Hiring & Retaining Your Workforce

1. Hiring & Retaining Your Workforce Mary Beth Hartleb, J.D., SPHR PRISM HR Consulting, LLC A Full Service HR Outsource Firm Offices in Las Vegas & Reno Visit us on the web: http://www.hrc-prism.com

2. Recruiting Today • The US Bureau of Labor Statistics, the U.S. economy should grow by 2.4% per year on average through 2008, yet the annual growth rate in the US labor force is 1.2%. • In the US., the number of people aged 25 to 39 has decreased from 62 million in 1990 to 60 million in 1999. • In 2001, the Baby Boom generation became eligible for early retirement. PRISM HR CONSULTING, LLC

3. Recruiting Today • If a company has an excellent recruiting function, it will increase the total market value of a firm by over 10% • Today’s war on talent is driven by increasing mobility, an aging workforce and shortage of highly skilled workers. • In the past three decades, the nation’s economy had doubled while the birth rate has dropped by 24%. PRISM HR CONSULTING, LLC

4. The Recruiting Process PRISM HR CONSULTING, LLC

5. Recruiting • Develop an action plan. • Determine your hiring goals, • short-term, long-term, contingent, temporary, full-time, part-time. • Your hiring goals will determine which type of recruiting tools to use. PRISM HR CONSULTING, LLC

6. Recruiting Tools • Internet – several hundred job boards, pay a fee and post a job. • Drawback - time consuming, will get many under or over qualified candidates. • Newspaper ad – immediate response, exposure. • Drawback – time consuming, hard to post as a confidential ad • Agencies- target more qualified candidate in exchange for placement fee, can be as high as 30%. • Drawback - costly • Job Fairs – good exposure to many applicants. • Drawback - time consuming, many candidates, still have to interview. PRISM HR CONSULTING, LLC

7. Recruiting Tools • Employee Referrals – good way to get talent. • Internal Posting – encourages retention, promote from within, reward existing talent, know abilities of candidate. • Drawback – nepotism/favoritism issues. PRISM HR CONSULTING, LLC

8. Legal Considerations PRISM HR CONSULTING, LLC

9. Legal Considerations • Several federal and state laws affect the hiring and recruiting process. • Title VII of the Civil Rights Act of 1964 • Prohibits discrimination by employers on the basis of race, religion, sex, color, national origin. • In NV, includes sexual orientation. • Equal Pay Act • Prohibits discrimination in compensation based on gender. Must compensate men and women with equal rates of pay for equal work. • Age Discrimination in Employment Act • Business with 20+ employees, prohibits discrimination based on age for anyone age 40 or older. PRISM HR CONSULTING, LLC

10. Legal Considerations • Americans With Disabilities Act (ADA) • Covers businesses with 15+ employees. Prohibits discrimination against qualified employees who have a mental or physical disability. • Uniformed Services Employment and Reemployment Act • Covers all employers and prohibits discrimination against veterans and requires employers to grant time off for military duty, both active and reserved. • Vietnam Era Veteran’s Readjustment Assistance Act • Applies to businesses with $25,000 or more in federal contracts. Prohibits discrimination and requires affirmative action to employ disabled Vietnam-era and other war veterans. PRISM HR CONSULTING, LLC

11. Legal Considerations • Immigration Reform and Control Act • Illegal for employers to hire undocumented aliens. All employees must complete an I-9 form to ensure that employee can legally work in the United States. • Fair Labor Standards Act • Sets standards for paying overtime, defines exempt and non-exempt type positions and sets minimum wage. State law may pre-empt federal law. PRISM HR CONSULTING, LLC

12. Record Retention • Under federal guidelines by the Equal Employment Opportunity Commission (EEOC), applicant is defined as one who submits a resume and/or application in response to an open position. • Resumes and applications submitted in response to an open position are to be kept on file for one year. • This retention period may vary if you are a government contractor or are involved in litigation concerning an applicant. PRISM HR CONSULTING, LLC

13. The Basics PRISM HR CONSULTING, LLC

14. Job Descriptions • Write a job description that is legally defensible and ADA compliant. • Not intended to be “all – inclusive” • Reserve right to modify or change at management discretion and business need. PRISM HR CONSULTING, LLC

15. The Employment Application • More important than a resume! • Include information about education, work history, references, and give written consent to for employer to conduct a background, credit check and reference check. • Do not ask questions related to age, sex, race, national origin, religion, children, marital status, health or disability and physical traits. PRISM HR CONSULTING, LLC

16. The Interview • Remember…you are not only interviewing the applicant, they are interviewing you! • Schedule a mutually convenient time for the interview. • Determine the type of interview to be conducted • One on One, Panel, Progressive • Remove physical barriers between the interviewer and applicant. • Read all paperwork on applicant in advance and formulate questions. • Review the job description. PRISM HR CONSULTING, LLC

17. Interview Questions • Prepare questions in advance of the interview. • Ask the same questions of each candidate to ensure a strong point of comparison. • Do not ask personal questions such as age or marital status. • Do not ask about disabilities except as permitted under the ADA. PRISM HR CONSULTING, LLC

18. Post - Offer PRISM HR CONSULTING, LLC

19. Background Checks • Background checks should be performed by a third party. • Verify education, work history, criminal record, and credit check if applicable to the job. • Usually done as last step in process with offer contingent on results. PRISM HR CONSULTING, LLC

20. Reference Checks • As an employer, you have an obligation to check references on all candidates you wish to offer employment. • Most employers subscribe to a “neutral reference policy.” PRISM HR CONSULTING, LLC

21. Drug Testing • Always done post-offer, by an independent, third party. • May test for drugs and alcohol either with urine test or swab. • Hair testing is controversial and should only be used in limited situations. PRISM HR CONSULTING, LLC

22. Pre-Employment Testing • If you give a test as part of the interview process, i.e., typing test, spelling test, ensure that it is relevant to the job and meets EEOC guidelines. • Test should not cause disparate impact as a result of gender or ethnicity. PRISM HR CONSULTING, LLC

23. Retention PRISM HR CONSULTING, LLC

24. The Critical First Day • Prepare a solid orientation program. • Determine type of training program for position. • Make introductions. • Schedule group lunch if possible. • Conduct a meeting outlining expectations. • Delegate some “win” assignments the first few days on the job to bolster confidence. PRISM HR CONSULTING, LLC

25. Employee Handbook • At-will employment • Outline policies and procedures as well as benefits. • Ensure that each employee signs the acknowledgement of receipt and understand the expectations of the company. PRISM HR CONSULTING, LLC

26. Keys To Retention • Treat all employees fairly with dignity and respect. • Ensure pay and benefits are competitive. • Allow room for growth assignments and promotional opportunities. • Promote training and development. PRISM HR CONSULTING, LLC

27. Thank You!Visit us on the webhttp://www.hrc-prism.com PRISM HR CONSULTING, LLC