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WWebinar 1: The Importance of Recruitment and the Recruitment Process
Webinar 2: The Selection Process Webinar 3: The Hiring Process
Tracy Biernacki-Dusza Manager AgriSkills
Andrew Hurrell Business Development Specialist
Canadian Agricultural HR Council
WHO ARE WE? Overview
The Canadian Agricultural Human Resource Council (CAHRC) is a national, non-profit organization focused on addressing human resource issues facing agricultural businesses across Canada.
Vision
A qualified and motivated workforce that is sufficient to sustain profitable agriculture in Canada.
Mission
Develop solutions to support the HR management needs of agriculture
Recruitment, Selection & Hiring Learning Objectives
• IDENTIFY the process for recruiting, selecting and hiring workers
• EXPLAIN how to use job descriptions
• DISCUSS the process of selecting workers in adherence with legal obligations
• EVALUATE the effectiveness of recruitment and selection methods
• DESIGN a selection interview
• FORMULATE an offer of employment
• EVALUATE the effectiveness of new hire welcome and orientation programs
By the end of the series you will be able to:
Why Recruitment, Selection, and Hiring?
Hiring the right people for the right job is essential to your business success.
Poor hiring decisions: ◦ Reduce productivity, motivation, and
morale. ◦ Increase turnover ◦ Place you at risk for expensive
discrimination and human rights claims.
Helps you attract and retain a skilled and motivated workforce.
Photo Credit: Vicki Dutton
Review: Selection
Step 6: Prepare the Interview
Plan the candidate selection process and identify selection tools, develope a resume/application review process, decide which interview questions to ask and decide how to rate candidates.
Step 7: Conduct the Interview
Know how to start the interview, conduct the interview, interview etiquette tips, end the interview and provide a realistic job preview.
Step 8: Check References
Conduct reference checks to verify factual information about candidates and confirm the accuracy of the information they provided about their responsibilities and achievements
Steps to Recruitment, Selection, and Hiring
Step 1: Define the job
Step 2: Develop the selection criteria
Step 3: Create a job advertisement
Step 4: Choose a recruitment method
Step 5: Review job applications
Step 6: Prepare the interview
Step 7: Conduct the interview
Step 8: Check references
Step 9: Hire
Recruitment
Selection
Hiring
Checking References
Tips for Conducting Reference Checks
Step 8: Checking References
• Use behavioural questions • Avoid general questions • Avoid non-work questions • Talk to supervisors • Keep a record
The Hiring Process Based on information from resume, interview, and reference
checks you should now be in a position to choose the best candidate
Your offer to the successful candidate can be: Presented in person Telephone Email Letter
Step 9: Hire
Prepare the Offer Letter
Written offer of employment includes: Position title and level
Job description
Salary & benefits
Starting date & probation period
Length of contract
Any other conditions of employment
Step 9: Hire
Types of Offers
Conditional Offer of Employment • Pending results from a
• Criminal records check • Driver’s records check
Bona Fide Requirements
Duty to Accommodate
Ensure that the offer is in line with applicable Legislation:
Minimum wage requirements Age restrictions on certain work types Maximum allowable set hour of work
Bona Fide Requirements
Bona Fide Occupational Requirements • Skills, aptitudes, educational
accomplishments and other attributes • Perform the essential parts of a job • Safe, efficient and reliable manner
Example: • Cannot be refused employment because
of a “record of offences” • Can be refused employment because of
serious or repeated driving convictions
Duty to Accommodate Refers to the obligation of an employer to adjust an employment practice, environment or schedule to accommodate individuals unless it would cause undue hardship to the business.
Needs that must be accommodated: • Gender • Age • Disability • Family or marital status • Ethnic or cultural origin • Religion • Human attributes identified in the Canadian
Human Rights Act or Employment Equity Act
When can accommodation be denied? • Accommodation poses an undue risk. • Cost of a proposed accommodation is so high.
The Hiring Process
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Step 9: Hire
Step 1: Prepare the Offer Letter • Prepare written offer including position title and level, job description, salary,
benefits, starting date, probationary period, the length of the contract (if applicable), and any other conditions of employment.
• Follow applicable legislation.
Step 2: Extend Offer • Ensure the letter of offer or employment contract is signed before the
individual starts work in order to create a legally enforceable document. • Keep these papers in the employee's personnel file and provide a copy to the
employee.
Step 3: Rejecting Candidates • Thank unsuccessful candidates for their interest in working for your business.
Welcoming and Orientation Orientation process: Provides information about your business policies and procedures and helps new employees learn about their role and about the culture and values of your business.
Why is an orientation program important? • Lower turnover • Increased productivity • Increased motivation • Improved morale • Lower recruiting and training costs
17
New Worker’s First Day Worker’s First Day: • Contact your new hire a week before they start to provide information: • Directions to the work site • Information about parking or public transit • What to wear • What time to arrive and how long to expect to be at work • The name of their supervisor • Greet the new hire on arrival. • Introduce to as many people as possible. • Invite to eat lunch and/or take breaks with everyone. • Ensure all equipment, tools, and paperwork needed are ready. • Check-in throughout the day for questions or concerns.
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Orientation Questions Orientation – Key Questions to Ask: • What do employees need to know about their work environment
that will make them safe?
• What key policies and procedures do employees need to be aware to avoid mistakes?
• Which policies should be followed up on at a later date to ensure understanding?
• What information will ensure that a new employee clearly understands what is expected and how his or her job fits into the whole operation?
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Orientation Process Orientation Process: • A brief description of the farm’s history and current operations.
• A business overview, including production targets and key objectives.
• An organizational charts.
• A tour of the farm, including, facilities, equipment and hazardous areas.
• A chance to meet and chat with all members of the team.
• A description of the job requirements and expectations.
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Orientation Process
Orientation Process: • Completion of paperwork, including how the employee
will be paid
• Key safety information.
• Key aspects of the management of the farm, including roles and responsibilities of various staff.
• Policies and practices (e.g., HR manual).
• Information about the farm’s values.
• Emergency contact information.
21
Legal Context The Government of Canada and all provincial and territorial governments have human rights acts or
codes to safeguard the principle of equal employment opportunity. Best practice in HR meet legal requirements that ensure employment practices are fair to all.
Employers must be aware of both federal and provincial legislation as it relates to:
• Recruitment ads • Applicant forms • Interview• Hiring • Dismissal/termination • Promotion • Demotion • Benefits • Wages • Workplace harassment
ion
Legislation Employment standards set out in federal and provincial legislation determine the minimum conditions of employment.
It’s important to determine if your business is federally regulated or provincially/territorially regulated. Visit the Employment and Social Development Canada (ESDC) website to find out how your sector is regulated.
Key Employment Standards Standards differ from jurisdiction to jurisdiction. Employers can access links to either federal/provincial/territorial government resources found in the AgriHR Toolkit. These areas include:
• Minimum Wage • Hours of work • Meal breaks • Hours free from work • Overtime • Vacations and statutory holidays • Termination of employment
Accessing the CAHRC HRToolkit Visit: https://hrtoolkit.cahrc-ccrha.ca/
Sign-up and use COUPON CODE: ACPCWEBINAR2017
This coupon will provide access to the CAHRC Toolkit for 4 months. Remember, this coupon will expire April 30.
WWebinar 1: The Importance of Recruitment
Webinar 2: The Selection Process
Webinar 3: The Hiring Process