CHAP 4- HIRING PROCESS Flashcards
What is a hiring process?
The process of evaluating applications, identifying the best-fit candidate for a position, interviewing candidates, selecting the right one and completing the pre-employment steps.
Effective Hiring tips
Effective hiring involves predicting the performance of people you don’t know
Hiring Process
Outline the hiring process
Develop interview questions that lead to a successful hire
Identify what questions you can and cannot ask
Evaluate the applicant
Provide tools to hire the best candidate
Stage one: Recruiting
Identifying the Recruiting Process
Partnering with your HR Talent Acquisition Specialist (TAS)
Determining Recruitment Sources
Understanding the Recruitment Process:The Position Posting Process
1.Position is created and maintained in SAP (System Applications and Products in Data Processing)
2.Position goes through Workflow (approval process)
3.Position is received in HR
4.Talent Acquisition Specialist (TAS) works with hiring manager to develop posting and discusses recruitment strategy
5.Position is posted on HR Careers website
6.Hiring manager will receive notification that the position is posted
Recruitment Sources
HR website
Other sites or publications
OTHER media
Maximizing Posting Descriptions
Use conventional job titles
Keep abbreviations in mind
Write job responsibilities using action verbs
Include time and travel requirements
Differentiate the requirements i.e. preferred skills, required skills
Consider the length of the job description
STAGE TWO: INTERVIEWING
Establishing job competencies (skills, behaviors and attitudes)
Reviewing candidate materials
Preparing questions
Interviewing the candidate
Establishing Job Competencies
Outcomes
What do you want this person to accomplish?
Skills
What actual skills and knowledge must a person possess to achieve the desired outcomes?
Experience
What experience is necessary?
What experience is helpful, but not absolutely necessary?
Organizational Alignment
What does the specific environment of this position require?
What personal characteristics are helpful in being successful in this position?
What to Look for in a Resume (positive)
Signs of achievement
Specific results
Transferable skills and experiences
Appropriate education and work background
Continuity and duration of employment
What to Look for in a Resume (negative)
Gaps in time
Unclear, incomplete or conflicting information
Large numbers of relocation
Job changes that do not indicate advancement
Accuracy in spelling, grammar and format
avoid questions about:
Gender
Sexual Orientation or Sexual Identity
Ethnicity
Questions about those areas indicate bias in selection process
Types of Interview Questions
Behavioral
Situational
Rapport Building
Open-ended
Closed
Contrary evidence
Behavioral interviewing
The single best predictor of future behavior is past behavior!
Ask for specific examples which show what the candidate has done in the past and what he/she would do in the future.
Behavioral interviewing
A person’s past performance
A person’s motivations, thought process, decision making process, assessment of situations, problem-solving skills, analytical skills and action taken
Application of prior experience to future job-related situations
ex: Question
What are your strengths?
Answer
I think I’m a hard worker.
Behavioral
Tell me about a project that required you to put in some extra effort to meet a deadline.
behavioral interview guide questions
Tell me about a time when you exhibited ……
Give me an example of a time when you had to ….
Describe a situation in which….
Describe a time when you had a particular difficult situation with a customer and what you did to handle that?
Let’s say you encounter the following situation….how would you deal with it? (scenario)
STAR:
Situation/Task = The background or context in which the person acted
Action = What the person did in the situation
Result = The effects of the person’s actions
Situational Interviewing Questions
This is when the candidate may not have the actual experience you are looking for
You want to “see”:
How the candidate would assess the situation
Their thought process in resolving the situation
situational interview guide questions
If you were to develop a program for our department, what would you do?
If You have multiple tasks to accomplish. How would you prioritize the tasks?
Effective Questioning Techniques
Rapport building questions
Do you think it will ever stop raining?
Open-ended questions
What do you like about your current job?
Closed questions
How many years have you worked in healthcare?
Contrary evidence questions
You mentioned you work hard to build your customer service team. Can you tell me about a time when it didn’t work?
Silence
It’s okay. Take some time to think about it before you answer.
Interview Agenda
Greet candidate
Establish rapport
Set agenda for the day
Announce note-taking
Prepare questions
Probe to clarifyunderstanding
Interview tips
Give candidate opportunity to ask Questions
Describe job & organization
Ask for references that verify job performance
Describe interview process (& highlight next steps)
Escort candidate out
Private Location, free from interruptions
Take Notes
Inform the candidate that you will take notes
Write down positives and negatives
Use key words and phrases
After interview - evaluate behaviors
Make sure your conclusions have supporting examples
What to do in the Interviewing process
Do ask all candidates the same questions
Do use the Interview Guide
Do find out type of work environment/management style candidate prefers
Do engage multiple members of current staff for interviewing
At the End of the Interview
Review notes to see if you need any more information
Provide an overview of position and role in organization
DO NOT provide feedback that could be interpreted as an implied promise of employment
Thank the candidate for coming
STAGE THREE: SELECTION
Evaluating objectively
Checking References
Making the contingent job offer
Evaluate Candidates
Understand selection criteria in advance
Complete assessment while interview is fresh in mind
Assess candidate’s responses in all selection areas
Compare to skill proficiency levels
Base your conclusions on facts, examples and observations
Identify strengths and limitations in each area
Note areas of weakness or weak data for discussion
Participate in interview team discussion
If Candidate Doesn’t Accept the Position
Determine with Talent Acquisition Specialist:
To offer the position to your #2 candidate
Reassess the candidate pool and invite new people in for interviews
Reassess the job description
If Candidate Accepts the Position
Notify in person interview candidates that they were not selected
Contact new hire to welcome and confirm start date
Prepare Onboarding process
Communications: inform staff of the employee’s arrival
Logistics: work space, office supplies, computer equipment
Plan or Schedule: training, first day activities
Stage four: onboarding
Preparing before the employee starts
Organization orientation
Department orientation
Providing a welcoming, collegial, and professional environment, as well as, the tools and resources is necessary to ensure a new hire’s success
Provides information about the organizational culture
Covers compliance items such as policies and required new hire paperwork
Gives clarity to the position and performance expectations
Prior to employee’s arrival
Inform staff of the employee’s arrival
Set up and clean the new employee’s office space
Work with IT to obtain and set up computer equipment
Etc.
