Human Resources Hiring, Evaluation, Training Flashcards
(35 cards)
Job Analysis
Done to determine how needed the position is
Job Description
Defines main tasks
- Responsibilities
- Accountabilities
- Standards (Expectations)
More equity, diversity, and inclusivity creates better companies
- True or False
True
- Companies that are more inclusive do better
How to Seek Candidates
Create a Candidate Pool
- Enough people to choose from
- Not too many where it becomes difficult to manage
Seeking Candidates
- Strategies
- Geographic Targeting
- Characteristic Specific
Importance of Company Brand
Creates the persona and culture of the employer to establish it as the employer of choice
- Employees will come to you
Internal Candidates
- Definition
Seek candidates who already work in the organization (Similar or different capacity)
- May be required by the union to post jobs internally before externally
Internal Candidates
- Benefits
- Promotes Opportunities
- History of the candidate is known (especially if they are in a similar position)
- Candidate knows the culture of the employer
- Shorter recruitment times (Can be determined by union)
- Lower costs for marketing
Internal Candidates
- Concerns
- Can the candidate be successful in the new role
Third Party Recruiters
- Examples
Recruitment Agency
Executive Search Agencies
Recruitment Agency
- Pre-existing database of potential candidates
- Recruits for other companies (competition)
- Advertisement Program
- Temporary Staffing
Executive Search Agencies
Approaches candidates who are currently employed
What would you use LinkedIn to promote
Used to promote brands
What to note when creating an advertisement
- Attention grabbing
- Creates interest in the position
- Qualified applicants would want to apply
- Focus on positive aspects but be realistic
- Imagery has to be representative of the organization
What is required in an advertisement
- How to apply and what you want the applicant to provide
- Salary information is preferred but not required
Advertising Strategies
Word of Mouth
- Employees
- Networking
Physical posting at the organization
Schools
- Job fairs
Newspapers
Company Website
Job Sites
Professional Associations (RxA, APSA)
Social Media
Canada Job Bank
Applicants Screening
- Responsivness
Reach out quickly to good candidates
- Looks unprofessional when you wait and they may take other job offers
Applicants Screening
- Sorting
Sort into categories
- Qualified
- Possibly Qualified
- Not Qualified
Applicants Screening
- Sorting Criteria
- Education / Training
- Licensure / Registration
- Experience
- Skills
Applicants Screening
- Other Criteria
- Location
- Errors in application / Resume
- Fact check information on application
- Stable employment history
- Gaps in employment?
- Employment history related to position
Applicants Screening
- Interview
Interview a manageable number of candidates (3-6)
Interview candidates you might hire
- No point wasting time
Try to avoid bias/discrimination
- Use: objective scoring system, multiple screeners
Use technology for screening questions / answers
- Telephone or Web-based
Selection Testing
- Based on ability, aptitude, personality
How to avoid bias in interviews
Objective Scoring System
Multiple Screeners with Different Viewpoints
Interview
- Best Practice
Recognize your bias
- We tend to hire people similar to us
Consistient interviewer(s)
- Multiple interviewers results in less bias
Schedule and confirm appointments
Comfortable / private area for interview
Consistient questions
- Aids in decision making process
Open ended questions
- Makes the candidate talk
Start with an opening to introduce each other, review the position before going into questions
Interview
- Questions
- Experience
- Conflict Management
- Time Management
- Customer Service
Ask them to tell you about a situation that’s happened in the past and how they responded
