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Helping You get the Right People with the Right Skills in the Right Jobs at the Right Time

Helping You get the Right People with the Right Skills in the Right Jobs at the Right Time. April 25, 2008. You never get a second chance to make a first impression. Hiring: The Doorway to our Culture. The Process Impacts: New Employees Existing Employees. Catalyst for Change.

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Helping You get the Right People with the Right Skills in the Right Jobs at the Right Time

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  1. Helping You get the Right People with the Right Skills in the Right Jobs at the Right Time April 25, 2008

  2. You never get a second chance to make a first impression. Hiring: The Doorway to our Culture The Process Impacts: New Employees Existing Employees

  3. Catalyst for Change The current average is 49 days In 2004, the longest hiring process took 318 days… and the average hiring process took 87 days

  4. PDQ Development and Competency Selection Postings and Interview Question/Answer Development Recruitment, Screening Assistance and Interview Facilitation Reference Checks and Finalizing of Hiring Process What is Hiring Assistance?

  5. Hiring Process

  6. Hiring Justification

  7. Competency Development Competencies are observable and measurable knowledge, abilities, skills and behaviors. Competencies are used in many organizations to identify the behaviors that employees must have, or be able to acquire in order to achieve high levels of performance. Aligning position competencies with candidate competencies is the key to hiring the right candidate. Given the right tools these candidates tend to be more successful and more productive more quickly.

  8. Candidate Recruitment The Hiring Team has improved job postings to better communicate specifically what we’re looking for in qualified applicants. With help from The Taskforce for Workplace Diversity, a recruiting tool was developed, incorporating a variety of people and groups who spread job vacancy information. Broader circulation enables the DNR to reach a more diverse group of potential job applicants. The Hiring Team assists with job-specific recruiting.

  9. Employment Web Page

  10. Screening criteria are based upon critical competencies. At least two employees independently screen applicants. Screeners discuss rankings to determine whom to invite for an interview. Underutilization is not identified until after the initial screening. Applicant Screening Screening criteria are developed prior to the receipt of any resumes to ensure maximum objectivity.

  11. Interview Process Questions are based upon the critical competencies. The interview team is gender balanced. “Guidelines for Conducting Successful Interviews” promote a consistent and fair process. Applicant responses are evaluated against predetermined answers to promote consistency in scoring.

  12. Interview team members score independently. Average scores are determined and individual scores are ranked. The team recommendation is based on a number of criteria, including underutilization. The Hiring Memo provides justification for why the underutilized applicant was not selected. Applicant Selection

  13. 26% 39/151 74% 112/151 Scope of Service Delivery Facilitated by hiring supervisors Facilitated by the Hiring Team Data from 6-1-2006 to 2-1-2008 Implementation of BrassRing

  14. 49% 55/112 51% 57/112 Customer Demand The Hiring Team Facilitated Optional: Positions Pay Grade 28 and Below Required: Positions Pay Grade 29 and Above Data from 6-1-2006 to 2-1-2008 Implementation of BrassRing

  15. Females 27.1% Females 27.3% Minorities 5% Females 28.2% Minorities 5.4% Minorities 5.4% PWDs 5% PWDs 4.9% PWDs 4.4% DNR’s Workforce Diversity 2005 2006 2007 PWDs – Persons with Disabilities

  16. What Are Our Customers Saying About Our Services? Every step saved me time and I was confident that each step would get completed.  The process of scheduling and conducting interviews went very well. Even the successful candidate commented on how well the process went. Help with the screening of over 140 resumes was a great benefit, and just keeping the process moving is always helpful. The implementation of the hiring team has also attracted better, more qualified candidates. I could have hired any one of the individuals that we interviewed. In the past, it was usually the opposite in that either one individual stood out or none of them did. We received 81 applications and it would have been difficult to select candidates without proper screening criteria.

  17. Additional data on protected class applicants. Implementation of a pilot to include more underutilized applicants. Develop three-month and six-month follow-up surveys to ensure that we are hiring quality candidates. Greater use of the DAS-HRE BrassRing applicant tracking system. Working with other Executive Branch agencies to expand recruitment efforts. Looking Forward: Continuous Improvement Modification of application requirements.

  18. Consistent, Fair and Objective Hiring Practices. Demonstrates support for our greatest asset – our employees. Identification and use of position-specific competencies ensure that we hire the best-qualified candidates. Department Hiring Goals Monitored. Conclusions

  19. Questions? DNR Hiring Team Sally Jagnandan Jane Mild Dave Cretors Jennifer St. John Mel Pins Chris VanGorp Trisha Buck We’re at your service!

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