Disclosure

1. Disclosure I do not have any financial relationships with any commercial interest related to the content  of this activity. All presenters and planners of today’s activity do not have any financial relationships with any commercial interest related to the content  of this activity. This activity has not received commercial support.

2. Objectives Identify tools to use for job postings Discuss basic legal aspects of interviewing Develop best practice techniques for phone screens and interviews

3. FUNDAMENTALS OF HUMAN RESOURCES MANAGEMENT 10-16-18 Samantha Helmer

4. Introduction • Credentials • 12 years of Human Resources Experience • BA in Human Resource Management from Michigan State University • Masters in Management from Aquinas College

5. Topic Overview • Recruitment • Job Postings • Employment Websites • Social Media • Interviewing • Phone Screening • Legal Aspects of Interviewing • Behavioral Interviewing • Q & A

6. Recruitment

7. Job Posting What should I include in my job posting? Job Title Introduction to position Essential Duties and Job Responsibilities Position Requirements (Desired Qualifications) Benefits and Perks of your company

8. Job Posting • Job Title • Often overlooked, the job title, is the first thing that will draw in applicants to a posting • When you write your title, include the name of the position and the top one to three things that will make the job attractive to an applicant • Examples:

9. Job Posting Introduction • Get Creative in your introduction – what would appeal to your candidate pool? • “Do you enjoy working in a fast paced team environment ? • Are you looking for a full time position at a well established and rapidly growing company? If so , this could be a career opportunity for you. • Describe the job in 1-2 sentences • Keep it Brief!

10. Job Posting • Essential Duties and Responsibilities • What are the day to day responsibilities of this position?

11. Where do I post my job? Employment Websites Social Media Other Resources

12. Job Posting versus Job Descriptions REMEMBER Job Descriptions are not Job Postings A job description is an internal company document used to detail the description for the job responsibilities and expectations for a job that a company uses internally. A job posting is meant to sell applicants on your company, team, location and all the things that make working for you great. That’s what you should be posting to job boards.

13. Employment Websites

14. Social Media • Fastest growing way to connect with candidates • Posts can be shared by many to reach larger pool of candidates • Encourage your internal employees to share your posts • Faster Response Times

15. Facebook • Company Page / Personal Page • Recruit Internal Employees to share your post • Community Pages • Ex: Portland Michigan Community Page • Job Seeker Groups • Ex.“Grand Rapids Job Seekers” • Ex. “Grand Rapids Jobs, Who’s Hiring?

16. Linked In • Company Linked In Page • Recruit Internal Employees to share your post • Post a job in linked in

17. Twitter

18. Old School Resources • Don’t forget about your old school resources of recruitment • Newspaper Ads • Posters • Job Fairs

19. Phone Screening • Phone screening can be a very effective first step at narrowing the pool of candidates • Use the phone screen to identify if the candidate meets the major job requirements or “knock out factors” • Do they meet the minimum qualifications? • Thoroughly review job history and evaluate reasons for leaving and gaps in employment • Can they work the schedule, travel as required, work OT, etc. • Assess current pay rate to see if we have a match – be cautious in trying to make a fit if the candidate is taking a large cut in pay

20. Phone Screening • Use the phone screen to assess the candidate’s interest in the job • Take the opportunity to “sell” the candidate on your company • Talk about the positives of the job (this doesn’t mean gloss over the hard parts of the job!) • Compensation (incentives/bonuses) and Benefits • What makes your company stand out ? Get the candidate interested in working at your company – this will help decrease the number of interview no shows • It may also help to send an e-mail or text confirmation with date, time and address for interview (if feasible)

21. Interviewing Tips and Guidelines

22. Legal Aspects of Interviewing • Hiring decisions can be challenged based on questions ask during interviews • Keep in mind that even though a question isn’t illegal it may show discriminatory intent • Rule of Thumb: Stay away from personal conversation • Applicable Laws • Title VII of the Civil Rights Act • Americans with Disabilities Act • Age Discrimination in Employment Act

23. When does the interview start? The interview starts at the time the candidate arrives (or even when you’re speaking to a candidate over the phone). Regardless of whether you’ve started your official interview questions or not, any conversations you have with the candidate can come into question from a legal perspective. For example, as you are walking in, the candidate notices a picture of your children and asks, “Oh, are these your children?” Don’t allow that casual conversation to lead to questions about whether the candidate also has children.

24. Forbidden Questions Cannot be asked in interviews Innocent Questions can lead to legal trouble

25. Age You May Ask Forbidden • Do you meet the state minimum age requirement for work? • If a work environment requires a minimum age, you can ask if they are over that age. How old are you? What is your date of birth? When did you graduate from high school or college? What class were you at “Rydell” High school?

26. Availability for Work and Travel You May Ask Forbidden • Can you work Saturdays and Sundays? • Do you have children? • What are your child care arrangements? These are the hours of work – can you attend work during these hours? Do you have reliable transportation to get here during those hours? This job occasionally requires employees to work overtime. Are you able and willing to work overtime as necessary? Do you have any obligations that would keep you from work-related travel?

27. Birthplace and Citizenship Forbidden You May Ask • Where were you born? • What is your native language? • Are you a U.S. citizen? • Are you legally authorized to work in the United States?

28. Clubs and Affiliations Forbidden You May Ask • To what clubs or social organizations do you belong? • What is your religious denomination, or religious affiliation? • Do you belong to any professional or trade organizations that you consider relevant to your ability to perform this job?

29. Economic Status Forbidden • You May Ask Have you ever had your wages garnished? Do you own your own home (or car)? How long do you plan to work at this job? Have you ever filed for bankruptcy? None

30. Name Forbidden You May Ask Have you ever had your name changed? What is your maiden name? What nationality is your last name? Is there any additional information we need about your name to verify your employment / education record? Have you ever worked for this company under another name?

31. Relatives Forbidden • You May Ask Who is the relative to be notified in case of emergency? Are you married? Do you have children? Do you plan to get pregnant? None

32. Disabilities You May Ask Forbidden Do you have a disability? Have you ever filed for workers’ compensation? Have you ever been treated for any of the following conditions or diseases (followed by a checklist of various illnesses)? How many days were you absent from work because of illness last year? What prescription medications are you taking? Is there any health-related reason you may not be able to perform the job for which you are applying? Are you able to perform the essential functions of this job with or without reasonable accommodations?

33. Why Behavioral Interviewing? Most accurate predictor of future behavior and performance is past behavior and performance in similar situations Emphasizes past performance and behaviors Focuses on experiences, behaviors, knowledge, skills and abilities that are job related Applicant gives specific examples from past experience – not that they can do something but that they have done it

34. What does it look like? Describe a time when you were faced with problems or stresses at work that tested your coping skills. What did you do? Give an example of a time when you had to be relatively quick in coming to a decision? Tell me about a situation in the past year in which you had to deal with a very upset customer or co-worker?

35. Types of Interviewing Questions Theoretical or Situational questions • Hypothetical situations • Use sparingly as they may test skills at answering questions rather than in doing a good job • These are helpful to use when the candidate doesn’t necessarily have the job experience you are seeking, but you want to know if they possess the aptitude for it • Example: How would you organize your friends to help you move into a new apartment?

36. Types of Interviewing Questions Behavioral Questions • Seek demonstrated examples of behavior from past experience • Concentrate on job related functions • Open-ended questions – require more than yes or no response • “Tell me…”, “Describe…”, “When…” • Example: Describe a time you had to be flexible in planning a work load • Closed-ended questions – verify or confirm information • Example: You have a degree in business, is that correct? • Why questions – reveal rationale for decision made or determine level of motivation • Example: Why did you decide …………..?

37. Probing Questions • After the applicants answers the question – ask probing questions • Verify the results • Ask for example – “How many hours did you spend on the project” • Verify “we” vs. “I”

38. Interview Questions Ask the same questions to each candidate (probing questions will vary on candidate responses) Helps with consistency in interview process Focuses on the behaviors and performance aspects Helps to keep your company legal

39. Candidate Follow Up • Reply to all candidates who did not move forward in the hiring process • Thank them • Encourage applying to future positions • Close the deal – timely communication with extending an offer

40. Resources • SHRM • https://www.shrm.org/ • HR Daily Advisor • www.hrdailyadvisor.com

41. Thank You ! Contact Info: Samantha Helmer Email: samhelmer928@gmail.com Message me On Linked In

42. Questions