presented by: rhea seeber-reynolds, hr manager stefani coverson, hr manager
DESCRIPTION
Hiring, Screening & Interviewing. Presented by: Rhea Seeber-Reynolds, HR Manager Stefani Coverson, HR Manager. Objectives. Recruit competent staff Access and apply Master Agreement, Policies and Practices Understand interviewing procedures. Rules and Policies. - PowerPoint PPT PresentationTRANSCRIPT
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Presented by:Rhea Seeber-Reynolds, HR Manager
Stefani Coverson, HR Manager
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Objectives
Recruit competent staff Access and apply Master Agreement, Policies and PracticesUnderstand interviewing procedures
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Rules and Policies
For Washington General Service (WGS), the following apply:
WFSE CBADSHS Policy 18.19
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Types of AppointmentsProbationary Trial Service TransferVoluntary DemotionElevation College Career Graduate- Social ServicesNon-permanent*
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Probationary Period
Every part-time and full-time employee, following his or her initial appointment to a permanent position, will serve a probationary period of 6 consecutive months; except that employees in any class for which the probationary period was 12 months on July 1, 2005 will continue to serve a 12 month probationary period.
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Probationary Period
Agencies may extend the probationary period for an individual employee as long as the extension does not cause the total period to exceed 12 months
The Employer may separate a probationary employee at any time during the probationary period.
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Trial Service Period
Except for those employees in an in-training appointment, all other employees with permanent status who are promoted, or who voluntarily accept a transfer or demotion into a job classification for which they have not previously attained permanent status, will serve a trial service period of 6 consecutive months.
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Trial Service Period
Agencies may extend the trial service period for an individual employee as long as the extension does not cause the total period to exceed 12 months.
The Employer may revert an employee who does not satisfactorily complete his or her trial service period.
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Vehicles for TransferTransfers from Certification List– Between agencies or within same agency– Same job class or different job class with same
salary range maximum– May have to serve a trial service period
Internal Movement– Permanent Employees– Within DSHS– Has permanent status with the State– Employee makes written request to Appointing
Authority (no Cert List required)– May have to serve a trial service period
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Voluntary Demotion
Voluntary Demotion from Certification List– Between agencies or within same agency– Position with a lower salary range maximum– May have to serve a trial service period
Internal Movement– Permanent Employees– Within DSHS– Has permanent status with the State – Employee makes written request to Appointing
Authority (no Cert List required)– May have to serve a trial service period
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ElevationsElevations* from Certification List– Can be used between agencies or within an
agencyInternal Movement– Permanent Employees– Within DSHS only– Has permanent status as a State employee– Previously held permanent status at the higher
level – Employee makes written request to Appointing
Authority (no Cert List required)
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College Career Graduate Program & other in training plansCollege Career Graduate Program—SS
6 months at CCGP 18 months at Social Worker 1 12 months at Social Worker 2
Class Series In-Training Done in same or like series Can be multi level Up to 36 months max
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Non-Perm Appointments
Fill in for the absence of permanent employeeDuring a workload peakWhile recruitment is being conductedTo reduce the possible effects of a layoffIncumbent must have the skills and abilities required for the position
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When you have a vacancy…
Speak with your Area Administrator/ Area Manager Consult with HRD Representative as necessary to strategize on hiring options based on your unit’s needsContact local HR Representative to initiate hiring process
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Hiring Strategy
Decide how you want to announce your vacancy…– Internal movement of permanent employees– Recruit through NeoGov (this includes both
non-permanent and permanent hires)
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Article 4.3 Internal Movement
Prior to certifying candidates in accordance with Subsection 4.1, an Appointing
Authority may grant an administrative transfer, voluntary demotion, or elevation
within an agency as long as the permanent employee has the skills and abilities required to perform the duties of
the position.
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Internal Movement Continued
Employees desiring a transfer, voluntary demotion, or elevation will initiate a request in writing, and appointing
authorities will consider these individuals for an opening. Candidates interviewed will be notified of the hiring decision…
[emphasis added]
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Request for Certification
Work with local HR Rep to initiate recruitment process through NeoGovReview Position Description Form (PDF)
Essential functions Does position have specialist language?Are geographic location, work shift, and work hours (F/T vs P/T) correct? Update PDF if necessaryPDF must be approved by Class & Comp
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Request for Certification Continued…
Once the PDF has been approved, the local HR Rep can create a job announcement for your position in NeoGovAnnouncements are to be open for a minimum of 7 days (for both non-permanent and permanent hiring)
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Ratio of Applicants on Certified List
Agency Layoff– – “Certification of One”
Otherwise….– 75% Permanent State
Employees– 25% Open Competitive
Candidates
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Agency LayOffINTERNAL– Certification of one (most senior if more than one)– Must meet Skills & Abilities of position– Must be considered– Program determines/justifies if not hired
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Under Represented Applicants
Includes Vietnam Vet, Disabled Vet, Person of Disability and over 40No Special ConsiderationDon’t ask we WON’T tell!!Decision to identify Under Represented status is voluntary
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Tools for ScreeningCertified Candidates
Supplemental Questionnaires Questions must be directly related to job Examples of writing Clarification of responses to original questionnaire
Review of Profiles/Resume Must relate to experience needed for your job Total experience
Skills Screening Tools Phone test Typing test Commercial assessment products
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Working your Certified List
You have your Certified List, “now what?”– Work it quickly– Contact applicants
E-mailAllow reasonable time to respond… give a minimum of 3 days to respond and identify due date in correspondence
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The Interview Process and Preparation
A conversation with a defined purpose– Information unavailable through
application, resume, or reference checks
– Applicant’s opportunity to learn about position and organization
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Prior to the Interview
Preparation and Considerations– PDF– Interview Questions/Rating Guide
Prepare standardized interview questionsCopy of interview questions for candidates?
– Interview PanelConsider diverse panel
– Location– How many interviews?
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Prior to Interview Have material items ready– Copy of PDF– Interview questions/Rating guide
IntroductionsExplain the “process”– Length of interview– Number of questions– Explain if there will be additional round of
interviews– Notification method– Q & A at the end of interview
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Hiring Panels
DCFS encourages hiring panels– Check with your Area Administrator– Coordinate hiring panel– Maintain same panel members
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Be aware of your behavior– Verbal
Voice, tone– Non-Verbal
Establish positive relationshipConvey interest in applicantEye contact
The Interview
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Bias
What are your strongest biases that could influence you during the interview process?How could each of these manifest itself during the hiring process?What approach would diffuse those biases?
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Interview Questions
Questions should be:Combination of knowledge and behaviorally based questionsRelated to the position/jobSelected prior to the interviewConsistent for each applicantLegally defensible
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Interview QuestionsQuestions related to the following shouldNOT be asked:
Race or ColorReligionMarital/Family StatusFinancesNational Origin
Designing questions that comply with the ADA and Civil Rights Act isessential to good interviewing practices.
Age SexCriminal RecordsDisability
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Background Check
Request background authorization form (DSHS 03-210) if applicant is:– Moving to different class series– Moving to different administration– Moving from uncovered to covered position;
or– Moving from uncovered to covered position in
same class series
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Checking References
Goal: Obtain enough information to paint an accurate picture of past performanceObtain signed release from candidateVerify education and licensureIf a current or past state employee, check the personnel fileBeware – applicant supplied references not always objective.
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Checking References
Phrase questions to draw out some impressions from the reference person.Be aware of statements that can have various implications and be sure to ask for further clarification, for example: “Let me see how I can put this.” “I guess it was a big misunderstanding.”
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References: Sample QuestionsHow long and in what context do you know ____?What was ______ responsibilities?How would you describe his/her work?Given the opportunity would you hire him/her again?What reservations should I have about the hiring him/her?Who else in your organization could comment on his/her performance?What were his/her reason for leaving?
Ask in addition to questions specific to skills and abilities.
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Wrapping It UpCompile all interview data– Ensure maintenance for 3 years
based on Regional ProceduresLook ahead to next steps– Determine preferred candidate – Check references– Submit approval to hire – Receive approval to hire THEN…– Contact/notify preferred candidate– Notify other candidates
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Closing the Hiring Process…
Upon selection/acceptance of a candidate, provide your local HR Rep with the following information:– A list of all candidates offered an interview,
those who declined, and those who interviewed
– A list of those candidates you felt had the necessary skills and abilities for the job and whether you were able to hire the first candidate to which the position was offered
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Closing the Hiring Process… Continued
– Notes and questions that were asked of each candidate during the interview process
– The date the preferred candidate accepted the offered the position
– The date the preferred candidate was appointed to the position
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Keep in Mind:
Successful hiring takes time and thought, and, like most skills, it also takes practice.HRD is available to guide and support you through the process. Keep the information from the interview for three years. While in most cases it will be exempt from public disclosure, it is not exempt from litigation.
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HRMS
Permanent state employees can only be hired on the 1st and the 16th of the monthNew hires can be hired anytime of the month ~ however, the preference is to hire on 1st or 16th.
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HRD Web Addresses
HRD Website:http://hrd.dshs.wa.gov/ HRD link to useful Management tools: http://hrd.dshs.wa.gov/Managers/Managers.htm
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Questions
?