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The Hiring Process

The Hiring Process. Aamer Abualula Tiye Cort TJ Murphy Kyle Richardson. Supply and demand of workers. Finding the supply and demand of workers is the First step in the hiring process.

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The Hiring Process

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  1. The Hiring Process AamerAbualula Tiye Cort TJ Murphy Kyle Richardson

  2. Supply and demand of workers • Finding the supply and demand of workers is the First step in the hiring process. • Supply and demand from the HR prospective refers to: the qualified workers as supply with needed jobs as demand

  3. Supply and demand of workers • The supply and demand of workers comes from the HR planning. • Supply and demand of workers is a process needed before starting a job analysis or job description to know the needed workers for the future.

  4. Job Analysis • Job analysis is the duties and the requirements of skills to complete a job • It is a description of the job not the occupant of the job

  5. Job Analysis • Reasons to conduct a job analysis: • Specify the training an employee needs to take before occupying the job. • To identify the skills needed for the job • To determine the right compensation for the job • Determines the selection of procedures involved in the job

  6. Job Analysis • Methods to conduct a job analysis • Questionnaire, interview, observation or gathering background information. • Aspects of job analysis: • Duties and tasks • Environment of the job • Tools and equipments needed for the job • Relationships with people around the job • Requirements of the job -KSA’s-

  7. Job Description • What is it? • States the job’s title, responsibilities, and KSA’s of employees

  8. Interview Process • Obtain firsthand information about the candidate’s background • Get a sense of the candidate’s attitude and how that matches up with job requirements • Estimate the candidate’s ability to adapt to the company’s work environment • Increases the likelihood of hiring the right people

  9. Interview Process (Cont’d) • Multiple/ Panel Interviews • Question Styles: • Closed- ended • Open- ended • Hypothetical • Leading

  10. Job Design • What is it? • Aims to improve job satisfaction, through put, and quality. Also tries to reduce problems with employees.

  11. Considerations • Responsibilities • Tasks • Schedule • 4 day week • Work from home • Flex time • Technology • Up to date • Required equiptment

  12. O*NET • Occupational Information Network • What's needed on the resume • KSA’s • Education • Growth • Pay ranges

  13. Environment • Flow of the facility • Start to finish design • Circular flow • Properly planed welcoming • Culture • Work area • On-boarding

  14. On-boarding • What is it? • The direct bridge between the knowledge, skills, and abilities the new employee has claimed to bring to the company and the attainment of actual productivity.

  15. Traditional On-boarding Activities • Payroll and Benefits • Grounds and Buildings • Security Department • IT Department • Office Manager • Team Members/Mentor • Training

  16. Reasons for an Effective On-boarding Strategy • Reduced Time and Effort for HR • Improved Productivity and Performance • Effective Communication • Reduced Time to Contribute • Stronger bonds among colleagues • Enhanced Job Satisfaction and Loyalty • Improved Employee Engagement and Retention • Enhanced Employer Brand

  17. Any Questions?

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