Best Practices for Staff Recruitment at Penn State
Explore the crucial aspects of staff recruitment policies and procedures at Penn State presented by Sharon Price and Kim Ravenscroft. Understand the importance of effective hiring practices in preventing business failures. Learn about the role of search committees, expectations, and reviewing resumes to ensure a well-organized and thorough recruitment process.
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Staff Recruitment Policies and Procedures at Penn State Presenters: Sharon Price and Kim Ravenscroft Talent Acquisition 2016 Sharon Price skc101@psu.edu Kim Ravenscroft kjr5155@psu.edu
Why is this so important? 30% of all business failures are due to poor hiring practices U.S. Chamber of Commerce Development can help great people be even better but if I had a dollar to spend, I d spend 70 cents getting the right person in the door. - Paul Russell, Director, Leadership and Development, Google
[Poll] Search Committee Search committee members must be available to participate in Most of the interviews All of the interviews Some of the interviews None of the above, they don t have to participate in the interviews but can give feedback based on the applicants materials
Expectations: Search Committee Maintain proper documentation throughout the process Maintain confidentiality Understand and ensure that the University s diversity goals are considered Assist in developing questions pertaining to critical competencies for the job Adhere to selection criteria and procedures for screening, interviewing and keeping records There may be reasons to recuse yourself
Reviewing Resumes Your process can be organized and well thought out!
[Poll] Reviewing Resumes You can only consider degree(s) received, work experience, salary requirement and applicant objective when reviewing applicant materials in order to decide who will be selected to interview? True False
Reviewing Resumes Short List Review in greater detail Employment Patterns Presentation Grammar and Punctuation Red Flags Perspective
[Poll] Conducting Interviews In reference to conducting interviews, it is most important to . Focus Plan Organize Follow through
Conducting Interviews If you don t know where you are going, you ll end up someplace else. - Yogi Berra
Planning Interviews Ask about special accommodations for housing, meals, room set-up, etc. Interview questions Evaluation tools Phone interviews and is Skype an option?
Competencies Competencies are a combination of the knowledge and skills needed to effectively perform a role in an organization
[Poll] Competencies Which of the following is not one of Penn State s five key competencies? Effective Knowledge Accountability and Self Management Teamwork and Leadership Communication Networking & Resourcing Innovation and Problem Solving
Types of Interview Questions General or Traditional Behavior Based Case or Hypothetical
Acceptable Interview Questions Let s talk about what we can legally ask!
Interview Topics to Avoid Arrest Record Gender and marital status Maiden name/mother s maiden name Number/ages of children Childcare arrangements Spouse s name/education/income Family plans
Interview Topics to Avoid Place of birth/citizenship Other languages spoken, unless job related Proficiency in speaking/writing English, unless job related Disabilities/prior illnesses & accidents Age/date of high school graduation Height/weight Religion/church affiliation Social organizations
Even innocent questions can be considered discriminatory. KEEP IT JOB RELATED!
[Poll] Acceptable Interview Questions You realize that the candidate attended the same high school you did. It s a good ice breaker to tell them that you attended the same high school and ask them what year they graduated. True False
[Poll] Acceptable Interview Questions You are interviewing for a position that will work with international students, it is acceptable to ask what languages the candidate speaks. True False
Rule of thumb If in doubt, don t say it!
Interview Day Introductions Data collection Data presentation Closing Recording
[Poll] Interview Biases The Contrast Affect is when the interviewer allows one strong point that they value highly to overshadow all other information. True False
[Poll] Evaluating Candidates You should do the following when evaluating candidates: A. Use the evaluation tool you created B. Keep it job related & legal C. Follow your gut feelings D. Watch for biases and stereotypes E. A, B and D F. A & B G. All of the above
Evaluating Candidates Use the evaluation tool Keep it job related Keep it legal Be consistent in what you are considering Watch for pitfalls (biases, stereotypes, etc.)
[Poll] Reference Checking If you re having difficulty contacting a reference and it s important to keep the process moving, the internet is a good option to check references. True False
Obtaining References for Final Candidate Gather Reference Information o Penn State Application (verify reference checking permission for current employer) o List of references obtained at in-person interview Obtain at least one detailed reference Check even on Penn State employees
Offering a Position Contact HR Rep to obtain approved salary Make a verbal offer Follow up with a written offer from Human Resources
[Poll] Offering a Position It s not necessary to tell the candidate that the offer is contingent upon a successful background check during the verbal and written offers if you d prefer not to as the candidate will get an e-mail prompting them to complete a background check soon. True False
Follow Up to Offer Background Check Schedule for University-wide orientation Ensure that the new hire has needed information Candidates not chosen
Follow Up with HR Rep Keep file that backs up hiring decision Check with HR Rep to see what you need to provide for the file
Contact Information Kim Ravenscroft kjr5155@psu.edu 814-865-6247 Office of Human Resources website ohr.psu.edu
