Recruiting and Hiring Processes

You are working on budgets, planning for the year’s growth and strategically assessing your HR practices.  You are thinking about how you are going to fill the numerous vacancies anticipated throughout the year and at the same time, worried about the added compliance responsibilities.  Since one of your organization’s most valuable assets is its employees, it is important to find the best in the marketplace.  Hiring the right employees, motivating them, and providing training and development opportunities are of strategic importance.

Workplace Dynamics will assist you in assessing your process starting with recruiting and identifying candidates, evaluating, interviewing, and selecting applicants.  We will evaluate your workflow and recordkeeping to ensure compliance with federal and state laws.  We take the time to learn about your business before we move on to the evaluation stage.  Our assessment can be confined to a specific obstacle or target area, such as difficulty identifying qualified protected group members or defining an internet applicant.  We can also conduct a broad-scope evaluation of the entire recruiting and hiring process.

The following is an example of a typical work steps involved in the full scale assessment:

• Review all written documentation supporting the hiring function, including, but not limited to:
  • • Policies and procedures
    • Employment application forms
    • Recruiting sources – job fairs, college recruiting, online sources, etc.
    • Applicant/Employee EEO/AA self-identification forms
    • Interview/candidate review questions/forms
    • Applicant tracking system tools
    • Reference checking methodology
    • Offer letters
• Take on the role of an applicant and apply through various sites where positions are posted.  Evaluate ease of process for applying, compliance with data/legal requirements, and overall view of the company from an outsider looking in.  Is the EEO statement sufficient for the size of the company and does it portray the message desired by the company?
• Take on the role of the recruiter and go through your process from the job posting to candidate evaluation, recordkeeping, to referral to hiring manager. 
• Interview members of your recruiting team or hiring managers to evaluate the process flow and determine if procedures are followed consistently.
• Conduct an adverse impact and standard deviation analysis of your applicant to hire data,
• Evaluate recruiting methodology to determine success of sourcing a diverse candidate pool.
• Provide recommendations for enhancements or modifications of the existing process.

The following specific focus areas will be evaluated in all steps of the evaluation.

• Compliance with the OFCCP definition of an internet applicant.
• Consistency in application of practices among locations
  • Ad development and placement
  • Relationship with recruiting agencies and contractual language in relation to Section 503 and 41 CFR 60-250.
  • Preparation of job postings/requisitions and remaining true to the job standards throughout the interviewing and selection process.  Process for changing job requisitions to comply with job standard changes during the hiring process.
  • Method of evaluating candidates – job standards evaluation, testing, interviewing questions, interview evaluation, etc.
  • Determining applicant status with regard to immigration rules.
  • Compliance with recordkeeping requirements.

METRICS

The 10 fastest growing occupations in the 2007 – 2009 Occupational Outlook handbook.

Network systems and data communications  Personal and home care aides Home health aides Computer software engineer, applications Veterinary technologists and technicians  Personal financial advisors Makeup artists, theatrical and performance Medical assistants Veterinarians  Substance abuse and behavioral disorder counselors

53.4% 40.5% 48.7% 44.6% 41.0% 41.0% 39.8% 35.4% 35.0% 34.3%

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