Staff Recruitment Policies and Procedures at Penn State Presenter: Sharon Price Human Resources...

Staff Recruitment Policies and Procedures at Penn State

Presenter: Sharon PriceHuman Resources GeneralistRecruitmentskc101@psu.edu 2015 

Why is this so important?30% of all business failures are due to poor hiring practices

U.S. Chamber of Commerce

“Development can help great people be even better–but if I had a dollar to spend, I’d spend 70 cents getting the right person in the door.”

- Paul Russell, Director, Leadership and Development, Google

[Poll] Search CommitteeSearch committee members must be available to participate in…• Most of the interviews• All of the interviews• Some of the interviews• None of the above, they don’t have to participate

in the interviews but can give feedback based on the applicants’ materials

Expectations: Search Committee• Maintain proper documentation throughout the

process• Maintain confidentiality• Understand and ensure that the University’s diversity

goals are considered• Assist in developing questions pertaining to critical

competencies for the job• Adhere to selection criteria and procedures for

screening, interviewing and keeping records• There may be reasons to recuse yourself

Reviewing Resumes

Your process can be organized and well

thought out!

[Poll] Reviewing ResumesYou can only consider degree(s) received, work experience, salary requirement and applicant objective when reviewing applicant materials in order to decide who will be selected to interview?

• True • False

Reviewing Resumes

Short List – Review in greater detail• Employment Patterns• Presentation• Grammar and Punctuation• Red Flags• Perspective

[Poll] Conducting InterviewsIn reference to conducting interviews, it is most important to….

• Focus• Plan• Organize• Follow through

Conducting Interviews

“If you don’t know where you are going, you’ll end up someplace else.”

- Yogi Berra

Planning Interviews• Ask about special accommodations for housing,

meals, room set-up, etc.• Interview questions • Evaluation tools• Phone interviews and is Skype an option?

Competencies

Competencies are a combination of the knowledge and skills needed to effectively perform a role in an organization

[Poll] CompetenciesWhich of the following is not one of Penn State’s five key competencies?• Effective Knowledge• Accountability and Self Management• Teamwork and Leadership• Communication• Networking & Resourcing• Innovation and Problem Solving

Types of Interview Questions• General or Traditional• Behavior Based• Case or Hypothetical

Acceptable Interview Questions

Let’s talk about what we can legally ask!

Interview Topics to Avoid• Arrest Record• Gender and marital status• Maiden name/mother’s maiden name• Number/ages of children• Childcare arrangements• Spouse’s name/education/income• Family plans

Interview Topics to Avoid• Place of birth/citizenship• Other languages spoken, unless job related• Proficiency in speaking/writing English, unless job

related• Disabilities/prior illnesses & accidents• Age/date of high school graduation• Height/weight• Religion/church affiliation• Social organizations

Even innocent questions can be considered discriminatory.

KEEP IT JOB RELATED!

[Poll] Acceptable Interview QuestionsYou realize that the candidate attended the same high school you did. It’s a good “ice breaker” to tell them that you attended the same high school and ask them what year they graduated.

• True• False

[Poll] Acceptable Interview QuestionsYou are interviewing for a position that will work with international students, it is acceptable to ask what languages the candidate speaks.

• True• False

Rule of thumb…

If in doubt, don’t say it!

Interview Day• Introductions• Data collection• Data presentation• Closing• Recording

[Poll] Interview BiasesThe Contrast Affect is when the interviewer allows one strong point that they value highly to overshadow all other information.• True• False

[Poll] Evaluating CandidatesYou should do the following when evaluating candidates:A. Use the evaluation tool you createdB. Keep it job related & legalC. Follow your gut feelingsD. Watch for biases and stereotypesE. A, B and DF. A & BG. All of the above

Evaluating Candidates• Use the evaluation tool • Keep it job related• Keep it legal• Be consistent in what you are considering• Watch for pitfalls (biases, stereotypes, etc.)

[Poll] Reference CheckingIf you’re having difficulty contacting a reference and it’s important to keep the process moving, the internet is a good option to check references.• True• False

Obtaining References for Final Candidate• Gather Reference Information

o Penn State Application (verify reference checking permission for current employer)

o List of references obtained at in-person interview

• Obtain at least one detailed reference

• Check even on Penn State employees

Offering a Position• Contact HR Rep to obtain approved salary• Make a verbal offer• Follow up with a written offer from Human

Resources

[Poll] Offering a PositionIt’s not necessary to tell the candidate that the offer is contingent upon a successful background check during the verbal and written offers if you’d prefer not to as the candidate will get an e-mail prompting them to complete a background check soon.• True• False

Follow Up to Offer• Background Check• Schedule for University-wide orientation• Ensure that the new hire has needed information• Candidates not chosen

Follow Up with HR Rep• Keep file that backs up hiring decision• Check with HR Rep to see what you need to provide

for the file

Contact Information

Sharon Price – skc101@psu.edu865-9346

Office of Human Resources website – ohr.psu.edu