ability to adapt to new situations ability to solve problems Plan the interview/ Have questions prepared/ legal Take time to ensure everyone involved in screening process knows the reason someone should work on your team MOVIE: Pursuit of Happyness – Employers look beyond the need to look at the obvious and find people with enormous potential, even if they come from an unconventional background. Some of our best hires have been people who looked like unlikely candidates at first. Heart matters more than your resume!
- Is there a need for a 2 nd interview? Who would participate? Reference Checks: Remember past employees performance is the best predictor of future performance. The more you discover about the candidate’s past performance, the better you will be able to make an informed selection. Contact supervisors for references, not secretaries or HR manager Get the consent of the applicant if you plan to do a background check Can lawfully obtain and use background information 4 Key Points: 1 st notify – provide individual a written notice of your intention to conduct a background check. Obtain the individuals signed consent for the check to be conducted. 2 nd – Comply – consult legal counsel to be sure you are following federal and state laws 3 rd – Copy – provide a copy of the report to the individual 4 th Wait – utilize a reasonable waiting time before taking adverse action. Provide the individual an opportunity to research and correct any inaccuracy in the report.
- Orientation: new employee orientation builds the bottom line Successful orientation takes time (taping wall before you paint) Gain commitment through employee involvement Lengthens the time they stay Manual: help employees understand policies and procedures. is a legal document, make sure manual meets employ law, contain the proper words and covers all relevant topics, disciplinary action, leave, equal employment opportunities, affirmative action Customize manuals –make sure it reflects the culture of your company Dress code Internal communication Phone etiquette Parking Lunch Work Hours Extracurricular Activities Attitude Don’t assume they will pick up on the company’s nuances Distribute manual when hires. If you give it out paper…make sure they get updates. If possible have electronically so can update here. Make sure they sign that that have received and read the manual. Keep in their file.
- Employee retention takes effort, energy, and resources. You have to deliberately engage in retention activities. The results are worth it! Many companies do not have a formal strategy for retaining employees. Many think retention is based on compensation issues such as wages, incentives, and benefits. Is that really the case? No two employees are the same. We need to understand our employees. I want to share information with you about the differences in our employees. This difference is based on the generations. This may be a new concept to some of you. What does this mean? The quality of supervision is critical to employee retention, and effective managers can help to create employee retention. Employees expect certain things from their supervisors: Clarity about expectations Clarity about career development and earning potential Regular feedback about performance – This can be formal or informal A framework within which they perceive they can succeed. So how can you help your managers and supervisors? (Next slide)
- Large part of their life….they spend at work High cost of turnover – time lost to interviewing, advertising, training, coaching, and impact of turnover on the staff and customers. Measure your annual/monthly turnover rates Exit with an interview Understand the why’s Job enrichment Work teams Keeping employees: give meaninful feedback Recognize Achievement Some may need guidance to do well Let them know when they have done a good job. Encourage questions Establish rules and make sure they understand them and why they exist Labor experts expect to have an average of 14 full time jobs over the course of their career – looking for greater, personal satisfaction, promotion or raises People want to feel energized look forward to going to work feet they contribute ( respected a& appreciated) feel proud when they describe what they do enjoy and respect the people you work with feel optimistic about their future offer training Working is about more than a paycheck. Employees want the opportunity to grow and advance within an organization. They want a positive relationship with their supervisor. A workplace that promotes work-life balance and the proper training they need to perform their job well Employers that implement programs to increase retention and boost morale, such as flexible and telcommunting options, expanding training and development offerings and coaching services will become an employer of choice. Not only will this help reduce turnover, bit it puts companies in a better position to recruit top talent as well
- Answer: D
- fact
- fact
- Fact, excludes weekends and holidays
- Fact
- If there are no more questions again on behalf of the Pocatello Department of Labor we would like to thank you for attending this workshop.