Effective Hiring Practices

1. Effective Hiring Practices Recruiting the Best Person

2. Objectives • Discuss the benefits/costs of hiring decisions • Review the recruitment/selection process • Advertising • Identify pre-interview issues • The Interviews • Define and discuss “Negligent Hiring” • Employment Laws

3. Recruitment/Selection Process Overview • Identify position vacancy • Address budget and affirmative action (AA) priorities • Approval of recruitment effort • Initiate sourcing • Screen and forward Resumes/CVs • Conduct initial phone screens • Obtain AA forms and Employment Applications • Conduct on-campus interviews • Identify lead candidate • Perform due diligence tasks • Make offer made, acceptance, file completed • Start/New Employee Orientation

4. Advertising Ad template now posted on Human Resources section of TWU website expedites the launch of your recruitment ad • Accepts your input for required data • Permits your customization of job description and required/desired candidate qualifications for inclusion • Candidates’ electronic responses sent to Recruitment resulting in faster referral for your review Employment ads are normally placed with … • TWU Website • Higher Ed Jobs • Local Newspaper

5. Pre-interview issues • Workforce Diversity Plan Hiring Evaluation Checklist • Preparing the Request for Employment Search • Considering different types of interviews • Behavioral Interviewing - predicting future behavior based on past behavior • Developing behavior-based interview questions • Your Resume review

6. Your Resume Review • Catching an inconsistency on a resume should cause concern about a candidate’s overall ethics • Common resume inconsistencies (per a recent CareerBuilder study): • Employment dates “stretched” to cover up gaps …the most common resume inconsistency (One-in-five hiring managers reported finding this on a candidate’s resume) • Other top resume inconsistencies include: • Previous employers (18%) • Academic degrees and institutions (16%) • Technical skills and certifications (15%) • Accomplishments (8%)

7. Interviews • Improve our interviews • About the Resume/CV • Types of Interviews: • Screening • Informational • Behavioral • Avoiding common selection problems – Red Flags • Common interview mistakes • Personal interview questions • Managing time and closing the interview

8. About the Resume/CV… • A resume/CV is a “story” and your candidate is the author • “Literary license” is not OK with us • Fact or fiction …or some combination? • Our collective goal is to discover any errors in facts or any omissions …throughout the process • Good candidate …the “story” gets better the more we find out • Bad candidate …the “story” falls apart the more we find out • Alert reviews of resume/CV and employment application is each interviewer’s job

9. Types of Interviews • The Screening Interview – Screening candidates to identify those individuals that meet the basic qualifications (initial screens) • The Informational Interview – Information exchange between the jobseeker and employer get to know one another better without reference to a specific job opening.  • The Behavioral Interview – “The premise behind behavioral interviewing is that the most accurate predictor of future performance is past performance in similar situations. Behavioral interviewing, in fact, is said to be 55 percent predictive of future on-the-job behavior”

10. Look and Listen for “Red Flags” • On the resume and/or application: • Missing/incomplete information • Frequent job changes/time interval between jobs • Negative/vague reasons for leaving past employment • Inadequate written communication skills • During the initial screen/phone interview: • Inconsistent answers/lack of preparation • Unrealistic job expectations/career goals • Inadequate verbal communication skills • Unsatisfactory attitude

11. Common Interview Mistakes • Poor time management during the interview • Not maintaining the interview schedule • Excess talking about yourself, the job, or the University • Creating inappropriate stress for the candidate • Not asking the tough questions • Being overly familiar with the candidate • Being influenced by the “halo/horns” effect • Asking illegal/inappropriate questions • Asking leading questions

12. Personal Interview Questions

13. Negligent Hiring DEFINITION: • Negligent hiring normally refers to an employer’s obligation not to hire an applicant that they knew or should have known was likely to undertake conduct against other individuals or otherwise subject employees or third parties to actions which can create legal liability. DUE DILIGENCE STANDARD: • Depending on the particular responsibilities and trust placed upon an employee, there is a correlation with the diligence required in attempting to investigate the individual’s background before hiring. An employer’s obligation to its employees and third parties for negligent hiring will depend upon whether that employer acted as a reasonable prudent employer would in hiring such employees.

14. Negligent Hiring …continued What we do at TWU to promote due diligence standards: • Reference Checks • Background Checks • Employment Verifications • Degree Verifications

15. Employment Laws Prior to beginning any step in the selection process, interviewers and appointing authorities need to be familiar with the following employment laws and guidelines: • The Civil Rights Acts of 1866, 1870, and 1871 - prohibits discrimination against minorities. • The Fair Labor Standards Act of 1938 - specifies a minimum wage, requires overtime pay for certain employees, and restricts child labor. • The Equal Pay Act of 1963 - requires equal pay for men and women performing work that involves similar skill, effort, responsibility, and working conditions. • The Civil Rights Act of 1964, particularly Title VII - prohibits the selection of employees based on race, color, sex, religion, or national origin, in all matters of employment from recruitment through discharge, and requires employers to discover discriminatory practices and eliminate them. Also prohibits sexual harassment. • The Age Discrimination in Employment Act of 1967 - prohibits discrimination because of age for anyone age 40 or over.

16. Employment Laws….continued • Pregnancy Discrimination Act of 1978 - amended Title VII to recognize pregnancy as a temporary disability and prohibit bias on the basis of pregnancy, childbirth, or related medical conditions. • 1978 Uniform Guidelines on Employee Selection Procedures - applies to employers subject to Title VII or Executive Order 11246; provides a framework for determining the proper use of tests and other selection policies or practices; requires that all selection procedures must withstand validation tests. • The Immigration Reform and Control Act of 1986 - prohibits discrimination in employment on the basis of national origin or citizenship status, prohibits employment of unauthorized aliens and provides penalties for violations. • The Americans with Disabilities Act of 1990 (ADA) - prohibits discrimination against qualified individuals with disabilities—that is, individuals with disabilities who can, with or without reasonable accommodation , meet the skill, experience, education, and other job-related requirements of a position—in regard to job application procedures; hiring, advancement, or discharge of employees; employee compensation, job training, and other terms, conditions, and privileges of employment.

17. Employment Laws…continued • The Genetic Information Nondiscrimination Act of 2008 - prohibits discrimination against employees and applicants because of genetic information. Title II prohibits the use of genetic information in employment decisions and restricts employers from requesting, requiring, or purchasing genetic information, as well as disclosing genetic information. • There are also a number of other employment laws that must be adhered to by agencies that receive federal funding or who hold federal contracts. Some are listed below: • Executive Order 11246 - prohibits discrimination and requires government contractors to take affirmative action to assure that applicants are treated equally.The Rehabilitation Act of 1973 - prohibits federal contractors discriminating against individuals with disabilities.The Vietnam Era Veterans Readjustment Act of 1974 - encourages employers to hire qualified Vietnam veterans, including those who were disabled.

18. TWU HR Please feel free to contact: Sherry Driggers, PHR Manager, Recruitment (X3554) Myrna Flores Senior HR Generalist, Recruitment (X3551) Bob Mabry Manager, Employee Relations (X3518).