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Recruiting and Hiring: Tips and Trends for Attracting Top Candidates
For Small & Medium Businesses
©2013 LinkedIn Corporation. All Rights Reserved.
#hiretowin
Introductions
Keith Gilman, FPCDivision Vice President
Jean OlivieriVice President of Marketing
Keith is Division Vice President for the First Year Associate Experience
Program for Small Business Services at ADP.
Jean is the Vice President of Marketing for Small Business
Services at ADP.
#hiretowin
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.
© 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
Disclaimer
© 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.
#hiretowin
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
© 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. 4
Agenda
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46% of companies say that recruiting highly-skilled talent is the most important area of interest for their organization.
LinkedIn Report:
© 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. 5
Source: LinkedIn Talent Solutions 2015 Global Recruiting Trends
#hiretowin6
Source: ADP National Employment Report
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-150
50
100
150
200
250
300
350
248242
208
297
232
215
252
231
284275
220214
189
Chart 1. Change in Nonfarm Private Employment
Th
ou
sa
nd
s
© 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.
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Small businesses alone created 57% of those jobs.
© 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. 7
Source: ADP National Employment Report
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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?
© 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. 8
Questions to ask
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Interns
Seasonal workers
Temporary workers
Minors
Full-time employees
Part-time employees
© 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. 9
Types of hires
#hiretowin© 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.
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
LinkedIn Student Job Portal: https://www.linkedin.com/studentjobs
Interns
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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
© 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. 11
Can interns be unpaid? DOL six-part test.
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Seasonal Workers & Temps
1. Start the process early• Larger applicant pool• Increased training time
2. These workers are:• Protected by employment
laws• Generally entitled to the
same rights and benefits as employees
12
© 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.
#hiretowin© 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
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#hiretowin© 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. 14
Excavation Mining Manufacturing Explosives
Driving a Motor Vehicle
Operating Power
Equipment
http://www.youthrules.dol.gov/know-the-limits/14-15.htm
Job restrictions for minors
#hiretowin© 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.
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
15
#hiretowin© 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. 16
http://bit.ly/7jobdescriptiontricks
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• 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
© 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. 17
Develop a job ad
#hiretowin© 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.
18
XSally’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.
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45% of companies said their biggest obstacles to attracting the best talent in 2014 were competition and compensation.
LinkedIn Report:
© 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.
Source: LinkedIn Talent Solutions 2015 Global Recruiting Trends
19
#hiretowin
The digital generation: 41% would rather communicate electronically
It’s not all about money: 52% said opportunities for career progression make an employer most attractive
Millennials
20
Source: Pricewaterhouse Coopers
© 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.
#hiretowin© 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.
21
Internet Job Boards
Company Career Website
Internal Hires
Social Professional Networks
0% 10% 20% 30% 40% 50% 60% 70% 80%
74%
64%
62%
59%
Top Sources for Quantity of Hire
Source: LinkedIn Talent Solutions 2015 Global Recruiting Trends
#hiretowin
Internal Candidates
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Consider transfers or promotions
Boosts morale
Lowers recruiting costs
Creates a new vacancy
© 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.
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Encourage employees to refer qualified people they know
Employees rewarded for successful referrals
Have a written policy on program rules
Employee Referrals
© 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. 23
#hiretowin
Refer back to your hiring records
An applicant that wasn’t right previously might be now
Cuts down on recruiting costs
Applications on File
© 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. 24
#hiretowin
Contact college career centers
Gain access to a large pool of motivated talent
Example: https://www.linkedin.com/studentjobs
College Students
© 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. 25
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Professional Network
© 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. 26
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
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Can be affordable
Reach a broad audience quickly
Cast a wide net
Reach “passive” candidates
Example:
https://business.linkedin.com/talent-solutions/products/jobs
Online Postings
© 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. 27
#hiretowin
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
© 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.
Online Posting Tips
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Develop a policy
Designate a search person
Don’t request passwords
Don’t take the information at face
value
© 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.
Social Media Considerations
29
#hiretowin© 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.
Source: CareerBuilder Survey
Nearly 7 out of 10 businesses are affected by a bad hire.
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Ask candidates job-related questions prior to an interview
Assess whether they have the minimum qualifications
Be consistent
© 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. 31
Pre-screening questions
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Determine whether candidates meet the minimum qualifications
Use in conjunction with an employment application and other pre-screening tools
© 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. 32
Reviewing resumes
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Help verify information on a resume
Provide additional details the applicant may have left out
Key components:
1. Preferred schedule
2. Salary requirements
3. Work authorization
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4. Education
5. Employment history
6. References
© 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.
Application forms
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Prohibit criminal history inquiries on job applications
Some states prohibit these questions until after an initial interview or a conditional job offer
© 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. 34
“Ban the box” considerations
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Help decide whether to have in-person meeting
Clarify questions from their resume or application form
Express interest and be enthusiastic
35 © 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.
Phone interviews
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Be prepared
Consider body language
Don’t jump to conclusions
Decisions must be job-related
© 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. 36
Video interviews
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“Open-ended” questions
• Requires examples or an explanation
Situational or “behavioral-
based” questions
• Provide an example of past behavior
Problem-solving questions
• Shows how a candidate would respond to a situation
© 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. 37
Preparing interview questions
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Example questions
#hiretowin© 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. 39
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?”
Questions to avoid
#hiretowin40 © 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.
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?”
Questions to avoid
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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
© 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. 41
http://bit.ly/smbhiringtoolbox
During and after the interview
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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
© 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. 42
Making a selection decision
#hiretowin© 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. 43
Extending an offer
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
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Obtain the candidate’s written consent.
Verify:
Past and present jobs
Attendance history
Pay
Responsibilities
Eligibility for rehire
© 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. 44
Reference checks
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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 Enforcement Guidance
© 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. 45
Background checks (where appropriate)
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Required Forms:
Notice of Coverage Options
Form I-9
Form W-4
State-Required Forms
© 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. 46
Other Recommended Forms:
Emergency contact
Handbook acknowledgment
Receipt of company property
Payroll authorization
Benefit enrollments
Complete new hire paperwork
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Decide on the type of hire
Develop a job description
Determine recruiting strategy
Establish a selection process
47
Make a selection decision
Consider job-related background checks
Complete new hire paperwork
Retain hiring records
© 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.
Key take-aways
#hiretowin© 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. 48
ADP National Employment Report: www.adpemploymentreport.com
LinkedIn Reports: https://business.linkedin.com/talentsolutions/resources/recruiting-tips/global-recruiting-trends
LInkedIn’s Ultimate Hiring Toolbox For Small & Medium Businesses
https://www.linkedin.com/studentjobs
Career Builder Survey: http://www.careerbuilder.com/share/aboutus/pressreleasesdetail.aspx?sd=12/13/2012&id=pr730&ed=12/31/2012
Pricewaterhouse Coopers: http://www.pwc.com/gx/en/managingtomorrows-people/future-of-work/assets/reshaping-the-workplace.pdf
Government:DOL Summer Jobs+ Bank - https://webapps.dol.gov/summerjobs
Child Labor Laws - http://www.youthrules.dol.gov/know-the-limits/14-15.htm
EEOC Enforcement Guidance from April 2012 - http://www.eeoc.gov/laws/guidance/arrest_conviction.cfm
Helpful References
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Thank you for viewing
The information contained in this deck 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
adp.com/smallbusiness
© 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. 49
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