The Hiring Process :The Hiring Process Part of Practical Skills for Leaders Series


HR Mission Statement :HR Mission Statement The Mission Of The Human Resources Department, As A Strategic Partner, Is To Recruit, Develop, And Retain The High-Caliber Diverse Workforce, Necessary For The University Of Texas Health Science Center At Houston To Achieve Its Mission And Goals.


Job Posting Information :Job Posting Information Requisition # Job Code JCQ JPS Supv/Resp Job Title Total openings Dept Reg/Temp Div/Group Exempt/NE Location Full/PT Work# New/Replace Max Salary Replacing FTE # Hours per week Position # of replacing employee Shift MHQ/BC Schedule Recruiter Account Code Supervisor Funding End Date Position # of Supervisor Primary Contact Name: Contact Number Phone: Fax: SvcReq ALL Reference Check Pre-Screen/Interview Offer Letter Salary Recommendation Skills Testing


Quality Candidates :Quality Candidates


Defining Today’s Jobs :Defining Today’s Jobs OLD Knowledge, skills, abilities Jobs defined as “bundles of tasks” Employees perform strictly definable tasks New Competencies Jobs defined by competencies Jobs are flexible


Qualification Standards :Qualification Standards Old Time Served Occupation-specific Minimal Requirements Limited assessment options Limited career mobility New Whole person competency-based approach Optimal Profile More assessment options Encourages career mobility


Keys to Success :Keys to Success Up-to Date Classification Criteria Job Related Qualifications Targeted Recruitment Valid Assessment


Job Descriptions :Job Descriptions UT Classified Title Customized


Job Content Questionnaire(JCQ) :Job Content Questionnaire(JCQ)


Profiles Benchmark (JPS) :Profiles Benchmark (JPS)


Where We Get Resumes :Where We Get Resumes UT Jobs Web Site www.UTH.TMC.EDU/JOBS Greentree Data Base Career Builders Web Site Internal Transfer Request Career Fairs


Selecting & Interviewing Candidates :Selecting & Interviewing Candidates Human Resources will prescreen resumes that have directly applied for your position. Search Greentree Data Base Search Career Builders Hard to Fill positions may require placing an ad. (Grant Harrison)


Receiving Resumes :Receiving Resumes E-Mail Fax Inter Institutional Mail Let your recruiter know you preferred method for receiving resumes.


Telephone Interview :Telephone Interview A phone interview


Personal Profile :Personal Profile Drive: A desire to get things done. Goal-Oriented. Motivation: Enthusiasm and willingness to ask questions. Does extra on every job. Communication skills: The ability to talk and write effectively to people at all levels. Chemistry: Gets along with others, A team player. Energy: Someone who goes the extra mile, pays attention to detail, looks for solutions. Determination: Does not quit when a problem gets tough. Confidence: Not arrogant. Poise. Friendly, honest and open to employees high and low. Not intimidated by management, nor overly familiar.


Professional :Professional Reliability: Following up, not relying on anyone else to ensure the job is well done, keeps management informed. Honesty/Integrity: Taking responsibility for own actions, Good and bad. Pride: Pays attention to details all jobs done to best of their ability. Dedication: Whatever it takes in time and effort to see a project through to completion. Analytical Skills: Weighing the pros and cons. Weighing the short-and long term benefits against all possible negatives. Listening Skills: Listening and understanding, as opposed to waiting your turn to speak.


Profile Assessment :Profile Assessment The Profile is an all-purpose assessment that measures the qualities that make up “The Total Person”-Thinking-style and Reasoning, occupational interests, and behavioral traits.


Required for all positions. :Required for all positions. Can be e-mailed to any location. May be taken in HR assessment center Mon-Fri 8:00 a.m. to 3:00 p.m. (by appointment) Given in English or Spanish Results e-mailed directly to hiring manager


Uses for the Profiles :Uses for the Profiles Placement Promotion Self-improvement Coaching Succession planning


Profiles can generate the following :Profiles can generate the following Individual Report- A guide for self-understanding Placement Report- Selecting the right people through Job Match Multi-Job Match Report- Useful for succession planning and reassigning employees to new positions. Coaching Report- An excellent training and development tool Job Analysis Survey Report- Used with job descriptions to more accurately define job requirements. Summary Reports- To give you a “snapshot “ of information.


Structured Interview :Structured Interview Contains interview questions for both general and technical competencies. Modular format; Department determines which questions to ask. Benchmarks are used in scoring responses.


Goals of Structured Interview :Goals of Structured Interview To ensure a systematic coverage of applicants. To provide a technique for gathering all the relevant facts. To provide a uniform strategy that objectively evaluates all job candidates. To determine candidates ability, willingness, and manageability.


What are the five most important skills of the job? :What are the five most important skills of the job?


Develop questions covering each area :Develop questions covering each area


True or False? :True or False? A poor interviewer can be a wonderful manager ?


True ! :True ! Interviewing skills are learned, not inherited.


Ways not to conduct an interview :Ways not to conduct an interview Interviewers desk is cluttered, looks at the resume 5 minutes before the interview. Constant interruptions, phone calls Starts off with negative aspects of the job. Asks a long line of open ended questions. Makes up questions as they go along.


The Job Interview Situation :The Job Interview Situation Have as much privacy as possible Call applicant by name when inviting them into the office Ensure that the applicant knows your name Greet the applicant courteously and sincerely Make the applicant feel that you are pleased with their interest in the position Establish an informal but business like atmosphere


Slide 33:Make the applicant feel important Talk to the applicant as though you were the only contact he would ever have with the University Compliment a good employment record Interrupt the conversation to keep interview on track Use active listening skills Relax and the applicant will relax Keep information given, confidential


Slide 34:Remember the applicants time is valuable Watch for gaps in work record Use application blanks and other data in planning the interview Make an outline in advance, of the main items of information you want to obtain during the interview Plan the time required for interview


Don’ts :Don’ts Interview when worried, upset, ill or under stress Hold the interview in a noisy place Keep applicants waiting unnecessarily Give the impression of being abrupt or harsh Allow outside interruptions Seek information you already have


Slide 36:Antagonize the applicant Show emotion at any physical handicap Hurt the applicant’s feelings or destroy his faith in himself Forget that the applicant is sensitive to every word the interviewer speaks Appear to loose interest in the interview Pry into personal lives Break or delay an appointment Waste time on a long interview if the applicant is clearly not suitable


Slide 37:Fall into a set pattern of interviewing Conduct the interview in a haphazard manner


The Interview :The Interview Greet the applicant. Start the interview promptly. Open with a warm, genuine greeting and firm handshake. Offer the applicant something to drink. Outline the interview. Give the applicant an overview of the process, length of the interview and what to expect after the interview. Give the applicant a realistic job preview. Research suggest that realistic job previews increase employee retention because the applicant gets honest information at the beginning of the process. Present the applicant with a copy of the job description, physical requirements of the job and a list of the responsibilities of the position.


Equal Employment Opportunity Laws :Equal Employment Opportunity Laws Title VII of the Civil Rights Act of 1964 (Title VII) forbids employment discrimination based on race, color, religion, sex, or national origin; The Equal Pay Act of 1963 (EPA) protects men and women who perform substantially equal work in the same establishment from sex-based wage discrimination. The Age Discrimination in Employment Act of 1967 (ADEA) protects individuals who are 40 years of age or older against age based discrimination. Title I of the Americans with Disabilities Act of 1990 (ADA) forbids employment discrimination against qualified individuals with disabilities. The Civil Rights Act of 1991 provides monetary damages in cases of intentional employment discrimination.


Questions that are illegal :Questions that are illegal Questions regarding religion, church, synagogue, or parish, the religious holidays you observe, political beliefs or affiliations. “Does your religion allow you to work on Saturdays?”


If Job Requirement May Ask :If Job Requirement May Ask “This job requires work on Saturdays. Is that a problem?”


Questions that are illegal :Questions that are illegal Regarding ancestry, national origin, or parentage; in addition, you cannot ask about the naturalization status of parents, spouse or children. Regarding place of birth.


May Ask :May Ask “Are you authorized to work in the United States?”


Questions that are illegal :Questions that are illegal May not ask about your native language, the language you speak at home, or how you acquired the ability to read, write, or speak a foreign language. “You indicated on your resume you are fluent in German, French and Spanish. How did you manage to learn all of those languages?”


If required for the Job may ask :If required for the Job may ask “What languages are you fluent in”


Questions that are illegal :Questions that are illegal May not ask about age, date of birth, or the ages of children. May ask whether you are over eighteen years of age.


Questions that are illegal :Questions that are illegal May not ask about maiden names or whether you have changed your name; marital status, number of children or dependents, or spouse’s occupation; or whether (if you are a woman) you wish to be addressed as Miss., Mrs., or Ms.


May ask :May ask How would you like to be addressed (a common courtesy) and if you have worked for the University before under a different name.


Questionable Interview Questions :Questionable Interview Questions In a scene from the first episode of The Mary Tyler Moore Show, Lou Grant is interviewing Mary for a job. Lou: So, Mary, what religion are you? Mary: You can’t ask me that, Mr. Grant! It’s against the law. Lou: Wanna call a cop?


Pitfalls to Avoid :Pitfalls to Avoid In order to gain information without asking specific questions, many interviewers use the “tell me about yourself” approach, hoping that the applicant will tell all about spouse, kids, working on weekends, and so on.


Dangers of this approach :Dangers of this approach Say the applicant is a woman who tells the interviewer she is divorced and has children. Another person is hired—perhaps equally qualified who is single. The first applicant, desperate for the job, becomes angry and files a complaint saying that the employer learned during the interview that she was divorced and had children and was not hired for that reason.


Slide 52:Even though the interviewer did not ask for the information, the fact is, the information came to light during the interview. If she files suit, it is then up to the employer to prove that the information was volunteered and not used as a basis of discriminatory actions, It is the interviewer’s responsibility and in the University’s best interest that you stop the applicant from volunteering illegal information.


What to do when illegal information is out :What to do when illegal information is out First, stop the flow of information and tell the applicant not to bring up the subject again. Courteously explain that the University does not base its hiring practices on that particular subject area. Specifically state that a decision to hire is never based on age, gender, race, or whatever subject was brought up.


Don’t assume…ask specifics :Don’t assume…ask specifics “We are open to the public from 8:00 a.m. to 5:00 p.m., and because of a small staff, it’s important that everyone be here daily and on time. Is there anything that would prevent you from being at work on time and on a regular basis?“ “We feel that the first six months on the job is your training period. Because of the expense and time invested in our staff we are looking for people who give the University a commitment in return. Is there anything that would prevent you from staying with the University for a minimum of two years?”


Caution :Caution Be sure the requirements are reasonable and required of each applicant for the particular job. If a job takes one to two weeks of training, and the typical employee rarely stays over six months, we could be on shaky ground with the EEOC if your excuse for not hiring someone was the expectation tat they would be transferred with a spouse within a year, particularly a spouse in the military service.


Slide 56:Ask everyone the same, job-related questions and you’ll have little to fear if a rejected candidate has a legal bone to pick with your hiring practices.


END :END Visit Human Resources Training website for additional classes. www.uth.tmc.edu/training