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Have you ever calculated the cost to hire and train a new employee? It costs, on average, thousands of dollars to hire a front line employee. These costs include the hiring process, the temporary loss of productivity and training. Despite this large up-front investment, it may only be the beginning. If you make an uninformed hiring decision, your costs substantially increase. Poor hiring decisions result in further loss of productivity, decreased employee morale, and loss of valuable time and resources to manage poor performers. Furthermore, if the employee does not pass probation or is terminated, you will find yourself hiring again. It is not only apparent that your organization will be harmed by poor hiring decisions, your organization is also at risk of human rights complaints from unsuccessful applicants. Large financial awards are granted if your organization is found to have discriminated against those individuals. Successful managers and professional recruiters understand the value of their hiring decisions and their hiring practices. They invest in this process and begin by understanding the law, and how it applies to their organization. Learn strategies and methods that will aid you in making sound and objective hiring decisions. Learn to develop a candidate profile, to develop good interviewing questions and to evaluate candidates based on a rating system. Know that as a gatekeeper of your organization, your hiring decisions will leave a legacy – either a good one or a poor one. Help your organization achieve success!
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Program Content
Hiring & the Law
- Distinguish between bona fide job requirements versus discriminatory practices
- What is your duty to accommodate and what are the implications
- Systemic Discrimination – is your organization in violation?
- Is your organization an equal opportunity employer – and what does this mean?
- Assessing your candidate’s ability to perform the job – what not to do
- How to safeguard your recruitment process so that it is non-discriminatory
- The Privacy Act – what must you know?
Conducting the Interview
- Preparing the answer key to your questions in advance
- Designing rating criteria for a 3 step hiring process
- Single versus panel interviews – how to develop consensus
- Reference checks – 5 questions that you must ask
- Developing critical listening skills
- Grading answers based on themes and behavioural trends
Developing Interview Questions and Behavioural Interviewing Techniques
- Clarifying roles versus responsibilities
- Three tier question development
- Behavioural Interviewing Techniques – what is it, and how to apply it
- Distinguishing between job responsibilities and accomplishments
- Developing behavioural themes and ‘fit’ with your organization
- Assessing your candidate’s discipline and performance history
Reviewing Resumes and Covering Letters
- How to identify omissions and gaps
- Developing your candidate’s career trend
- Reading for inconsistencies and discrepancies
- How to find the ‘diamond in the rough’
- Developing your candidate profile
- What valuable information must you determine from a cover letter