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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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Presentation Transcript
slide1

Helping You get the

Right People with the

Right Skills in the

Right Jobs at the

Right Time

April 25, 2008

slide3

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

slide4

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?

slide7

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.

candidate recruitment
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.

slide10

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.

interview process
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.

slide12

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

slide13

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

slide14

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

slide15

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

slide16

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.

slide17

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.

slide18

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

slide19

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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