HIRING PROCESS

1. MSE 608B – Management of Engineering Professional HIRING PROCESS • Group Members: • Aviroop Sethi • Neda Khavari • Rishi Unadkat • Ritu Gupta • Sridevi Vishnuvajjala September 30th, 2008

2. Agenda • Agenda • Introduction • The Steps For Hiring • Conclusion • References / Sources 1

3. Introduction • Hiring Process was never meant to be easy • The cost of hiring • Expenses of Training, Money spent on orientation • The internal and external hiring • Management has to be careful what needs to be said during interviews • State and Federal Laws • Hiring process be consistent (gender, race, religion) 2

4. The Steps For Hiring • The hiring process includes recruiting, processing, eliminating, and selecting. • Create a Job Description • Develop an Application for Employment • Interview the Candidates • Gather Data • Make the Offer • Notify Rejected Applicants • Define the Introductory Employment Period 3

5. Job Analysis 4

6. Job Analysis 5

7. Creating a JOB Description • Manufacturing Engineer II A Manufacturing Engineer II must be able to reason through manufacturing and assembly problems independently. He/she is responsible to solve most manufacturing problems on the shop floor as well as develop assembly procedures for new and existing product lines. Design assembly tooling that is rugged and simple to use as well as design logical floor plans for manufacturing. Take ownership of projects and drive all aspects to completion. Meet aggressive deadlines consistently. Pay attention to machine operation, assembly procedure, plant cleanliness, and organization. Solves problems, understands and works within the organization of other departments including design engineering, inventory, purchasing, manufacturing, service and sales to promote assembly efforts. Troubleshoots manufacturing, design or assembly problems on the production floor, both mechanical and electrical. Must have an understanding of the programming and operation of all Haas products and meet aggressive task deadlines. Prioritize projects based on available information, develop and document assembly procedures for any product based on information from the design engineering group and other sources. Utilizes manufacturing engineering principals to optimize assembly processes and labor requirements. Design or purchase tooling that is simple and reliable based on production requirements, staffing and available floor space. 6

8. Application and Reference checks Many employers use applications as a way of standardizing the information they obtain from all job-seekers, including some things that you would not normally put on your resume. Reference checks: Checking applicants' references is one of the most important procedures in the hiring process. A negative reference could save you from hiring someone who is woefully unqualified. 7

9. Job Application Form (Sample) 8

10. Job Application Form (Sample) 9

11. Job Application Form (Sample) 10

12. Reference Checks Nine tips for reference checks: • Tell all applicants that u will check their references. • Ask each applicant to sign a release form. • Fax over a copy • Verify basic information • Avoid vague Questions • Pay attention to neutral or negative comments • Put less weight on positive references. • Use former supervisors or senior coworkers as references. • Don’t rely on prospective employees verbal words regarding salary. 11

13. Types of Interviews • Telephone Interviews. • One-on-One Interviews. • Panel Interviews. 12

14. Telephone Interviews • To screen job applicants over phone. • Less time consuming. • To identify who is genuinely interested in the job. • Quick and convenient way to eliminate applicants. • Can devote more interview time to qualified candidates later on. 13

15. Telephone Interviews (Demo) • Tell me about your present job • What were the most important • responsibilities in your position now? • How do you feel about the workload • of your job? • What do you know about department • for which you are applying now? • Why are you applying for this job? • What are you expectations of salary for • this job? • Who is your current supervisor/ • manager now? 14

16. One-on-One Interviews • Frequently used for entry-level positions. • Easier and more expedient. • Only one person takes the interview. • Less stressful for the applicant. • Determines what kind of employee, the applicant would be. 15

17. Great Employees vs. Great Applicants 16 Behavioral interviewing was initially developed by industrial psychologists back in the 1970s. The outmoded employee selection systems need to be reinvented. Start hiring great employees (instead of great applicants) by shifting the focus from past behaviors to verifiable experiences and achievements. The further you can move your interviews away from outdated behavioral techniques and toward achievement- and evidence-based selection, the quicker your hiring effectiveness will improve. Like that great philosopher of our time Dilbert said:

18. One-on-One Interviews (demo) Tell me what you learned from your very first paying job? Which work achievements or accomplishments to-date are you most proud of? On a scale from zero to ten, how would you rate yourself as a (job title) and why? When we contact your former reference (Instructor) to verify your employment, what will he or she tell me about your last performance review? What would you like to ask me about the job or our company? 17

19. Interview Rating Form 18

20. Options • Making an offer • Ask for the second interview • Schedule a team interview • Notify Rejected Applicants • Interview with another candidate • Start over again the process to find new candidate 19

21. Making An Offer 20 Give answer in 24 hours unless you are considering other options. Or ask for a window of time. Ask about other important fringe benefits before accepting the job Avoid telephone negotiations. The completion of a criminal background check by the System Office/HR. Define the Introductory Employment Period (90 days probation)

22. Rejection • HR will send rejection letter to all applicants not chosen for interview. • Once rejected one cannot apply in the same firm for 6 months. 21

23. Conclusion Hiring process includes; • Setting up the Interview, • Preparing for the Interview, • Coming up with the Questions, • Meeting the Interviewee, • Following up the Interview, • Conducting an interview. At the end of the selection process, the hiring authority must complete forward the  report and interview paperwork (notes, questions, etc.) for all candidates for review and approval to the System Office/HR office. Finally, “Interview is not only challenging for the person who gives it but also for one who takes it.” 22

24. References • Purdue University Publication: The Hiring Process, Recruiting, Interviewing, and Selecting the Best Employees • Authors: Fred Whitford; Mark Hanna, Cindy Gerber and Mark Wade • http://www.btny.purdue.edu/Pubs/PPP/PPP-69.pdf • HAAS Automation, Inc: (Job Description) • https://www.haasjobs.com/Applicants/CareersList.aspx?jobtype=MFG • One-on-One Interview Questions: • Achievements and Evidence: Today’sBest Hiring Metrics By Mel Kleiman, CSP and President of Humetrics, LLC • References check: • http://smallbusiness.yahoo.com/r-article-a-1651-m-5-sc-47-nine_tips_on_checking_references-i 23

25. Questions ? 24