recruitment
DESCRIPTION
Recruitment agency jhdnuaysgnrb mlikjhnamkjg nijuhgbsndm flkjiosdjhfbnm gh fghTRANSCRIPT
No Slide Titleemployees on the basis of
job-related qualifications only and
in accordance with legal
of the steps you take in the
hiring process.
Program of the Institution.
achieve this during
Position Misrepresented,
Poor Communication
Initial Screening Interview
for the Wrong Job
Turnover has both dollar and psychic costs to an employer
Turnover Costs - - -
peer/ employee
non-exempt employees
exempt employees
Offer the applicant too many clues about the job?
Example: If you inform a candidate that the job requires attention
to detail, do you then ask if the candidate is good at details?
Avoid coaching the person
You’ll get the obvious answer.
Place too much emphasis on an applicant’s
assessment?
Example: Avoid asking how a candidate assesses his or her
management skills. Instead, ask how the person handled a
difficult management decision.
Example: If a candidate mentions a personality conflict as the
reason for leaving a job, do you push for details?
Tend to be unduly influenced by first
impressions - especially negative ones?
Example: How do you react to candidate who dresses in a style
you dislike even if the clothes are appropriate?
Fail to look for missing clues?
Example: If an applicant keeps stressing that he or she is a
“big-picture person”, would you probe to find out if the person
can handle details?
Education: CURSES in liberal Arts and
CURSES in Accounting.
An obsession for detail; I like to make
sure I cross my i’s and dot my t’s.
Auditing for small manufacturing
LEGAL BASIS
Equal Pay Act
Pregnancy Discrimination Act, 1978
State and Local Laws
in any of the black racial groups of Africa
who is also of not Hispanic origin.
Hispanic person of Mexican, Puerto Rican,
Cuban, south American, or other Spanish
culture or origin, regardless of race.
Asian or pacific Islander person with origins
in any of the original peoples of the Far East,
Southeast Asia, the Indian subcontinent of the
Pacific Islands (e.g., China, Japan, Korea,
The Philippine Republic, and Samoa).
American Indian or Alaskan Native: person with
origins in any of the original peoples of North
America and who maintain cultural identification
through tribal affiliation or community recognition.
People age 40 and over.
Handicapped.
Special
Considerations
Age
Pregnancy
specifically minority-oriented
publications, or on radio stations
and television channels which are known to be popular with minority groups,
e.g. a Spanish-speaking radio station.
ADVERTISING
Eligible for
Learns quickly/ applies knowledge?
Relationships to peers/
What skills developed in the job?
How did results compare with other workers?
Did person require close supervision?
Frequency of days off?
What promotions were earned?
Title Code Position No: ____________ Salary Grade: _________
Former Employee: ____________ Separation Date: __________ Requested Rate of Pay: $ _ Rate Approved by Human Resources: $ _ Full Time __ Part Time __ Regular __ Temporary to: _________ Budgeted FTE: ___ 9 Month or ___ 10 Month or ___ 12 Month Position: _____________ Planned Hire Date: ________________
Hours of work: ____ S M T W R F S (circle usual workdays for the position) Recruitment Process: __Dept only __ University only ___ External Opening Date: _____________ Closing Date: ________________
Newspaper Advertisement: _Yes _No Bill to Company Center: __ Lincoln ____ Omaha ____ Other: ____________ Date(s): ______
Description of Work: (Please use attachment if additional space is needed.)
Minimum Qualifications (Education/Experience) and Additional
Remarks: WP Speed: _____
Start DateStarting Duties:
Leaving DateLeaving Duties:
Did you knowYesHow Long?
Eligible forYesNo
Did person meet established deadlines?Relationships to peers/
supervisor/subordinates?
How well were paperwork/detail handled?What skills developed in the job?
How did results compare with other workers?Did person require close supervision?
Frequency of days off?Job Performance Problems?
What person could have done to produce betterWhat promotions were earned?
results?
Former Employee: ____________ Separation Date: __________
Requested Rate of Pay
$ _
Budgeted FTE: __
Position: _____________ Planned Hire Date: ________________
S
Recruitment Process: __Dept only __ University only ___ External
Opening Date: _____________ Closing Date: ________________
Lincoln ____ Omaha ____ Other: ____________ Date(s): ______
Description of Work: (Please
needed.)
Remarks: WP Speed: _____
job-related qualifications only and
in accordance with legal
of the steps you take in the
hiring process.
Program of the Institution.
achieve this during
Position Misrepresented,
Poor Communication
Initial Screening Interview
for the Wrong Job
Turnover has both dollar and psychic costs to an employer
Turnover Costs - - -
peer/ employee
non-exempt employees
exempt employees
Offer the applicant too many clues about the job?
Example: If you inform a candidate that the job requires attention
to detail, do you then ask if the candidate is good at details?
Avoid coaching the person
You’ll get the obvious answer.
Place too much emphasis on an applicant’s
assessment?
Example: Avoid asking how a candidate assesses his or her
management skills. Instead, ask how the person handled a
difficult management decision.
Example: If a candidate mentions a personality conflict as the
reason for leaving a job, do you push for details?
Tend to be unduly influenced by first
impressions - especially negative ones?
Example: How do you react to candidate who dresses in a style
you dislike even if the clothes are appropriate?
Fail to look for missing clues?
Example: If an applicant keeps stressing that he or she is a
“big-picture person”, would you probe to find out if the person
can handle details?
Education: CURSES in liberal Arts and
CURSES in Accounting.
An obsession for detail; I like to make
sure I cross my i’s and dot my t’s.
Auditing for small manufacturing
LEGAL BASIS
Equal Pay Act
Pregnancy Discrimination Act, 1978
State and Local Laws
in any of the black racial groups of Africa
who is also of not Hispanic origin.
Hispanic person of Mexican, Puerto Rican,
Cuban, south American, or other Spanish
culture or origin, regardless of race.
Asian or pacific Islander person with origins
in any of the original peoples of the Far East,
Southeast Asia, the Indian subcontinent of the
Pacific Islands (e.g., China, Japan, Korea,
The Philippine Republic, and Samoa).
American Indian or Alaskan Native: person with
origins in any of the original peoples of North
America and who maintain cultural identification
through tribal affiliation or community recognition.
People age 40 and over.
Handicapped.
Special
Considerations
Age
Pregnancy
specifically minority-oriented
publications, or on radio stations
and television channels which are known to be popular with minority groups,
e.g. a Spanish-speaking radio station.
ADVERTISING
Eligible for
Learns quickly/ applies knowledge?
Relationships to peers/
What skills developed in the job?
How did results compare with other workers?
Did person require close supervision?
Frequency of days off?
What promotions were earned?
Title Code Position No: ____________ Salary Grade: _________
Former Employee: ____________ Separation Date: __________ Requested Rate of Pay: $ _ Rate Approved by Human Resources: $ _ Full Time __ Part Time __ Regular __ Temporary to: _________ Budgeted FTE: ___ 9 Month or ___ 10 Month or ___ 12 Month Position: _____________ Planned Hire Date: ________________
Hours of work: ____ S M T W R F S (circle usual workdays for the position) Recruitment Process: __Dept only __ University only ___ External Opening Date: _____________ Closing Date: ________________
Newspaper Advertisement: _Yes _No Bill to Company Center: __ Lincoln ____ Omaha ____ Other: ____________ Date(s): ______
Description of Work: (Please use attachment if additional space is needed.)
Minimum Qualifications (Education/Experience) and Additional
Remarks: WP Speed: _____
Start DateStarting Duties:
Leaving DateLeaving Duties:
Did you knowYesHow Long?
Eligible forYesNo
Did person meet established deadlines?Relationships to peers/
supervisor/subordinates?
How well were paperwork/detail handled?What skills developed in the job?
How did results compare with other workers?Did person require close supervision?
Frequency of days off?Job Performance Problems?
What person could have done to produce betterWhat promotions were earned?
results?
Former Employee: ____________ Separation Date: __________
Requested Rate of Pay
$ _
Budgeted FTE: __
Position: _____________ Planned Hire Date: ________________
S
Recruitment Process: __Dept only __ University only ___ External
Opening Date: _____________ Closing Date: ________________
Lincoln ____ Omaha ____ Other: ____________ Date(s): ______
Description of Work: (Please
needed.)
Remarks: WP Speed: _____