Lisa MSATA2007Hiring

Hiring Retention  Development: 

Hiring Retention Development MSATA 2007 Paradigm Shift Track PRESENTERS: Lisa Kaspar & Penny Jamvold ~ KDOR Learning Center Tim Young & Dave Penrod ~ NDR

Summary: 

Summary Where to begin? Hiring for Attitude Creating Efficiencies Creating and Utilizing Partnerships

Slide3: 

Kansas Department of Revenue Where to begin?

Slide4: 

Where to begin? “People are not your most important asset. The right people are.” Jim Collins, Good to Great

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Begin With the End in Mind! What knowledge, skills, and experience will help ensure success for the selected candidate? What are the personal qualities and competencies that will make our selected candidate successful in this position? Where to begin?

Begin With the End in Mind: 

Begin With the End in Mind POSITION DESCRIPTION Title: Bird Icon I Duties: 60% Serves as majestic Icon for aspiring KDOR supervisors and managers. 20% Poses for photo shots with successful supervisors and managers. Images appear on motivational posters and executive desk accessories. 20% Portrays role in training video productions. Minimum Requirements: Previous icon experience Full color vision and direct eye contact. Ability to fly 40 mph or more. Here’s what you got! Here’s what you want.

Begin With the End in Mind: 

Begin With the End in Mind

Begin With the End in Mind: 

Needs Analysis Recruitment Screening Selection Hiring Position Description Begin With the End in Mind

Slide9: 

Nebraska Department of Revenue Hiring for Attitude; Training for Skill

Hiring for Attitude;Training for Skill: 

Hiring for Attitude; Training for Skill Hiring the OLD way Focused on measuring and hiring for specific KSA’s through application, resumes, and supplemental questionnaires.

Slide11: 

Problem: Some candidates hired lacked the proper attitude for success in a job. Hiring for Attitude; Training for Skill

Hiring for Attitude;Training for Skill: 

Hiring for Attitude; Training for Skill Solution: Focus on measuring and hiring for attitude.

Hiring for Attitude;Training for Skill: 

Hiring for Attitude; Training for Skill Attitude: Demonstrated through communication, cooperation, working relationships, and teamwork.

Hiring for Attitude;Training for Skill: 

Measures ~ attitude is measured through: Interview questions focusing on past working relationships Reasons for taking or leaving jobs Objective in current job search Future goals Thorough background checks Original probation Hiring for Attitude; Training for Skill

Hiring for Attitude;Training for Skill: 

Hiring for Attitude; Training for Skill How has it worked for us? Good success with recent NDR agent hires!

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Kansas Department of Revenue Creating Efficiencies

Creating Efficiencies: 

Creating Efficiencies Review and update your process KDOR E-HIRe System Automated Routing Tracking/Activity Log Auto-Generated Forms

KDOR’s E-Hire System: 

KDOR’s E-Hire System

Slide19: 

KDOR’s E-Hire System

Slide20: 

KDOR’s E-Hire System

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Auto Generated Forms Screening Device; choose from hard-drive or a pool of templates Interview Question Sheet; from built-in interview question database Interview Selection Device; choose from hard-drive or a pool of templates Applicant Selection/Non-Selection Letters KDOR’s E-Hire System

Partnerships: 

Partnerships Hiring Teams Vocational Rehabilitation Workforce Centers/Diversity Networks

Partnerships: 

Partnerships Kansas’ Hiring Teams Partnerships

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Hiring Manager Hiring Team Hiring Teams

Hiring Teams: 

Hiring Teams Mandatory in KDOR Must be at least 3 members on each hiring team At least one person on the team must be from outside your Bureau Hiring Teams

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Create Screening Device, Interview Questions & Selection Device Screen Applications Interview Candidates Select Finalist Hiring Teams

Partnerships: 

Partnerships Nebraska’s Partnership with Vocational Rehabilitation (Voc Rehab)

Voc Rehab: 

Voc Rehab Who is Voc Rehab? Part of Department of Education 2/3 Federal Funding Structure may be unique to Nebraska

Voc Rehab: 

Voc Rehab Who qualifies for Voc Rehab Services? Consumers ~ anyone with a qualifying disability Defined as a continuing health condition that makes it hard to get or keep a job.

Voc Rehab: 

Voc Rehab Voc Rehab Goals Prepare people for jobs where they can make a living wage and have access to medical insurance.

Voc Rehab: 

Voc Rehab What NDR needs Tax season temporary employees every February through June. Processing of 350-400K paper tax returns.

Voc Rehab: 

Voc Rehab Why is this a good match? We offer a flexible schedule – part time, flex hours, changes in schedule Willing supervisors Variety of tasks/skills Can accommodate a number of disabilities

Voc Rehab: 

Voc Rehab What’s in it for NDR? First 80 hours paid by Voc Rehab Tax season work completed Screening and selection for temporary assignments Recruitment pool for new regular employees Help the department’s image in the community

Voc Rehab: 

Voc Rehab What’s in it for Voc Rehab & their consumers? Assessment of job readiness Job reference Wages for the consumer; possible regular employment Help consumer’s image in the community OJT skills training

Partnerships: 

Partnerships Kansas’ Workforce Center Partnership

Workforce Center/Diversity Network: 

Coordinates State Job Fairs Provides Applicant Workshops Applicant Screening Assistance Workforce Center/Diversity Network

Summary: 

Summary Where to begin? Hiring for Attitude Creating Efficiencies Creating and Utilizing Partnerships

Hiring Retention  Development: 

MSATA 2007 Paradigm Shift Track PRESENTERS: Lisa Kaspar & Penny Jamvold ~ KDOR Learning Center Tim Young & Dave Penrod ~ NDR Hiring Retention Development

Slide39: 

Questions?