Selection Process
There is an old saying: Hire Smart or Manage Tough. Successful organizations have the ability to attract, retain and motivate employees consistent with their cultural expectations. This belief is critical to quality hiring:
Dr. Bienati's Article, "Hiring Smart", is a step-by-step journey on the hiring process. All Forms and Training Tools are for educational purposes only. They are NOT to be used without the APPROVAL of Dr. Larry Bienati or an attorney! ToolsLegal Issues in the Selection Process. This checklist outlines key phrases to not address in job advertisements. You should follow these ideas to avoid potential litigation. Who is and who is not....here are some keys to evaluating. How to Develop a Job Description This template provides an outline for a successful job description format that complies with federal and state requirements. Is the position exempt or non-exempt from overtime. This is a growing area of labor law violations. See our Exempt Checklist. Remember exempt status is a privilege. Background Checks Preventing the tort of negligent hiring--read this! It is important for Organizations to know their employees and consultants. A pre-employment screening is strongly recommended. Prospective employees must sign a Consent form to enable you to perform this screening.. New Employee Orientation Program. Clarifying and documenting performance expectations is a key requirement in the employee relations process. Also, it makes good business sense to ensure employee start their relationship with you in a positive way. Pre-Employment Legal Questions Throughout the interview process, it is important to obtain useful information from the applicant. However, it is extremely important that this information be obtained in a legal and job-related manner. The following pointers should provide you with a basic understanding of what questions may and may not be asked during the interview process. Forms This audit will help you identify the skills you are seeking in the position you are hiring. A job analysis is a critical in identifying the skills and abilities for the job. This leads to job description, performance appraisal development and compensation planning. A proper job analysis is the cornerstone of many HR activities and should be taken seriously for every job. Federal and State law require that you provide job descriptions that comply with the Americans With Disabilities Act. We provide a template outline and some sample descriptions for Managers, Administrative and Technical categories. This form provides a template for conducting a successful job related, behavioral interview. Sample Behavioral Questions for Various Skills Questions, Questions, and Questions for a host of skills and abilities you are assessing in the interview. A legally defensible job application is a must in the selection process. It is important to clarify the terms, covenants and conditions of employment. Try this sample for size. A legally correct and sensitive letter for candidates not considered for hire. Copyright © OneStopHR®, Inc., 1997 |