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Staffing and Human Resources

Staffing and Human Resources. Best Practices and Competency-based Hiring: Why We Should Care More About Who and How We Hire NC WSS Leadership Summit – April 22-23, 2013. www.pcghumanservices.com. Agenda. Overview Cost of Turnover NC FAST and WSS Changes The Hiring Process Supervisors

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Staffing and Human Resources

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  1. Staffing and Human Resources Best Practices and Competency-based Hiring: Why We Should Care More About Who and How We Hire NC WSS Leadership Summit – April 22-23, 2013 www.pcghumanservices.com

  2. Agenda • Overview • Cost of Turnover • NC FAST and WSS Changes • The Hiring Process • Supervisors • Training • Other Considerations • Questions

  3. Cost of Turnover Employee Cost + Loss of Productivity of Other Staff + Cost To Hire + Training Costs + Days to Full Productivity Cost of Turnover: Income Maintenance Caseworker II = $30,0000 - $50,000

  4. NC FAST and WSS Changes • Universal Workers • Reception • Triage • Task Management • No Wrong Door Redesigning Service Delivery

  5. Starting with the End in Mind?

  6. You Don’t Have to Wait !

  7. The Hiring Process Flow

  8. The Hiring Process: Assessment Considerations • Where are our needs? • What are our opportunities to do things differently? • Where do we have flexibility? Opportunities • Non-traditional classifications • Flexibility in hiring • The ability to segregate work elements where learning curve is shorter so get workers up-to-speed faster • Contract workers • OSP Allowances • Community-base http://www.osp.state.nc.us/Guide/CompWebSite/Classification/classification.htm

  9. Job Postings

  10. The Hiring Process: Develop a Profile Think about your performer(s) when considering your next hire: • What skills are required for a candidate to be successful? • Is there a realistic job preview you can provide in the posting? • What prior experience has led a person to be successful in this role? • What constitutes a good personality fit in this position? • If someone was not successful, why?

  11. Technical Attained through education, training and repetition The ability, coming from one's knowledge, practice, aptitude, etc., to do something well NC FAST Data Entry Interviewing Mathematics/Budgeting Translation – Written/Verbal Computer Maneuverability The Hiring Process: KSAs Behavioral • Trait belonging to a person • A quality characteristic • Teamwork • Culture Fit • Prioritization • Organization Skills • Handling Difficult Situations • Good Communication Skills

  12. The Hiring Process: Posting UNC SSW Jobs List: http://ssw.unc.edu/dssjobsnc/jobs_list North Carolina Association of County Commissioners Jobs County Webpage Colleges/Universities Local Community Organizations Free Job Posting Sites Twitter: #ncjobs

  13. The Hiring Process: Screening

  14. The Hiring Process: Screening

  15. The Hiring Process: Interviewing & Selecting Developing a Behavioral Interviewing Process - The steps to develop a behavioral interviewing process include: • Identifying which job competencies to focus on during interviews. • Developing and asking the right interview questions designed to provide as much information as possible about the interviewee’s experience in each competency by detailing a specific situation in the past where they exhibited a particular competency. • Each question should be designed to elicit three specific pieces of information:  • A description of the situation. • The interviewee’s role, responsibility or action in the example. • The specific outcome of the situation. Behavioral Interviewing: Conduct behavioral based interview focused questions such as: leadership, attention to detail, stress management, customer focus, etc.

  16. The Hiring Process: Interviewing & Selecting Technical Interviewing: Addressing specific, desired skill through interview focused questions and performance tests on subjects such as: computer skills, budgeting, conflict management, and data input. Developing a Technical Interviewing Process - The steps to develop a technical interviewing process are much like those for behavioral and include: • Identifying which job skills to focus on during interviews. • Asking the right interview questions and developing the right tests designed to provide as much information as possible about the interviewee’s abilities.

  17. Supervisors

  18. Qualities of a Good Supervisor

  19. Training Considerations: A Step Process

  20. Other Considerations • Professional Development • Succession Planning • Individual Performance Measures • Coaching and Support • Mentoring • Enhance Subject Matter Expertise • Recognition

  21. Questions

  22. Contact Sheet Erin Henderlight, WSS Project Manager ehenderlight@pcgus.com (828) 214-3614

  23. Public Consulting Group, Inc. 148 State Street, Tenth Floor, Boston, Massachusetts 02109 (617) 426-2026, www.publicconsultinggroup.com

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