The document outlines an online training module on screening candidates for hiring. It discusses the importance of screening and legal considerations. It also covers developing rating guides and grids to rate candidates in a standardized, unbiased manner. The training is divided into three modules which discuss the impact of hiring, using organizational inputs to develop hiring criteria, and how to create rating tools to evaluate candidates.
100%Safe delivery(+971558539980)Abortion pills for sale..dubai sharjah, abu d...
Before the interview: How to successfully screen candidates
1. Screening Candidates
Jan. 30, 2014
Recruit
target
organizational culture
job specifications
emotional intelligence
fit
plan
Rating grids
work environment
2. Understand why screening is important to the hiring
process
Understand legal considerations, rater bias and
online screening cautions
Learn what inputs to draw from when preparing to
hire
Understand how to develop & use Rating grids
Objectives
3. Module 1 – Understanding the
impact of your hiring process
Q&A
Module 2 – Hiring inputs
Q&A
Module 3 – Developing your
rating guide & rating grid
Q&A
Agenda
4. Polling Question
My organization’s recruitment process:
a) Is conducted with little to no planning
b) Follows an unwritten process
c) Follows a written procedure that is reviewed & revised
regularly
d) Not sure
5. Module 1-Understanding the impact of your
hiring process
The cost of a bad hire
Role of Human Rights Act
Rater Bias
Online Screening
Q&A
6. Polling Question
What is the average cost of hiring a new employee
for an entry level role?
a) Less than$2000.00
b) $2000.00 – $5000.00
c) $5000.00 - $10000.00
d) More than $10000.00
e) Not sure
8. Employee turnover
Lost work days
Inefficiency
Lost customers
Accidents
These are just a few ways a bad hire can impact your organization
Cost of a Bad Hire
10. Except where there is a genuine occupational requirement, it is discriminatory and
contrary to the Human Rights Act 1 for a person or an employer to refuse to employ
or to dismiss a person, or to discriminate against a person with respect to any term
or condition of employment because of the person's
race
colour
ancestry
place of origin
political belief
religion
marital status
age
physical or mental disability
sex (including sexual
harassment and pregnancy),
or
conviction for a criminal or
summary conviction charge
that is unrelated to the
employment
What is Legal?
12. Remember Privacy Laws
There are legal implications that organizations must consider prior to
performing social media background checks.
The lack of control over the collection of personal information from social
media websites creates a risk for organizations of non-compliance with PIPA.
Of particular importance in social media background checks is the
inadvertent collection of third-party personal information.
Obtaining consent to perform a social media background check presents
challenges that an organization must consider.
Social Media Screening
14. Module 2 – Using hiring inputs for best results
Goals, Values, Culture
Organizational Plan
Contractual
Commitments
Job
Specifications
Hiring Criteria
15. Polling Question
My organization currently uses rating grids in
the hiring process:
a) Never
b) Only to shortlist
c) Only in the interview process
d) Only for reference checks
e) In each step of the hiring process
f) I’m not sure
16. Goals help you define what you need for staffing
Knowing your culture assists you to find the right fit
Will assist you with defining your job descriptions,
interview questions and applicant qualifications
Organizational Goals, Values & Culture
17. Organizational Plan
The desired direction of your organization determines:
The knowledge, skills, abilities & experience required for
staffing today & in the future
Assists to determine where your staffing shortfalls are
Assists to determine what knowledge, skills, abilities and
experience you need to move forward
18. What qualifications are specified in your funding contract?
What qualifications may be included in future contracts?
Have the staffing qualifications been filtered down to your
job descriptions?
How will you incorporate future needs into your staffing
plan?
Contract Requirements
19. Job Description
Your base for:
determining qualifications and designing hiring
criteria
performance criteria development & management
Learning & development planning
Succession planning
24. Telephone Pre-screen
Opportunity to address “deal breakers”
Collect additional applicant job information that may
have been missed on the resume or application
Clarify applicant’s interest in position, location, wage
Increases your ability to ensure the best fit and the best
use of your short listing and interviewing time
25. The Initial Screening Call
Make introductions and brief the candidate on the
process – create comfortable setting
Be prepared to share information about the
organization, the team & the role
Use active listening skills
In closing thank candidate and let them know what
the next steps will be
Document
26. Phone Screen Tips
Telephone pre-screen interviews (like face-to-face interviews) with all qualified job applicants
should avoid any appearance of discrimination.
Be sure that you follow employment policies and hiring practices for calling applicants by
telephone. If you are not interested in pursuing an applicant, continue with obtaining
information listed on your customized telephone pre-screen script worksheet. You are not
obligated to interview every applicant as long as you can legally disqualify the applicant
against the position description. Note: you will be required to provide documentation for
non-interview should the applicant not be considered for formal interview.
Review the qualifications of applicants that you believe will be most successful in the job
keeping focus strictly on meeting the minimum job functions and KSA’s, avoiding any form of
discrimination.
Assess each applicant objectively in terms of qualifications (KSA’s) that match your position
description.
Avoid stereotypes or assumptions based on any "group" (e.g., male or female, age, race, etc.)
to which the individual belongs.
28. Module 3
Developing your rating guide
Developing your rating grid (long list/short list)
A note on testing
Hiring checklist
Q/A
29. DevelopingRatingGuide Area Breakdown Possible Points
Application Resume attached 5
Legible 5
Maximum Points 10
Education Grade 12 5
Post Secondary 5
Post Secondary in related field 5
Bachelor degree 5
Maximum Points 20
Experience Multiple phone lines 5
Exp. in secretarial field 6 mo. – 3 yrs. 5
3+ yrs. 5
Maximum Points 15
Computer Experience IBM 5
Mac 15
Maximum Points 20
Additional Experience Reports 5
Spreadsheets 5
Maximum Points 10
Keyboarding 40 – 59 wpm 5
60+ wpm 10
Maximum Points 15
30. Rating Guide
Date
Name and title of reviewer
Position being filled
Names of candidates
Pre-screen met (deal breakers)
Essential Criteria
Desired Criteria
Developing Rating Grid
31. Long List/Short List Grid
Essential
Criteria Application
Education
Clericalexperience
Computerexperience
Meetsessentialcriteria
YN
Reviewfurther
YN
Desired
Criteria
Additionaleducation
Macexp.
Spreadsheets
Marketing
55+wpm.
Totaldesiredcriteria
Totalrating
Interview
YN
Name of
Applicant
32. Polling Question
My organization has a written procedure for
recruitment and selection practices:
a) Not at all
b) For some parts of the process
c) Yes, but it is out of date
d) Yes and it is updated annually
33. Testing
Types of Testing
Criminal record checks
Reference checks
Drug testing
Specific skills testing
Emotional Intelligence tests
Cognitive ability tests
Physical ability tests
Testing Checklist
Reliable
Valid
Use of technology
Legal
Applicant response
34. Prepare your Panel
Copies of resumes, questions, rating grid
Meet first – review biases and what you are looking
for
Review resumes
Review questions and rating grid
Determine who asks what questions
Determine process for interviews
35. Selection Checklist
Know the legal
considerations
Understand rater bias
Ensure criteria is job
related
Prepare all
documentation
Ensure consistency in
process
Set appropriate
timelines
Prepare your panel
Document
37. Polling Question
This webinar has provided me with
information that I can put to immediate
use:
a) Strongly agree
b) Agree
c) Disagree slightly
d) Disagree moderately
e) Strongly disagree
38. Thank You
For more information please contact:
Gailforce Human Resources Solutions
www.gailforceresources.com
info@gailforceresources.com
http://www.linkedin.com/in/gailforcehr
https://www.facebook.com/GailforceHR
@gailforceHR