Human Resources Hiring, Evaluation, Training Flashcards
Job Analysis
Done to determine how needed the position is
Job Description
Defines main tasks
- Responsibilities
- Accountabilities
- Standards (Expectations)
More equity, diversity, and inclusivity creates better companies
- True or False
True
- Companies that are more inclusive do better
How to Seek Candidates
Create a Candidate Pool
- Enough people to choose from
- Not too many where it becomes difficult to manage
Seeking Candidates
- Strategies
- Geographic Targeting
- Characteristic Specific
Importance of Company Brand
Creates the persona and culture of the employer to establish it as the employer of choice
- Employees will come to you
Internal Candidates
- Definition
Seek candidates who already work in the organization (Similar or different capacity)
- May be required by the union to post jobs internally before externally
Internal Candidates
- Benefits
- Promotes Opportunities
- History of the candidate is known (especially if they are in a similar position)
- Candidate knows the culture of the employer
- Shorter recruitment times (Can be determined by union)
- Lower costs for marketing
Internal Candidates
- Concerns
- Can the candidate be successful in the new role
Third Party Recruiters
- Examples
Recruitment Agency
Executive Search Agencies
Recruitment Agency
- Pre-existing database of potential candidates
- Recruits for other companies (competition)
- Advertisement Program
- Temporary Staffing
Executive Search Agencies
Approaches candidates who are currently employed
What would you use LinkedIn to promote
Used to promote brands
What to note when creating an advertisement
- Attention grabbing
- Creates interest in the position
- Qualified applicants would want to apply
- Focus on positive aspects but be realistic
- Imagery has to be representative of the organization
What is required in an advertisement
- How to apply and what you want the applicant to provide
- Salary information is preferred but not required
Advertising Strategies
Word of Mouth
- Employees
- Networking
Physical posting at the organization
Schools
- Job fairs
Newspapers
Company Website
Job Sites
Professional Associations (RxA, APSA)
Social Media
Canada Job Bank
Applicants Screening
- Responsivness
Reach out quickly to good candidates
- Looks unprofessional when you wait and they may take other job offers
Applicants Screening
- Sorting
Sort into categories
- Qualified
- Possibly Qualified
- Not Qualified
Applicants Screening
- Sorting Criteria
- Education / Training
- Licensure / Registration
- Experience
- Skills
Applicants Screening
- Other Criteria
- Location
- Errors in application / Resume
- Fact check information on application
- Stable employment history
- Gaps in employment?
- Employment history related to position
Applicants Screening
- Interview
Interview a manageable number of candidates (3-6)
Interview candidates you might hire
- No point wasting time
Try to avoid bias/discrimination
- Use: objective scoring system, multiple screeners
Use technology for screening questions / answers
- Telephone or Web-based
Selection Testing
- Based on ability, aptitude, personality
How to avoid bias in interviews
Objective Scoring System
Multiple Screeners with Different Viewpoints
Interview
- Best Practice
Recognize your bias
- We tend to hire people similar to us
Consistient interviewer(s)
- Multiple interviewers results in less bias
Schedule and confirm appointments
Comfortable / private area for interview
Consistient questions
- Aids in decision making process
Open ended questions
- Makes the candidate talk
Start with an opening to introduce each other, review the position before going into questions
Interview
- Questions
- Experience
- Conflict Management
- Time Management
- Customer Service
Ask them to tell you about a situation that’s happened in the past and how they responded
Interviews
- Conclusion
- Assess candidate interest
- Provide time for questions
- Obtain permission for reference checks (ideally signed consent)
- Advise candidate for next steps of the process
Reference Checks
Not required, some places do not allow because of liability
Screening
- How to choose a candidate
- Hire for fit
- Train for performance
- Character > Academic Attributes
What to include on the job offer
- Title
- Start Date
- Compensation
- Signature of acceptance
- Formal Employment Contract
How to deliver job offer
Phone
Email (Be careful of email address to prevent privacy break)
Unsuccessful Candidates
Informed after primary candidate has accepted
Internal Candidates will receive feedback on why they were not accepted
Orientation and Training
- Goal
Structured and consistient onboarding program
- Make sure employee know when, where, and who to meet for day 1
Orientation and Training
- Paperwork
TD1 forms
TD1-AB forms
Benefits forms
Direct Deposit forms
Regulated Member: Licensee must inform ACP
Netcare Access: From Netcare Access Administrator (Often the licensee)
Orientation to the Workplace
- Basics
Have an immediate sueprvisor available
Focus on the job description and roles
Provide access to employee handbook
Orientation
- What to show
Workplace Basics
- Health and safety
- Breaks
- Security
- Confidentiality
Operational Processes
- Computer system
- Cash handling
- Returns
Orientation
- Best Practices
- Try not to overwhelm
- Structured approach with opportunity to refresh
- Licensee must ensure training and assessment is adequate for new staff
