Download - Search Committee Itinerary. Welcome Introductions Background on the process & job –who is being considered (number) High profile positions, names.

Search Committee Itinerary


Welcome Introductions Background on the process & job

– who is being considered (number)High profile positions, names divulged

– how long the process will take– expectations for completion– how notification will occur– how this interview will go forward


Overview of the agency

– general agency information– discussion of employee benefits– salary may fit here

Overview of the position

Interview questions


Questions by interviewee

Closing the interview

– Reminder of time line– Thank you for your involvement– Call with questions

Tips for the Interviewer

Ask all candidates the same questions

Probe for specifics…don’t settle for canned responses

Interpret responses in terms of competencies


Look for deficiencies What will hinder performance?

Schedule enough time for the interview

Let the candidate do the talking – avoid “yes/no” questions


Avoid sitting behind a desk

Ask 1 question at a time– What was the most challenging

program you have ever planned? What made it challenging? What would you do differently next time?


Don’t get flustered by silence– Let the candidate think

Don’t feel compelled to read the question word for word


When discussing the town, do not focus on family oriented aspects. Discuss everything.

Avoid assuming thoughts of the candidate– Can’t get them to take job– A single person/minority wouldn’t want

to live here


Take notes on responses to questions

Don’t forget you are being interviewed as well

Control the interview– Talkative candidate, tangents– Evading questions

Checking references

Checking References

Why?– To uncover info omitted, misrepresented on the

resume & in the interview

– Get a feel for the candidates job performance from an outside perspective

– Check “fit”

– Make a good hire

Checking References

When?– After second screening– After screening interview or final

interviewHave them sign a waiver you fax to

references

Who?– Direct supervisor, hiring committee

Checking References

Ask about off-list references

Issues– May get basic info (dates of employment

& job)

– Fear of legal ramifications

Checking References

How?– Phone

Builds rapport with person May get interesting info

– Writing Position, employment dates Reluctant to put things in writing

Checking References

What to ask– Assure all info kept confidential– Key responsibilities– # of reporting staff– Most important contributions to the agency– Relationship with staff & co-workers– Overall assessment of candidate– Given this position would you hire them– Would you rehire them in their old position?– Strengths & weaknesses– Attendance– Additional comments

Checking References Process

1. Set the appointment to make the call

2. Be prepared with a list of questions & the person’s resume

3. Give an overview of the position

4. Keep notes on the facts given for comparison

5. After the call, evaluate what you learned1. Check negative statements against other

references

Checking References

Tips for checking references– Verify info given on resume to make sure it is accurate

– Pay attention to negative or neutral comments, unusual hesitations, “how can I put this….”

– Put less weight on positive references

– Don’t get a reference check from a friend

– Contact at least 1-2 people who supervised this person

– Ask only legal questions

Selecting the Final Candidate

Final Selection

Meet as a committee to discuss Rank order candidates Discuss strengths & weaknesses

– Competencies– Ability to do the work– Interest in the job– Potential for growth– Ability to adjust to the environment

Final Selection

Final decision– Committee, Board, Supervisor

Make the offer– Keep selection confidential until deal is

complete– Negotiations

Salary, start date, moving expenses– Final checks & tests…

Other Checks & Tests

Background Checks

Why– Negligent hiring

– Federal/state lawsSome states - require criminal background

checks for anyone who works with children, older adults & people with disabilities

Background Checks

Contents– Driving records – Vehicle registration – Credit records – Criminal records – Social Security no. – Education records – Court records – Workers' compensation – Bankruptcy – Character references

Contents– Neighbor interviews – Medical records (job

related) – Property ownership – Military records – State licensing records – Drug test records – Past employers – Personal references – Incarceration records – Sex offender lists

Background Checks

Can’t report– Bankruptcies after 10 years. – Civil suits, civil judgments, and records of

arrest, from date of entry, after 7 years. – Paid tax liens after 7 years. – Accounts placed for collection after 7 years. – Any other negative information (except

criminal convictions) after 7 years.

Background Checks

Have HR person do this & not supervisor

Must get written permission from candidate

Legality of not hiring based on results???– Follow Fair Credit Reporting Act (FCRA) guidelines

Drug Tests

Must be agency policy – Transportation jobs– Heavy equipment– Medical, law enforcement

Agency pays ($25-$50)– marijuana, cocaine, PCP, opiates, and

amphetamines Tested after offer, job contingent on

passing

Drug Tests

Candidate fails…– Ask candidate if they can explain results– Insufficient explanation – no job

57% of all agencies test for drugs– Decrease in absenteeism, workers

comp, ee turnover– Increased productivity

Benefits

Benefits

Required (except independent contractors):– Employer contributions to Social

Security or state pension– Unemployment compensation– Worker’s comp

Additional benefits??

Benefits

Medical benefits Vacation & holiday

pay Pension plans Domestic partner

benefits

Paid education fees Child care services Deferred

compensation Use of agency

facilities

Written Agreement

In Writing

Title Start date Salary Benefits Type of employee…

2 Types of Employees

At Will employees– You or your employer can terminate

your job on a moment's notice for any reason - good, bad, indifferent -- or no reason at all

– Unless the termination violates federal or state law, company policies, or an implied contract…


At Will employees– Unless the termination violates federal

or state law, company policies, or an implied contract such as

Civil rights act– race, color, religion, sex, or national origin

Age discriminationADAWhistleblower


For Cause employees– The employer cannot discharge the

employee without a legitimate reason -hence the term for cause

– Examples of for cause employees…


For Cause employees– Examples of for cause employees

Implied, oral or written contract saying job is for cause

Union member part of collective bargaining agreement

Government employee under the protection of civil service laws


Which are you?– See contract– Letter of hiring– Personnel policy manual

– Some at will jobs will be covered by a “for cause” policy

The Business Plan…10/10

Section 3: Human resources plan (individual)* Job description* Job announcement* Recruitment plan* Establish search committee (by title)* Screening matrix* Interview process* Interview questions* Interview schedule

* Reference check questions