recruiting and hiring: tips and trends for attracting top candidates for small & medium...

Recruiting and Hiring: Tips and Trends for Attracting Top Candidates

For Small & Medium Businesses

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Introductions

Keith Gilman, FPCDivision Vice President

Jean OlivieriVice President of Marketing

Keith is Division Vice President for the First Year Associate Experience

Program for Small Business Services at ADP.

Jean is the Vice President of Marketing for Small Business

Services at ADP.

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This information is the property of ADP, LLC (ADP). It may not be distributed, reproduced, modified, sold or used without the written permission of ADP.

The information is provided “as is” without any expressed or implied warranty, is based on generally accepted HR practices and is advisory in nature.

This content provides a high level overview and practical information concerning the subject matter covered and is provided with the understanding that neither the publisher nor the writers are rendering legal advice or other professional services.

Employers are encouraged to consult with their legal counsel or with an experienced employment law attorney for legal advice regarding specific facts concerning the organization’s compliance with applicable legislation.

© 2015 ADP, LLC. This content provides practical information concerning the subject matter covered and is provided with the understanding that ADP is not rendering legal advice or other professional services. 3

Disclaimer

© 2015 ADP, LLC. This content provides practical information concerning the subject matter covered and is provided with the understanding that ADP is not rendering legal advice or other professional services.

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Effective recruiting, interviewing and hiring techniques

How to assess staffing needs and craft an effective job ad

Considerations for hiring interns, minors, and seasonal workers

Online job postings and social media

Trends in “ban the box” legislation

Qualifying candidates and finding the right fit

Conducting job-related background checks

Agenda

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46% of companies say that recruiting highly-skilled talent is the most important area of interest for their organization.

LinkedIn Report:

Source: LinkedIn Talent Solutions 2015 Global Recruiting Trends

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Source: ADP National Employment Report

Mar-14 Apr-14 May-14 Jun-14 Jul-14 Aug-14 Sep-14 Oct-14 Nov-14 Dec-14 Jan-15 Feb-15 Mar-150

248242

284275

220214

Chart 1. Change in Nonfarm Private Employment

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Small businesses alone created 57% of those jobs.

Source: ADP National Employment Report

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1. Who do you need to hire?

2. What does this person need to do?

3. How will you find top talent?

4. How will you identify qualified candidates?

5. Are you prepared to conduct interviews?

6. What is your selection process?

7. What are the next steps?

Questions to ask

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Interns

Seasonal workers

Temporary workers

Minors

Full-time employees

Part-time employees

Types of hires

#hiretowin© 2015 ADP, LLC. This content provides practical information concerning the subject matter covered and is provided with the understanding that ADP is not rendering legal advice or other professional services.

Students gain work experience in their field of study

Businesses get access to a motivated and eager applicant pool

Opportunity to discover a potential future hire

DOL Summer Jobs+ Bank: https://webapps.dol.gov/summerjobs

LinkedIn Student Job Portal: https://www.linkedin.com/studentjobs

Interns

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1. The internship is similar to academic training

2. It’s for the benefit of the intern

3. The intern does not displace regular employees

4. The employer gets no immediate advantage; operations may be impeded

5. The intern is not necessarily entitled to a job at the end; and

6. Both parties understand that the intern is not entitled to pay

http://www.dol.gov/whd/regs/compliance/whdfs71.pdf

Can interns be unpaid? DOL six-part test.

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Seasonal Workers & Temps

1. Start the process early• Larger applicant pool• Increased training time

2. These workers are:• Protected by employment

laws• Generally entitled to the

same rights and benefits as employees

Minors

In the summer months, the FLSA allows 14 and 15-year olds to work:

Between 7 a.m. and 9 p.m. Up to 8 hours in a day Up to 40 hours in a week

#hiretowin© 2015 ADP, LLC. This content provides practical information concerning the subject matter covered and is provided with the understanding that ADP is not rendering legal advice or other professional services. 14

Excavation Mining Manufacturing Explosives

Driving a Motor Vehicle

Operating Power

Equipment

http://www.youthrules.dol.gov/know-the-limits/14-15.htm

Job restrictions for minors

Full-Time & Part-Time Workers

Fill a long-term need with your company

Part-timers may be a cost-effective option when demand doesn’t warrant 40 hours/week

http://bit.ly/7jobdescriptiontricks

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• Explain perks to attract talentDescription of the company

• List key job responsibilitiesDescription of the role

• Years of experience, education, or skillsRequired qualifications

• Job-related background checks, etc. Selection requirements

• Demonstrates fairness Equal employment opportunity statement

Develop a job ad

XSally’s Hair SalonAdministrative Assistant (full-time)Dallas, Texas$15-$18/hour, DOE

Sally’s Hair Salon is seeking a highly organized and detail-oriented administrative assistant. We offer competitive benefits, including health insurance, 401(k), and paid time off. Visit us online at www.sallyshairsalondallas.com

Responsibilities:• Answer phones and direct incoming calls• Greet guests• Schedule appointments• Order office supplies • Maintain and update online filing systems

Requirements:• Minimum of 5 years of related experience • Ability to work independently with little to no

supervision• Ability to work in a fast-paced environment

Apply Now:To apply, visit our website, at www.sallyshairsalondallas.com/careers Sally’s Hair Salon is an equal opportunity employer (EOE). We do not discriminate on the basis of race, religion, color, sex, age, national origin, disability, military status, genetic information, or any other characteristics protected under law.

Chip’s BakeryAdministrative Assistant (part-time)

We’re looking for an administrative assistant to answer phones, order supplies, maintain files, and coordinate travel plans.

Requirements:• Minimum of 10 years of related experience • Ability to work independently • Ability to multi-task

Visit our website to apply: www.yumchipsbakery.com Qualified candidate, preferably with no children, will be able to travel, whenever needed.

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45% of companies said their biggest obstacles to attracting the best talent in 2014 were competition and compensation.

LinkedIn Report:

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The digital generation: 41% would rather communicate electronically

It’s not all about money: 52% said opportunities for career progression make an employer most attractive

Millennials

Source: Pricewaterhouse Coopers

Internet Job Boards

Company Career Website

Internal Hires

Social Professional Networks

0% 10% 20% 30% 40% 50% 60% 70% 80%

Top Sources for Quantity of Hire

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Internal Candidates

Consider transfers or promotions

Boosts morale

Lowers recruiting costs

Creates a new vacancy

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Encourage employees to refer qualified people they know

Employees rewarded for successful referrals

Have a written policy on program rules

Employee Referrals

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Refer back to your hiring records

An applicant that wasn’t right previously might be now

Cuts down on recruiting costs

Applications on File

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Contact college career centers

Gain access to a large pool of motivated talent

Example: https://www.linkedin.com/studentjobs

College Students

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Professional Network

Use personal and professional contacts to find candidates

A cost-effective and powerful recruiting tool

Reach a diverse group of talented candidates by using professional social networks

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Can be affordable

Reach a broad audience quickly

Cast a wide net

Reach “passive” candidates

Example:

https://business.linkedin.com/talent-solutions/products/jobs

Online Postings

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Experiment with keywords

Get to the point

Sell your company

Understand the features of the job site

Don’t assume the site will do the work for you

Online Posting Tips

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Develop a policy

Designate a search person

Don’t request passwords

Don’t take the information at face

Social Media Considerations

Source: CareerBuilder Survey

Nearly 7 out of 10 businesses are affected by a bad hire.

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Ask candidates job-related questions prior to an interview

Assess whether they have the minimum qualifications

Be consistent

Pre-screening questions

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Determine whether candidates meet the minimum qualifications

Use in conjunction with an employment application and other pre-screening tools

Reviewing resumes

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Help verify information on a resume

Provide additional details the applicant may have left out

Key components:

1. Preferred schedule

2. Salary requirements

3. Work authorization

4. Education

5. Employment history

6. References

Application forms

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Prohibit criminal history inquiries on job applications

Some states prohibit these questions until after an initial interview or a conditional job offer

“Ban the box” considerations

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Help decide whether to have in-person meeting

Clarify questions from their resume or application form

Express interest and be enthusiastic

35 © 2015 ADP, LLC. This content provides practical information concerning the subject matter covered and is provided with the understanding that ADP is not rendering legal advice or other professional services.

Phone interviews

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Be prepared

Consider body language

Don’t jump to conclusions

Decisions must be job-related

Video interviews

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“Open-ended” questions

• Requires examples or an explanation

Situational or “behavioral-

based” questions

• Provide an example of past behavior

Problem-solving questions

• Shows how a candidate would respond to a situation

Preparing interview questions

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Example questions

Avoid: Alternative:

“How old are you?” or “What year did you graduate high school?”

“Are you at least 21 years of age?”

“Have you ever been arrested?” or “Have you ever been convicted of a crime?

“Where were you born?” “Are you authorized to work in the U.S.?” (on application forms)

“What is your religion?” or “Are you available to work on Sundays?”

“Are you able to work the required schedule?”

Questions to avoid

#hiretowin40 © 2015 ADP, LLC. This content provides practical information concerning the subject matter covered and is provided with the understanding that ADP is not rendering legal advice or other professional services.

Avoid: Alternative:

“Have you ever filed for bankruptcy?” or “What is your credit score?”

“Are you pregnant?” or “Do you have children?” or “Are you married?”

“This job requires extensive travel and overtime. Can you meet those requirements?”

“Do you have any health problems?”

“Can you perform the essential functions of the job either with or without reasonable accommodation?”

Questions to avoid

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Thank candidates for coming in

Let them do the talking

Answer their questions

Set follow-up expectations

Get feedback from those who met the candidate

http://bit.ly/smbhiringtoolbox

During and after the interview

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Compare and rank candidates

Don’t make a decision based on a “gut feeling”

Consider the applicant’s ability to perform the job

Document all hiring decisions

Making a selection decision

Extending an offer

Dear Sarah:

I am pleased to extend an offer of employment with Sally’s Hair Salon. Your position will be Administrative Assistant reporting to the Office Manager. Your scheduled start date is May 1, 2015. You will receive compensation in the amount of $17 per hour, provided you have rendered services during the pay period, subject to any deductions permitted under law.

As a full-time employee of Sally’s Hair Salon you will be expected to work during the hours of 8 am to 5 pm Tuesday through Saturday. You are eligible for the benefits listed in your New Employee Orientation Packet. However, any benefits currently provided may be changed or revoked at any time.

This offer of employment is contingent upon the successful completion of a background check.

Sally’s Hair Salon is an at-will employer. This means that both you and Sally’s Hair Salon reserve the right to terminate the employment relationship at any time for any reason. This letter does not constitute a contract of employment.

If you are in agreement with the terms of this offer of employment, please sign below. I am pleased that you will be joining our team and look forward to working with you.

Employee acceptance of job offer: Signature Date

Printed Name Date

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Obtain the candidate’s written consent.

Verify:

Past and present jobs

Attendance history

Responsibilities

Eligibility for rehire

Reference checks

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Obtain authorization from the candidate

Adhere to federal, state, and local laws

Decisions must be job-related and consistent with business necessity

Refer to EEOC Enforcement Guidance

Background checks (where appropriate)

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Required Forms:

Notice of Coverage Options

Form I-9

Form W-4

State-Required Forms

Other Recommended Forms:

Emergency contact

Handbook acknowledgment

Receipt of company property

Payroll authorization

Benefit enrollments

Complete new hire paperwork

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Decide on the type of hire

Develop a job description

Determine recruiting strategy

Establish a selection process

Make a selection decision

Consider job-related background checks

Complete new hire paperwork

Retain hiring records

Key take-aways

ADP National Employment Report: www.adpemploymentreport.com

LinkedIn Reports: https://business.linkedin.com/talentsolutions/resources/recruiting-tips/global-recruiting-trends

LInkedIn’s Ultimate Hiring Toolbox For Small & Medium Businesses

https://www.linkedin.com/studentjobs

Career Builder Survey: http://www.careerbuilder.com/share/aboutus/pressreleasesdetail.aspx?sd=12/13/2012&id=pr730&ed=12/31/2012

Pricewaterhouse Coopers: http://www.pwc.com/gx/en/managingtomorrows-people/future-of-work/assets/reshaping-the-workplace.pdf

Government:DOL Summer Jobs+ Bank - https://webapps.dol.gov/summerjobs

Child Labor Laws - http://www.youthrules.dol.gov/know-the-limits/14-15.htm

EEOC Enforcement Guidance from April 2012 - http://www.eeoc.gov/laws/guidance/arrest_conviction.cfm

Helpful References

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Thank you for viewing

The information contained in this deck is based on generally accepted HR

practice and is advisory in nature. This content provides a high level

overview and practical information concerning the subject matter covered

and is provided with the understanding that neither the publisher nor the

writers are rendering legal advice or other professional services.

For more information contact your ADP Representative or visit

adp.com/smallbusiness

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