Recruiting and selecting employees II iinterviewing

Are you currently using illegal drugs is a legal question.. Have you ever been arrested is a legal question.. Do you have or are you planning to have children is a legal question 4.. Us

Part II: Recruiting & Selecting The

Best Employees

“The Fine Art of Interviewing”

for Small Business

Hiring the Right Employees means:

• Taking the Time to DO it Right the First

Time

• What seems a nuisance and is costly

can actually save you money in the long

• Hiring an employee can cost $1,000

now or over $17,000 later… ntervi

Bad Hires, can Poison your

business and

Cost the business recruiting money,

training money, and possibly legal fines

A Bad Hire has the possiblity of

destroying the business through

creating

an unfriendly work environment and

reducing other employees’ morale

poor customer service that negatively

impact sales

tarnishing of the IMAGE and good will

Or S low Fires

Ready Set Hire: Steps to

Recruitment & Hiring

1 Job Analysis- determine the

duties and nature of the job to

be filled & the experience

required by the applicants.

2 Job Description- a written

statement of duties &

responsibilities including

reporting relationships,

working conditions, methods &

techniques used and materials

and equipment on the job.

Steps to Hiring

3 Develop a recruiting plan :

-Where will you look for

your future employee?

- Will you advertise

4 Screening the applicants

5 Plan the Interview.

6 Conduct the Interview

7 Check the references!

Screening: The First Hurdle

• Determine if your person is indeed a job

applicant

• Decide (before you start the process) how

you will respond to applicants

• It is a good idea, and good for company PR,

to at least acknowledge when an applicant

applies, even if they are not suited

• Decide on the type of information you will

initially receive Application, Resume or

Planning an Effective Interview

• Narrow your selection to a

• Decide what Kind of interview

you will use.

• Formulate the questions.

Planning an Effective Interview

• Be sure to allow enough time (without interruptions) for the interview

• Unplug the phone and minimize all distractions

• Study the job you are trying to fill Use the job description you have carefully prepared

• Practice asking questions until it becomes natural

• Have an outline or notes of key issues you want to address

Three Basic Forms of

Interviews

• Structured interview

– Planned and controlled by interviewer

– Good for gathering facts

– Used for screening large groups

• Open-ended interview

– Unstructured, relaxed format

– Used to evaluate individual candidates

– Can involve simulations

Conducting the Interview

1 Establish a rapport Smile and make the candidate feel at ease.

2 Gather information.

3 Give information about your business & SELL the position.

4 Close the interview and thank the candidate.

5 Evaluate your notes and compare your candidates.

Legal vs Illegal Interviewing

Questions: THE TEST

Answer the questions true or false:

1 Are you currently using illegal drugs is a legal question.

2 Have you ever been arrested is a legal question.

3 Do you have or are you planning to have children is a legal

question

4 How much do you weigh is a legal question.

5 Are you HIV- positive is a legal question.

6 Have you ever filed a lawsuit or a worker’s compensation

claim against a former employee is a legal question.

7 Are you a U.S citizen is a legal questions

8 What is your race is a legal question.

9 Do you drink alcohol is a legal question.

The Answers: Grade Yourself!

1 Are you currently using drugs is a legal question TRUE

2 Have you ever been arrested is a legal question FALSE, you can ask

about arrest, but not conviction.

3 Do you have or are you planning to have children is a legal question

False- leads to discrimination

4 How much do you weigh is a legal question False, unless necessary

for job duties

5 Are you HIV- positive is a legal question FALSE, under ADA Act

6 Have you ever filed a lawsuit or a worker’s compensation claim against a

former employee is a legal question False

7 Are you a U.S citizen is a legal questions FALSE

8 What is your race is a legal question FALSE

9 Do you drink alcohol is a legal question True, but you cannot ask how

much alcohol you drink.

10 When and where were you born is a legal question FALSE

Use the OUCH Test

Small Business owners can use the Ouch Test as a

guideline for their interview questions

O Does it Omit references to race,

religion, color, sex or national origin?

U Does the question Unfairly screen out a particular class of people?

C Can you Consistently apply the

question to every applicant?

H Does the question Have

job-relatedness and business necessity?

Questions You Want to Ask

• Develop a series of core questions and ask

them of every candidate Many of these

questions are “character” questions assessing

the candidate’s personality

• Ask open-ended questions instead of yes or no

questions These may include on-the-job

scenarios Try to get them to talk about their

experiences

• As questions to describe a recent success and

failure and how they dealt with it

• As hypothetical-situation questions on how they

might respond to an encounter on the job

• Probe for specific example in the candidate’s

work experience by asking follow-up questions

on their experience

Final Step: Checking References

• Succumbing to the pressure to hire

fast is a common error for small

business owners.

• Managers need to take the time to

do the follow-up reference check on

all possible candidates.

• Checking references can help

employers uncover false or

exaggerated information and also

verify what the candidate stated in

the interview.

• Experienced employers talk to the

past immediate supervisor of the

candidate to get a clear picture of

According to the Society for Human Resource

Management, more than half of all

candidates exaggerate or falsify information about their previous

employment.

(Source: “Of Resumes and Rap Sheets”, Maxwell, 27,

What Employers Want

• Suitability and qualifications for the job

– Right functional skills

– Right technical skills

• Good fit with organization

– Right personality and style

– Appropriate level of maturity

– Common interests

• High emotional intelligence

Test Your EQ

Do You Have a High EQ?

• Think clearly and stay focused while under pressure

• Admit to your own mistakes

• Meet commitments and keep promises

• Hold yourself accountable for meeting your goals

• Seek new ideas from a variety of sources

• Handle multiple demands and changing priorities

• Make sacrifices to meet important organizational goals

• Cut through red tape and bend outdated rules

• Seek fresh perspectives

• Take on projects to seek success rather than avoid failure

• Set challenging goals and take calculated risks

Building the Best “Culture” for Your

Business Environment

• When you are hiring you are taking a

BIG step, for the employer and for

your business

• It is just as important to consider how

the candidate will “fit” into your

business culture, as their skills to do

the job

• Creating a culture is defined by

“leadership” of the company…Culture

arises from your consistent and

relentless pursuit of a set of core

values that everyone in your company

can believe in.

“ People are

NOT your greatest asset! The

“right”

people are your greatest asset!”

From, First

Break All the Rules

Why have an Employee Policy

Manual

• In order for an organization to function

properly it needs to have rules to

follow and policies to help proceed.

• An Employee Policy Manual is the

guide for the employee and the owner.

• Your Employee Policies & Procedure

Manual should describe the basic

attributes of employment at your

company that need to be known in

advance before an employee agrees

Outline of Major Points that Should Be Addressed in An Employee Manual

• Employee Suggestion Policy

• Employee Termination Policy

• Non-discrimination & Sexual Harassment Policy

• Employee’s Use of Equipment Policy

• Employee Privacy

Hire the best person you can.

• Make sure the new employee knows, all of your employees have a probationary time – 90 days - minimum

Discipline Your Employees

If you have any workplace rules or policies there’s a good

chance that eventually they will be broken Enforcing those

rules and policies is disciplining.

Discipline DOES NOT mean terminating (In fact, it is important

to show this step if you do terminate later).

Follow your employee policy manual and don’t make rash

decisions Use the “D” guide.

Dig … for information on what has occurred

penalize the employee

Firing and Termination: Avoiding the

Lawsuit

Terminating an employee is at best unpleasant

To make it worse there is a growing number of

lawsuits against former employees due to

unfair termination practices

The best way to “win” a lawsuit is to avoid it in

the long run

Set up a situation that has a clear step-by-step

procedure in your Employee Policy Manual

Make sure you follow the procedures and

What NOT to DO when Terminating

an Employee

• The very worst thing you can

do is FIRE on the spot This

opens you up to a bounty of

legal issues

• Do not “terminate” anyone in a

fit of rage or emotions- cool

down and wait

• Don’t get caught trying to

reconstruct documentation

(like changing performance

reviews)

• If you DON”T PLAY FAIR, the

courts will see that and side

with the employee

How You Can Be a Great Boss: Become a Leader not just a Manager or Employer

- Leadership is the process of influencing and inspiring others to work to achieve a common

goal and then giving the power and the freedom

to achieve it!

Leadership and Management

Management and Leadership are Not the same, but both are

important in small business.

• Leadership without management is unbridled.

• Management without leadership is unispired.

• Leadership is often the passion to get the business going.

• Management is the tool to keep the business on track.

• Management deals with things; Leadership deals with

people You manage things; you lead people.

What is a Good Boss?

Think about the employers

you have worked for…

What do you consider makes

a “good boss”?

What attributes do you look

for when you want to work

for someone?

What character traits do you

want to avoid?

Great Boss 101

• Your last question on the quiz, is how to make these courses better for you?