View Point Health Basics of Supervision Course Series Module 7. Recruitment, Selection, & Hiring. HR, JE, 01/26/12. Areas of Emphasis Return on investment of time and money Process directed toward best candidate Catching interest of best audience Filtering responses
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View Point Health
Basics of Supervision Course Series
HR, JE, 01/26/12
Our Recruiting Approach
JA Elements Info Flow
Line of Sight
All recruiting elements must be based on the duties of the position and geared toward hiring the right candidate.
Only certain recruiting elements appear on the job announcement, but they must all be worked out in advance.
USDOL Cargill Complaint
Remember: the candidate’s perception becomes your reality, and employment law is meant to favor the employee, not to be fair.
Preg. Discrim. Fine
A decision or practicewith the purpose of treating people differently because of race, sex, color, national origin, age (40 & above), disability, or religion.
Usually focuses on an individual decision and compares complainant to “similarly situated” members of a different group.
Outback Case Study
The results of an employer’s policies, practices or cumulative decisions demonstrate a significant negative impact upon a particular group.
Focus is on patterns, rather than individual decisions.
Our Recruiting Process
VPH Recruiting Process
Intent to Recruit Form
Complete all parts of the Intent to Recruit form, available on the VPH intranet site, including:
Exercise: What industry or job-specific websites can you think of?
Statewide Performance Evaluation Competencies
Included in every supervisor’s Performance Evaluation
Included in every employee’s Performance Evaluation
A good source of Preferred Qualifications and Performance Evaluation criteria
Part 4 ½
Sample Behavioral Questions
Illegal Interview Questions
Disability Recruiting Etiquette
Subjects to Avoid During Interviews
State App Page 1
SSA From 1945
These documents must be completed by the interviewee.
Remember: If it’s not job related,
it’s probably best not to ask about it.
Recruiting Elements Exercise
Applicant Disposit. Form
Applicant Disposition Codes
Min Quals not met / NO MQ=Applicant does not meet the posted minimum qualifications.
PrefQuals not met / NO PQ=Applicant does not have the preferred qualification(s).
(Used when supervisor interviewed only those who met one or more of the preferred qualifications posted for the vacancy.)
Screened out / SCR=Applicant was screened out using a pre-approved screening method. Please comment on the reason for screening out the applicant.
Could Not Reach / NO INT=Applicant never responded. Comment should include the dates contacted, the method, and the result.
Declined Interview / NO INT=Applicant declined interview. Comment should include the dates contacted, the method, and the result.
Applicant Disposition Codes, cont.
No Show / NO INT=Applicant declined interview, never responded, or could not come during the planned interview time. Comment should include the dates contacted, the method, and the result.
Intv, not selected / CONS=Applicant was considered for the vacancy and either interviewed-but-not-selected or withdrew their application after the interview.
Intv and selected / APPT=Applicant was interviewed and selected for appointment.
Use of “sticky notes” and writing notes other than dates of phone calls or interview times on the actual application is discouraged.
These applicant dispositions go in this column.
Reference Check Form
Guide to References
Making Your Selection
Finalizing Selection Decision
Be aware of common selection biases and don’t fall into them!
Request for Staff Change
no later than 5 working days before start
The Job Offer
New Hires Hate 1st Day
Make a good 1stimpression and establish momentum.