CHAP 4- HIRING PROCESS

Question 1

What is a hiring process?

Answer 1

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.

Question 2

Effective Hiring tips

Answer 2

Effective hiring involves predicting the performance of people you don’t know

Question 3

Hiring Process

Answer 3

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

Question 4

Stage one: Recruiting

Answer 4

Identifying the Recruiting Process
Partnering with your HR Talent Acquisition Specialist (TAS)
Determining Recruitment Sources

Question 5

Understanding the Recruitment Process:The Position Posting Process

Answer 5

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

Question 6

Recruitment Sources

Answer 6

HR website
Other sites or publications
OTHER media

Question 7

Maximizing Posting Descriptions

Answer 7

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

Question 8

STAGE TWO: INTERVIEWING

Answer 8

Establishing job competencies (skills, behaviors and attitudes)
Reviewing candidate materials
Preparing questions
Interviewing the candidate

Question 9

Establishing Job Competencies

Answer 9

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?

Question 10

What to Look for in a Resume (positive)

Answer 10

Signs of achievement
Specific results
Transferable skills and experiences
Appropriate education and work background
Continuity and duration of employment

Question 11

What to Look for in a Resume (negative)

Answer 11

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

Question 12

avoid questions about:

Answer 12

Gender
Sexual Orientation or Sexual Identity
Ethnicity

Questions about those areas indicate bias in selection process

Question 13

Types of Interview Questions

Answer 13

Behavioral
Situational
Rapport Building
Open-ended
Closed
Contrary evidence

Question 14

Behavioral interviewing

Answer 14

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.

Question 15

Behavioral interviewing

Answer 15

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.

Question 16

behavioral interview guide questions

Answer 16

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)

Question 17

STAR:

Answer 17

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

Question 18

Situational Interviewing Questions

Answer 18

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

Question 19

situational interview guide questions

Answer 19

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?

Question 20

Effective Questioning Techniques

Answer 20

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.

Question 21

Interview Agenda

Answer 21

Greet candidate
Establish rapport
Set agenda for the day
Announce note-taking
Prepare questions
Probe to clarifyunderstanding

Question 22

Interview tips

Answer 22

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

Question 23

Take Notes

Answer 23

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

Question 24

What to do in the Interviewing process

Answer 24

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

Question 25

At the End of the Interview

Answer 25

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

Question 26

STAGE THREE: SELECTION

Answer 26

Evaluating objectively
Checking References
Making the contingent job offer

Question 27

Evaluate Candidates

Answer 27

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

Question 28

If Candidate Doesn’t Accept the Position

Answer 28

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

Question 29

If Candidate Accepts the Position

Answer 29

Notify in person interview candidates that they were not selected
Contact new hire to welcome and confirm start date

Question 30

Prepare Onboarding process

Answer 30

Communications: inform staff of the employee’s arrival
Logistics: work space, office supplies, computer equipment
Plan or Schedule: training, first day activities

Question 31

Stage four: onboarding

Answer 31

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

Question 32

Prior to employee’s arrival

Answer 32

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.