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Best Practices When Hiring

Best Practices When Hiring. By : Christine Cunneen CEO, Hire Image LLC. Hiring the “RIGHT” People. Not as easy as you think ! The growth and success of any organization depends on having the “RIGHT PEOPLE”. IS IT TIME TO HIRE?. Where Do YOU Start?.

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Best Practices When Hiring

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  1. Best PracticesWhen Hiring By: Christine Cunneen CEO, Hire Image LLC

  2. Hiring the “RIGHT” People Not as easy as you think ! The growth and success of any organization depends on having the “RIGHT PEOPLE”.

  3. IS IT TIME TO HIRE?

  4. Where Do YOU Start? As your organization starts to grow, and you realize the need to grow your staff, you need to STOP and THINK about – • How do people see my organization? • What expertise/experience do I need them to have? • What type of person will be a good fit? • Determine required skills vs. trainable skills • Do it Right the 1st time

  5. Getting Started • Do I have a job description? • Do I have a salary range? • Do I know if it is an exempt salary or hourly position? Is position eligible for Overtime Pay under the FLSA (Fair Labor Standards Act)? www.dol.gov ; www.dol.gov/compliance/guide/minwage.htm • Do I have interview questions prepared? • Do I know where I want to advertise and/or promote that the organization has a job opening?

  6. Recruiting • Where/how are you advertising? • Employee Referrals • Social Media such as LinkedIn • Industry Specific sites • Networking • Who is screening the applications to determine qualified candidates?

  7. Recruit with Caution Legal issues in recruiting that you want to be aware of: • EEOC • Title VII of Civil Rights Act (1964) • ADA – American’s with Disabilities Act (1990) • Age Discrimination (1967) • Genetic Information Nondiscrimination Act (2008) • Equal Pay Act (1963) • FCRA – Fair Credit Reporting Act • State specific laws • Employee vs. Independent Contractor

  8. The Interview • Can I ask this question???? • Know what is legal and illegal to ask? (ex. website – www.iseek.org/jobs/legalquestions.html) • Questions need to be position related? • When interviewing multiple candidates for a position, it is important to use the same criteria for evaluating each candidate so as to avoid legal problems. • The key is to be consistent and fair with all candidates (i.e., show no favoritism or discrimination).

  9. The Interview • Use an interviewing guideline of core criteria/qualifications that is applicable to all candidates for the position. • Most of these questions do not have a “right” or “wrong” answer under all circumstances! • During employment interviews, an employer should ask questions that determine whether or not the potential employee will be able to perform the job they are interviewing for.

  10. The Interview • The applicant’s reasoning abilities and the thought process that leads to the answer is often as important as the answer itself. • Use open ended questions as often as possible. • Bring them back for a second interview if you find them to be a viable candidate for the position.

  11. The Interview • REMEMBER to take your time and not rush the process • You want to hire right the 1st time • The Best Candidate is not always the best looking resume! • Experience vs. Education (know what matters more to you & your organization)

  12. “The lowdown on Employment Screening” • Every employer should perform background checks on Employees and Contractors. • Different levels for difference positions ( C-suite background screening should be different than fork lift operator) • Remember - You get what you pay for • Reference checks • Recommend Address and SSN Trace as a starting point for ALL

  13. Social Media + Candidate Evaluation = Social Media associated with candidate evaluation could cause legal issues like: • Discrimination – types of discrimination are growing, it’s not just gender/race/religion/age • EEOC frowns upon its use • Hiring/Not Hiring decisions shouldn’t be based on what is posted on a “Facebook” page or other social media sites • Don’t give rejected candidates a reason to post comments about not being hired by you/your organization on these public sites!!

  14. Success! We have a Candidate • Congratulations ! You have found a candidate that you want to become part of you organizational family. • Always keep a file on other “good fit” candidates. You never know when you will need your next employee. • Offer Letter of Employment • New Employee Orientation Process • Completion of New Hire Paperwork

  15. A New Employee • Employee Orientation • Partner them with a Mentor • Follow up to make sure they are getting what they need as a new member of the team • One week • One month • Three months

  16. Employee Handbooks/Policies • Your organization is growing – one of the most important things you as a hiring manager needs to do is be “CONSISTENT” with all your employees. • An Employee Handbook is a communication resource for Employer & Employee • It should consist of company’s mission, values, policies & procedures along with management’s expectations. • By no means should the handbook be construed as an employment agreement, which may affect the employer’s at-will status. • Do all employers need handbooks? No, but as your organization grows, you do need policies.

  17. New Hire Compliance • Immigration Reform & Control Act (IRCA) 1986 • Employers must verify that a new employee can legally work in the US • Must complete Form I-9, Employment Eligibility Verification, within 3 days of date of hire • State New Hire reporting • Many states require reporting within 3 days • E Verify • Some states require • New federal contracts require

  18. What does Hire Image offer you? • Employment screening & post-hire services • Human Resource compliance outsourcing • Compliance with laws and regulations • Easy online access, 24/7 • Custom packages of screening products • Fast turnaround times • Superior service • Accuracy of information matched to your applicant www.hireimage.com

  19. Questions For more information contact: info@hireimage.com 888-433-0090

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