Recruiting and Hiring—files.ctctcdn.com/17796ef6001/dae12d63-4b4c-4f10-b8d0-bce97a90… ·...

HR. Payroll. Benefits.

RecruitingandHiring—Tips and Trends for Attracting Top Candidates

April 21, 2015

Renee is a certified HR Specialist with over 10 years of HR experience in the small business arena.

Renee Maher, SPHR

Keith is Division Vice President for the First Year Associate Experience Program for Small Business Services at ADP.

Keith Gilman, FPC

Today’s Presenters

This information is the property of ADP, LLC (ADP). It may not be distributed, reproduced, modified, sold or used without the written permission of ADP.

The information is provided “as is” without any expressed or implied warranty, is based on generally accepted HR practices and is advisory in nature.

This content provides a high level overview and practical information concerning the subject matter covered and is provided with the understanding that neither the publisher nor the writers are rendering legal advice or other professional services.

Employers are encouraged to consult with their legal counsel or with an experienced employment law attorney for legal advice regarding specific facts concerning the organization’s compliance with applicable legislation.

Welcome to the Webcast!

© 2015 ADP, LLC. This content provides practical information concerning the subject matter covered and is provided with the understanding that ADP is not rendering legal advice or other professional services. 3

© 2015 ADP, LLC. This content provides practical information concerning the subject matter covered and is provided with the understanding that ADP is not rendering legal advice or other professional services.

Logistics and Resources

4

Effective recruiting, interviewing and hiring techniques

How to assess staffing needs and craft an effective job ad

Considerations for hiring interns, minors, and seasonal workers

Online job postings and social media

Trends in “ban the box” legislation

Qualifying candidates and finding the right fit

Conducting job-related background checks


Agenda

5

6

Source: ADP National Employment Report

248 242

208

297

232215

252

231

284275

220 214

189

0

50

100

150

200

250

300

350

Mar-14 Apr-14 May-14 Jun-14 Jul-14 Aug-14 Sep-14 Oct-14 Nov-14 Dec-14 Jan-15 Feb-15 Mar-15

Thou

sand

s

Chart 1. Change in Nonfarm Private Employment


Small businesses alone created 57% of those jobs.


Source: ADP National Employment Report

46%ofcompaniessaythatrecruitinghighly‐skilledtalentisthemostimportantareaofinterestfortheirorganization.

LinkedIn Report:


Source: LinkedIn Talent Solutions 2015 Global Recruiting Trends

1. Who do you need to hire?

2. What does this person need to do?

3. How will you find top talent?

4. How will you identify qualified candidates?

5. Are you prepared to conduct interviews?

6. What is your selection process?

7. What are the next steps?


Questions to Ask

9

WhoDoYouNeedtoHire?

STEP ONE


Interns

Seasonal workers

Temporary workers

Minors

Full-time employees

Part-time employees

Types of Hires



Students gain work experience in their field of study

Businesses get access to a motivated and eager applicant pool

Opportunity to discover a potential future hire

DOL Summer Jobs+ Bank: https://webapps.dol.gov/summerjobs

Interns

12

1. The internship is similar to academic training

2. It’s for the benefit of the intern

3. The intern does not displace regular employees

4. The employer gets no immediate advantage; operations may be impeded

5. The intern is not necessarily entitled to a job at the end; and

6. Both parties understand that the intern is not entitled to pay

http://www.dol.gov/whd/regs/compliance/whdfs71.pdf


Can Interns Be Unpaid? DOL Six-Part Test

13

Seasonal Workers & Temps Start the process early

– Larger applicant pool

– Increased training time

These workers are:

– Protected by employment laws

– Generally entitled to the same rights and benefits as employees

14 © 2015 ADP, LLC. This content provides practical information concerning the subject matter covered and is provided with the understanding that ADP is not rendering legal advice or other professional services.


Minors In the summer months, the FLSA

allows 14 and 15-year olds to work:

– Between 7 a.m. and 9 p.m.

– Up to 8 hours in a day

– Up to 40 hours in a week

15


Jobs Restrictions for Minors

Excavation Mining Manufacturing Explosives

Driving a Motor Vehicle

Operating Power

Equipment

http://www.youthrules.dol.gov/know-the-limits/14-15.htm


Full-Time & Part-Time Workers Fill a long-term need with your

company

Part-timers may be a cost-effective option when demand doesn’t warrant 40 hours/week

17

WhatDoesThisPersonNeedtoDo?

STEP TWO


• Explain perks to attract talentDescription of the company

• List key job responsibilitiesDescription of the role

• Years of experience, education, or skillsRequired qualifications

• Job-related background checks, etc. Selection requirements

• Demonstrates fairness Equal employment opportunity statement


Develop a Job Ad


Sally’s Hair SalonAdministrative Assistant (full-time)Dallas, Texas$15-$18/hour, DOE

Sally’s Hair Salon is seeking a highly organized and detail-oriented administrative assistant. We offer competitive benefits, including health insurance, 401(k), and paid time off. Visit us online at www.sallyshairsalondallas.com

Responsibilities:• Answer phones and direct incoming calls• Greet guests• Schedule appointments• Order office supplies • Maintain and update online filing systems

Requirements:• Minimum of 5 years of related experience • Ability to work independently with little to no supervision• Ability to work in a fast-paced environment

Apply Now:To apply, visit our website, at www.sallyshairsalondallas.com/careers

Sally’s Hair Salon is an equal opportunity employer (EOE). We do not discriminate on the basis of race, religion, color, sex, age, national origin, disability, military status, genetic information, or any other characteristics protected under law.

Chip’s BakeryAdministrative Assistant (part-time)

We’re looking for an administrative assistant to answer phones, order supplies, maintain files, and coordinate travel plans.

Requirements:• Minimum of 10 years of related experience • Ability to work independently • Ability to multi-task

Visit our website to apply: www.yumchipsbakery.com

Qualified candidate, preferably with no children, will be able to travel, whenever needed.

HowWillYouFindTopTalent?

STEP THREE


45%ofcompaniessaidtheirbiggestobstacletoattractingthebesttalentin2014wascompetitionandcompensation.

LinkedIn Report:



23

The digital generation: 41% would rather communicate electronically

It’s not all about money: 52% said opportunities for career progression makes an employer most attractive

Millennials

24

Source: Pricewaterhouse Coopers



74%

64%

62%

59%

0% 20% 40% 60% 80%

Internet Job Boards

Company Career Website

Internal Hires

Social Professional Networks

Top Sources for Quantity of Hire


Internal Candidates

26

Consider transfers or promotions

Boosts morale

Lowers recruiting costs

Creates a new vacancy


Encourage employees to refer qualified people they know

Employees rewarded for successful referrals

Have a written policy on program rules

Employee Referrals


Refer back to your hiring records

An applicant who wasn’t the right fit then, may be now

Cuts down on recruiting costs

Applications on File


Contact college career centers

Gain access to a large pool of motivated talent

College Students


Professional Network


Use personal and professional contacts to find candidates

A cost-effective and powerful recruiting tool

Reach a diverse group of talented candidates by using professional social networks

Can be affordable

Reach a broad audience quickly

Cast a wide net

Reach “passive” candidates

Online Postings


Experiment with keywords

Get to the point

Sell your company

Understand the features of the job site

Don’t assume the site will do the work for you


Online Posting Tips

32

Develop a policy

Designate a search person

Don’t request passwords

Don’t take the information at face value


Social Media Considerations

33

HowWillYouIdentifyQualifiedCandidates?

STEP FOUR



Source: CareerBuilder Survey

Nearly7 outof10businessesareaffectedbyabadhire.

35

Ask candidates job-related questions prior to an interview

Assess whether they have the minimum qualifications

Be consistent

Pre-Screening Questions


Determines whether candidates meet the minimum qualifications

Use in conjunction with an employment application and other pre-screening tools

Reviewing Resumes


Help verify information on a resume

Provide additional details the applicant may have left out

Key components:

– Preferred schedule

– Salary requirements

– Work authorization

Application Forms

38

– Education

– Employment history

– References


Prohibit criminal history inquiries on job applications

Some states prohibit these questions until after an initial interview or a conditional job offer

“Ban the Box” Considerations


AreYouPreparedtoConductInterviews?

STEP FIVE


Help decide whether to have in-person meeting

Clarify questions from their resume or application form

Express interest and be enthusiastic

Phone Interviews

41 © 2015 ADP, LLC. This content provides practical information concerning the subject matter covered and is provided with the understanding that ADP is not rendering legal advice or other professional services.

Be prepared

Consider body language

Don’t jump to conclusions

Decisions must be job-related

Video Interviews


“Open-ended” questions

• Require examples or an explanation

Situational or “behavioral-

based” questions

• Provide an example of past behavior

Problem-solving questions

• Show how a candidate would respond to a situation


Preparing Interview Questions


Questions to Avoid

Avoid: Alternative:

“How old are you?” or “What year did you graduate high school?” “Are you at least 21 years of age?”

“Have you ever been arrested?” or “Have you ever been convicted of a crime? None.

“Where were you born?” “Are you authorized to work in the U.S.?” (on application forms)

“What is your religion?” or “Are you available to work on Sundays?” “Are you able to work the required schedule?”

45

Questions to Avoid


Avoid: Alternative:

“Have you ever filed for bankruptcy?” or “What is your credit score?” None.

“Are you pregnant?” or “Do you have children?” or “Are you married?”

“This job requires extensive travel and overtime. Can you meet those requirements?”

“Do you have any health problems?”

“Can you perform the essential functions of the job either with or without reasonable accommodation?”

Thank candidates for coming in

Let them do the talking

Answer their questions

Set follow-up expectations

Get feedback from those who met the candidate

During and After the Interview


WhatisYourSelectionProcess?

STEP SIX


Compare and rank candidates

Don’t make a decision based on a “gut feeling”

Consider the applicant’s ability to perform the job

Document all hiring decisions

Making a Selection Decision



Extending an Offer

49

Dear Sarah:

I am pleased to extend an offer of employment with Sally’s Hair Salon. Your position will be Administrative Assistant reporting to the Office Manager. Your scheduled start date is May 1, 2015. You will receive compensation in the amount of $17 per hour, provided you have rendered services during the pay period, subject to any deductions permitted under law.

As a full-time employee of Sally’s Hair Salon you will be expected to work during the hours of 8 am to 5 pm Tuesday through Saturday. You are eligible for the benefits listed in your New Employee Orientation Packet. However, any benefits currently provided may be changed or revoked at any time.

This offer of employment is contingent upon the successful completion of a background check.

Sally’s Hair Salon is an at-will employer. This means that both you and Sally’s Hair Salon reserve the right to terminate the employment relationship at any time for any reason. This letter does not constitute a contract of employment.

If you are in agreement with the terms of this offer of employment, please sign below. I am pleased that you will be joining our team and look forward to working with you.

Employee acceptance of job offer:

Signature Date

Printed Name Date

WhatAreTheNextSteps?

STEP SEVEN


Obtain the candidate’s written consent

Verify:

– Past and present jobs

– Attendance history

– Pay

– Responsibilities

– Eligibility for rehire

Reference Checks


Obtain authorization from the candidate

Adhere to federal, state, and local laws

Decisions must be job-related and consistent with business necessity

Refer to EEOC guidance

Background Checks (Where Appropriate)


Required Forms:

Notice of Coverage Options

Form I-9

Form W-4

State-Required Forms

Complete New Hire Paperwork


Other Recommended Forms:

Emergency contact

Handbook acknowledgment

Receipt of company property

Payroll authorization

Benefit enrollments

Decide on the type of hire

Develop a job description

Determine recruiting strategy

Establish a selection process

Key Takeaways

54

Make a selection decision

Consider job-related background checks

Complete new hire paperwork

Retain hiring records



ADP National Employment Report: www.adpemploymentreport.com

LinkedIn Report: https://business.linkedin.com/talentsolutions/resources/recruiting-tips/global-recruiting-trends

Career Builder Survey: http://www.careerbuilder.com/share/aboutus/pressreleasesdetail.aspx?sd=12/13/2012&id=pr730&ed=12/31/2012

Pricewaterhouse Coopers Study: http://www.pwc.com/gx/en/managingtomorrows-people/future-of-work/assets/reshaping-the-workplace.pdf

References

Thank you for attendingThe information contained in this Webcast is based on generally accepted HR practice and is advisory in nature. This content provides a high level overview and practical information concerning the subject matter covered and is provided with the understanding that neither the publisher nor the writers are rendering legal advice or other professional services.

For more information contact your ADP Representative or visit http://sbshrs.adpinfo.com/hrsolutions


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