The Rundown on Recruiting - TriNet · PDF file · 2017-03-24The Rundown on Recruiting February 23, 2017 Shannon Latham, HRC ... Initial Screening of Resume ... • Team interviews

© 2017 TriNet Group, Inc. All rights reserved. Reproduction or distribution in whole or part without express written permission is prohibited.

The Rundown on Recruiting

February 23, 2017 Shannon Latham, HRC Angela Dunn, HRC

2/22/2017© 2017 TriNet Group, Inc. All rights reserved. Reproduction or distribution in whole or part without express written permission is prohibited. 2

Agenda

• Introductions

• The Rundown on Recruiting

• Q&A


Welcome!

Jacqueline Breslin Director, Human Capital Center of

Expertise, TriNet • Based in San Leandro, CA • 20 years experience in Human Resources • Leads a team dedicated to compliance,

workplace investigations, and guidance for challenging employee-relations issues

• Experience implementing and managing HR programs to include policy development, performance management, compensation, recruitment and retention, learning and development, coaching, and M&A activity

Jackie BreslinTriNet


Subject Matter Experts

Shannon Latham

Human Resources Consultant, TriNet

• Based in Reno, NV • 10 years experience in Human

Resources • PHR Certified • Provides compliance and employee

relations support to the Client Services team and TriNet clientsShannon Latham

TriNet


Subject Matter Experts

Angela Dunn

Human Resources Consultant, TriNet

• Based in Las Vegas, NV • 15 years experience in Human

Resources • PHR Certified • Provides compliance and employee

relations support to the Client Services team and TriNet clients

Angela DunnTriNet


Quick Poll

• Do you currently have a recruiting process in place now? ▪ Yes ▪ No ▪ In progress


Introduction to Recruiting

• What is recruitment and why is it important? • Diversity in the recruitment process • Defining the role ▪ Job Analysis

• Recruiting Process - important to a successful business


Key Recruitment Tools

• Create a comprehensive job description • Clear and engaging job postings and announcements • Interview questions that meet HR best practices and mitigate

risk for the company • Offer Letters that provide important information for the new

employee


Job Descriptions

A job description should be in place for every position prior to posting to a job board

• Identify qualifications • Specify the essential functions of the position • Communicate soft skills

Why? • Helpful for compliance with EEO, ADA, and other federal and state

regulations • Provides competencies to assist you with finding the right candidate • Acts as a basis for a job posting • Sets clear expectations for the position


Look Internally

• Remember the best candidate may be a current employee

• Ask for referrals from current employees


Incorporate a Marketing Strategy

• Market your organization

• Market your culture and benefit package. Promote the unique attributes that make your company stand out amongst the competition

• Post the position strategically –industry websites, trade shows, target audience, use multiple sites to post


Initial Screening of Resume

• Know the Position ▪ Being familiar with the job description will help move efficiently and

accurately through the resumes you receive • Create an Evaluation Grid ▪ Spreadsheets

• Organize Resumes into three folders ▪ Yes- meets all criteria ▪ No- does not meet must-have criteria ▪ Maybe- meets must-have criteria and some additional criteria, but not

all • Sort Final Folders ▪ Begin interviewing the candidates in the “Yes “folder and sort

“Maybes” into the folder as needed


Create an Effective Interview Process

• Read the resume and application before the interview • Know the minimum level of knowledge, skills and abilities

the candidate MUST have – job descriptions provide this information

• Prepare questions in advance. ▪ Interview questions need to address competencies ▪ Ask open ended questions

• The interview questions should help identify the candidate’s values and alignment to your organization’s values


Create an Effective Interview Process

• Consider phone interviews as a first step to get an idea of the candidates qualifications and fit

• Team interviews help find candidates that are a cultural fit • Include a tour of the office location and consider a short

shadowing opportunity with a current employee in the position


Interview Questions

Be careful!

• Ask questions relevant to the job

• No questions about age, ethnicity, religion, or family status, disabilities, medical conditions (including pregnancy), national origin, or gender identity.

• Avoid stereotyping applicants

• Do not offer job in initial interview


Interviewing Tips

Ask open-ended questions

• Why have you applied for this position? What skills do you have that will be applicable to this job?

• Tell me about challenges you’ve experienced and how you’ve overcome them

• What are some of your greatest successes? Which professional achievements are you most proud of?

• Tell me about the manager you learned the most from? How did this manager have a positive influence on your career?


Interview Tips

• Take careful fact-based notes (can be discoverable in court) as opposed to notes of your opinion

• Listen closely to what candidate says—look for non-verbal cues • Allow candidate to talk—silence on your part is fine • Provide candidates an opportunity to ask questions about the

company.


Close the Loop

• Notify candidates if they are not selected to proceed in the recruiting process

▪ Provides closure to candidates ▪ Helps avoid social media backlash ▪ Allows for good candidates to have a positive experience and apply

for a future position they may be better suited for


Conditional Offer of Employment

• Determine any remaining requirements to be eligible for employment ▪ Background or drug testing requirements ▪ Proof of education or professional certification requirements

• Determine employment terms for the new employee ▪ Start Date, Salary, Title, Benefits, Work hours

• Call the top candidate ▪ Be prepared for:

▪ Negotiating employment terms ▪ Answering questions surrounding promotions and/or salary increases ▪ Answering questions regarding conditions of employment ▪ Possible accommodation requests (consult with legal counsel prior to

accepting or denying request)


Conditional Offer of Employment

• Send Conditional Offer Letter ▪ Per telephone conversation

• Recordkeeping • Prepare Necessary Documentation for the New Employee ▪ Non-solicitation, Non-disclosure, or Proprietary Information and

Agreement policy ▪ Wage Theft Prevention Act Notice ▪ Written job description ▪ Background check acknowledgement


Background Checks

WHEN? • Earlier in the process versus after conditional offer WHAT? • Employment History • Education History • Criminal History • Motor Vehicle Records • Specific Industry Mandates • Consumer Credit Reports


Background Checks

WHY? • Negligent Hiring

HOW? • Background check services • State regulations


Onboarding and Beyond

What does employee on-boarding look like?

• Prepare for new hire – New Hire Checklist • Orientation – Joint effort with manager/onsite HR ▪ Logistics ▪ Policies

• Setting expectations for new hires ▪ Due dates ▪ Policy acknowledgements


Q&A [email protected]

Documents

The Rundown on Recruiting - TriNet · PDF file · 2017-03-24The Rundown on Recruiting February 23, 2017 Shannon Latham, HRC ... Initial Screening of Resume ... • Team interviews