Effective Hiring Practices - Recruiting the Best Person

Effective HiringEffective Hiring
PracticesPractices
Recruiting the Best PersonRecruiting the Best Person
© www.asia-masters.com

ObjectivesObjectives
• Discuss the benefits/costs of hiringDiscuss the benefits/costs of hiring
decisionsdecisions
• Review the recruitment/selectionReview the recruitment/selection
processprocess
• AdvertisingAdvertising
• IdentifyIdentify pre-interviewpre-interview issuesissues
• The InterviewsThe Interviews
• Define and discuss “Negligent Hiring”Define and discuss “Negligent Hiring”
• Employment LawsEmployment Laws

Recruitment/Selection ProcessRecruitment/Selection Process
OverviewOverview
 Identify position vacancyIdentify position vacancy
 Address budget and affirmative action (AA) prioritiesAddress budget and affirmative action (AA) priorities
 Approval of recruitment effortApproval of recruitment effort
 Initiate sourcingInitiate sourcing
 Screen and forward Resumes/CVsScreen and forward Resumes/CVs
 Conduct initial phone screensConduct initial phone screens
 Obtain AA forms and Employment ApplicationsObtain AA forms and Employment Applications
 Conduct on-campus interviewsConduct on-campus interviews
 Identify lead candidateIdentify lead candidate
 Perform due diligence tasksPerform due diligence tasks
 Make offer made, acceptance, file completedMake offer made, acceptance, file completed
 Start/New Employee OrientationStart/New Employee Orientation

AdvertisingAdvertising
Ad template now posted on Human Resources section ofAd template now posted on Human Resources section of
TWU website expedites the launch of your recruitment adTWU website expedites the launch of your recruitment ad
 Accepts your input for required dataAccepts your input for required data
 Permits your customization of job description andPermits your customization of job description and
required/desired candidate qualifications for inclusionrequired/desired candidate qualifications for inclusion
 Candidates’ electronic responses sent to RecruitmentCandidates’ electronic responses sent to Recruitment
resulting in faster referral for your reviewresulting in faster referral for your review
Employment ads are normally placed with …Employment ads are normally placed with …
 TWU WebsiteTWU Website
 Higher Ed JobsHigher Ed Jobs
 Local NewspaperLocal Newspaper

Pre-interview issuesPre-interview issues
• Workforce Diversity Plan Hiring EvaluationWorkforce Diversity Plan Hiring Evaluation
ChecklistChecklist
• Preparing the Request for Employment SearchPreparing the Request for Employment Search
• Considering different types of interviewsConsidering different types of interviews
• Behavioral Interviewing - predicting futureBehavioral Interviewing - predicting future
behavior based on past behaviorbehavior based on past behavior
• Developing behavior-based interview questionsDeveloping behavior-based interview questions
• Your Resume reviewYour Resume review

Your Resume ReviewYour Resume Review
• Catching an inconsistency on a resume should causeCatching an inconsistency on a resume should cause
concern about a candidate’s overall ethicsconcern about a candidate’s overall ethics
• Common resume inconsistencies (per a recentCommon resume inconsistencies (per a recent
CareerBuilder study):CareerBuilder study):
• Employment dates “stretched” to cover up gapsEmployment dates “stretched” to cover up gaps
…the most common resume inconsistency (One-…the most common resume inconsistency (One-
in-five hiring managers reported finding this on ain-five hiring managers reported finding this on a
candidate’s resume)candidate’s resume)
• Other top resume inconsistencies include:Other top resume inconsistencies include:
• Previous employers (18%)Previous employers (18%)
• Academic degrees and institutions (16%)Academic degrees and institutions (16%)
• Technical skills and certifications (15%)Technical skills and certifications (15%)
• Accomplishments (8%)Accomplishments (8%)

InterviewsInterviews
• Improve our interviewsImprove our interviews
• About the Resume/CVAbout the Resume/CV
• Types of Interviews:Types of Interviews:
• ScreeningScreening
• InformationalInformational
• BehavioralBehavioral
• Avoiding common selection problems –Avoiding common selection problems – RedRed
FlagsFlags
• Common interview mistakesCommon interview mistakes
• Personal interview questionsPersonal interview questions
• Managing time and closing the interviewManaging time and closing the interview

About the Resume/CV…About the Resume/CV…
 A resume/CV is a “story” and your candidate is the authorA resume/CV is a “story” and your candidate is the author
 ““Literary license” isLiterary license” is notnot OK with usOK with us
 Fact or fiction …or some combination?Fact or fiction …or some combination?
 Our collective goal is to discover any errors in factsOur collective goal is to discover any errors in facts oror anyany
omissions …throughout the processomissions …throughout the process
 Good candidate …the “story” gets better the more we findGood candidate …the “story” gets better the more we find
outout
 Bad candidate …the “story” falls apart the more we findBad candidate …the “story” falls apart the more we find
outout
 Alert reviews of resume/CVAlert reviews of resume/CV andand employment application isemployment application is
each interviewer’s jobeach interviewer’s job

Types of InterviewsTypes of Interviews
► The Screening Interview –The Screening Interview – Screening candidates toScreening candidates to
identify those individuals that meet the basicidentify those individuals that meet the basic
qualifications (initial screens)qualifications (initial screens)
► The Informational Interview –The Informational Interview – Information exchangeInformation exchange
between the jobseeker and employer get to know onebetween the jobseeker and employer get to know one
another better without reference to a specific jobanother better without reference to a specific job
opening. opening.
► The Behavioral Interview –The Behavioral Interview – “The premise behind“The premise behind
behavioral interviewing is that the most accuratebehavioral interviewing is that the most accurate
predictor of future performance is past performance inpredictor of future performance is past performance in
similar situations. Behavioral interviewing, in fact, issimilar situations. Behavioral interviewing, in fact, is
said to be 55 percent predictive of future on-the-jobsaid to be 55 percent predictive of future on-the-job
behavior”behavior”

Look and Listen for “Look and Listen for “RedRed Flags”Flags”
 On the resume and/or application:On the resume and/or application:
 Missing/incomplete informationMissing/incomplete information
 Frequent job changes/time interval between jobsFrequent job changes/time interval between jobs
 Negative/vague reasons for leaving past employmentNegative/vague reasons for leaving past employment
 Inadequate written communication skillsInadequate written communication skills
 During the initial screen/phone interview:During the initial screen/phone interview:
 Inconsistent answers/lack of preparationInconsistent answers/lack of preparation
 Unrealistic job expectations/career goalsUnrealistic job expectations/career goals
 Inadequate verbal communication skillsInadequate verbal communication skills
 Unsatisfactory attitudeUnsatisfactory attitude

Common Interview MistakesCommon Interview Mistakes
Poor time management during the interviewPoor time management during the interview
Not maintaining the interview scheduleNot maintaining the interview schedule
Excess talking about yourself, the job, or theExcess talking about yourself, the job, or the
UniversityUniversity
Creating inappropriate stress for the candidateCreating inappropriate stress for the candidate
Not asking the tough questionsNot asking the tough questions
Being overly familiar with the candidateBeing overly familiar with the candidate
Being influenced by the “halo/horns” effectBeing influenced by the “halo/horns” effect
Asking illegal/inappropriate questionsAsking illegal/inappropriate questions
Asking leading questionsAsking leading questions

Personal Interview QuestionsPersonal Interview Questions
CategoryCategory InappropriateInappropriate AppropriateAppropriate
ChildrenChildren •Do you have any children?Do you have any children?
•What child care arrangements have you made toWhat child care arrangements have you made to
work the hours of this position?work the hours of this position?
•If worried about hours, ask: the hours forIf worried about hours, ask: the hours for
this position are 4am – 1pm.this position are 4am – 1pm.
• If you are selected for this position, canIf you are selected for this position, can
you work these hours?you work these hours?
CitizenshipCitizenship
& national& national
originorigin
•Are you a citizen of the US?Are you a citizen of the US?
•Are your parents or spouse citizens of the US?Are your parents or spouse citizens of the US?
•On what dates did you, your parents or yourOn what dates did you, your parents or your
spouse acquire US Citizenship?spouse acquire US Citizenship?
•Are you, your parents or your spouse naturalizedAre you, your parents or your spouse naturalized
or native-born US citizens?or native-born US citizens?
•Are you legally permitted to work in thisAre you legally permitted to work in this
country?country?
•Are you able to provide proof ofAre you able to provide proof of
employment eligibility upon hire?employment eligibility upon hire?
CriminalCriminal
RecordRecord
•Have you ever been arrested?Have you ever been arrested?
•Have you ever spent a night in jail?Have you ever spent a night in jail?
•Have you ever been convicted of aHave you ever been convicted of a
crime?crime?
DisabilityDisability •Do you have any disabilities?Do you have any disabilities?
•What's your medical history?What's your medical history?
•How does your condition affect your abilities?How does your condition affect your abilities?
•Can you perform the specific duties ofCan you perform the specific duties of
the job.the job.
MaritalMarital
StatusStatus
•Are you married, divorced, widowed, engaged?Are you married, divorced, widowed, engaged?
•Do you wish to be addressed as Mrs., Miss, MsDo you wish to be addressed as Mrs., Miss, Ms
•No questions related to marital statusNo questions related to marital status

Negligent HiringNegligent Hiring
DEFINITIONDEFINITION::
 Negligent hiring normally refers to an employer’sNegligent hiring normally refers to an employer’s
obligation obligation notnot to hire an applicant that they knew orto hire an applicant that they knew or
should have known was likely to undertake conductshould have known was likely to undertake conduct
against other individuals or otherwise subjectagainst other individuals or otherwise subject
employees or third parties to actions which can createemployees or third parties to actions which can create
legal liability.legal liability.
DUE DILIGENCE STANDARDDUE DILIGENCE STANDARD::
 Depending on the particular responsibilities and trustDepending on the particular responsibilities and trust
placed upon an employee, there is a correlation withplaced upon an employee, there is a correlation with
the diligence required in attempting to investigate thethe diligence required in attempting to investigate the
individual’s background before hiring. An employer’sindividual’s background before hiring. An employer’s
obligation to its employees and third parties forobligation to its employees and third parties for
negligent hiring will depend upon whether thatnegligent hiring will depend upon whether that
employer acted as a reasonable prudent employeremployer acted as a reasonable prudent employer
would in hiring such employees.would in hiring such employees.

Negligent Hiring …continuedNegligent Hiring …continued
What we do at TWU to promote due diligenceWhat we do at TWU to promote due diligence
standards:standards:
• Reference ChecksReference Checks
• Background ChecksBackground Checks
• Employment VerificationsEmployment Verifications
• Degree VerificationsDegree Verifications

Employment LawsEmployment Laws
Prior to beginning any step in the selection process, interviewers and
appointing authorities need to be familiar with the following
employment laws and guidelines:
The Civil Rights Acts of 1866, 1870, and 1871 - prohibits discrimination against minorities.
The Fair Labor Standards Act of 1938 - specifies a minimum wage, requires overtime pay for
certain employees, and restricts child labor.
The Equal Pay Act of 1963 - requires equal pay for men and women performing work that
involves similar skill, effort, responsibility, and working conditions.
The Civil Rights Act of 1964, particularly Title VII - prohibits the selection of employees based
on race, color, sex, religion, or national origin, in all matters of employment from recruitment
through discharge, and requires employers to discover discriminatory practices and eliminate
them. Also prohibits sexual harassment.
The Age Discrimination in Employment Act of 1967 - prohibits discrimination because of age
for anyone age 40 or over.

Employment Laws….continuedEmployment Laws….continued
 Pregnancy Discrimination Act of 1978 - amended Title VII to recognize pregnancy as
a temporary disability and prohibit bias on the basis of pregnancy, childbirth, or
related medical conditions.
 1978 Uniform Guidelines on Employee Selection Procedures - applies to employers
subject to Title VII or Executive Order 11246; provides a framework for determining
the proper use of tests and other selection policies or practices; requires that all
selection procedures must withstand validation tests.
 The Immigration Reform and Control Act of 1986 - prohibits discrimination in
employment on the basis of national origin or citizenship status, prohibits
employment of unauthorized aliens and provides penalties for violations.
 The Americans with Disabilities Act of 1990 (ADA) - prohibits discrimination against
qualified individuals with disabilities—that is, individuals with disabilities who can,
with or without reasonable accommodation , meet the skill, experience, education, and
other job-related requirements of a position—in regard to job application procedures;
hiring, advancement, or discharge of employees; employee compensation, job training,
and other terms, conditions, and privileges of employment.

Employment Laws…continuedEmployment Laws…continued
 The Genetic Information Nondiscrimination Act of 2008 - prohibits discrimination
against employees and applicants because of genetic information. Title II prohibits the
use of genetic information in employment decisions and restricts employers from
requesting, requiring, or purchasing genetic information, as well as disclosing genetic
information.
 There are also a number of other employment laws that must be
adhered to by agencies that receive federal funding or who hold
federal contracts. Some are listed below:
 Executive Order 11246 - prohibits discrimination and requires government contractors
to take affirmative action to assure that applicants are treated equally.
The Rehabilitation Act of 1973 - prohibits federal contractors discriminating against
individuals with disabilities.
The Vietnam Era Veterans Readjustment Act of 1974 - encourages employers to hire
qualified Vietnam veterans, including those who were disabled.

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