Agricultural HR M TRAINING - Alberta Canola Producers … · 2017-04-12 · Starting date & probation period ... Toolkit for 4 months. Remember, this coupon will expire April 30.

Agricultural

Recruitment, Selection & Hiring HR MANAGEMENT TRAINING

WWebinar 1: The Importance of Recruitment and the Recruitment Process

Webinar 2: The Selection Process Webinar 3: The Hiring Process

Tracy Biernacki-Dusza Manager AgriSkills

Andrew Hurrell Business Development Specialist

Canadian Agricultural HR Council

WHO ARE WE? Overview

The Canadian Agricultural Human Resource Council (CAHRC) is a national, non-profit organization focused on addressing human resource issues facing agricultural businesses across Canada.

Vision

A qualified and motivated workforce that is sufficient to sustain profitable agriculture in Canada.

Mission

Develop solutions to support the HR management needs of agriculture

Recruitment, Selection & Hiring Learning Objectives

• IDENTIFY the process for recruiting, selecting and hiring workers

• EXPLAIN how to use job descriptions

• DISCUSS the process of selecting workers in adherence with legal obligations

• EVALUATE the effectiveness of recruitment and selection methods

• DESIGN a selection interview

• FORMULATE an offer of employment

• EVALUATE the effectiveness of new hire welcome and orientation programs

By the end of the series you will be able to:

WWebinar 3: The Hiring Process

Why Recruitment, Selection, and Hiring?

Hiring the right people for the right job is essential to your business success.

Poor hiring decisions: ◦ Reduce productivity, motivation, and

morale. ◦ Increase turnover ◦ Place you at risk for expensive

discrimination and human rights claims.

Helps you attract and retain a skilled and motivated workforce.

Photo Credit: Vicki Dutton

Review: Selection

Step 6: Prepare the Interview

Plan the candidate selection process and identify selection tools, develope a resume/application review process, decide which interview questions to ask and decide how to rate candidates.

Step 7: Conduct the Interview

Know how to start the interview, conduct the interview, interview etiquette tips, end the interview and provide a realistic job preview.

Step 8: Check References

Conduct reference checks to verify factual information about candidates and confirm the accuracy of the information they provided about their responsibilities and achievements

Steps to Recruitment, Selection, and Hiring

Step 1: Define the job

Step 2: Develop the selection criteria

Step 3: Create a job advertisement

Step 4: Choose a recruitment method

Step 5: Review job applications

Step 6: Prepare the interview

Step 7: Conduct the interview

Step 8: Check references

Step 9: Hire

Recruitment

Selection

Hiring

Checking References

Tips for Conducting Reference Checks

Step 8: Checking References

• Use behavioural questions • Avoid general questions • Avoid non-work questions • Talk to supervisors • Keep a record

The Hiring Process Based on information from resume, interview, and reference

checks you should now be in a position to choose the best candidate

Your offer to the successful candidate can be: Presented in person Telephone Email Letter

Step 9: Hire

Prepare the Offer Letter

Written offer of employment includes: Position title and level

Job description

Salary & benefits

Starting date & probation period

Length of contract

Any other conditions of employment

Step 9: Hire

Types of Offers

Conditional Offer of Employment • Pending results from a

• Criminal records check • Driver’s records check

Bona Fide Requirements

Duty to Accommodate

Ensure that the offer is in line with applicable Legislation:

Minimum wage requirements Age restrictions on certain work types Maximum allowable set hour of work

Bona Fide Requirements

Bona Fide Occupational Requirements • Skills, aptitudes, educational

accomplishments and other attributes • Perform the essential parts of a job • Safe, efficient and reliable manner

Example: • Cannot be refused employment because

of a “record of offences” • Can be refused employment because of

serious or repeated driving convictions

Duty to Accommodate Refers to the obligation of an employer to adjust an employment practice, environment or schedule to accommodate individuals unless it would cause undue hardship to the business.

Needs that must be accommodated: • Gender • Age • Disability • Family or marital status • Ethnic or cultural origin • Religion • Human attributes identified in the Canadian

Human Rights Act or Employment Equity Act

When can accommodation be denied? • Accommodation poses an undue risk. • Cost of a proposed accommodation is so high.

The Hiring Process

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Step 9: Hire

Step 1: Prepare the Offer Letter • Prepare written offer including position title and level, job description, salary,

benefits, starting date, probationary period, the length of the contract (if applicable), and any other conditions of employment.

• Follow applicable legislation.

Step 2: Extend Offer • Ensure the letter of offer or employment contract is signed before the

individual starts work in order to create a legally enforceable document. • Keep these papers in the employee's personnel file and provide a copy to the

employee.

Step 3: Rejecting Candidates • Thank unsuccessful candidates for their interest in working for your business.

Sample Offer of Employment

Welcoming and Orientation Orientation process: Provides information about your business policies and procedures and helps new employees learn about their role and about the culture and values of your business.

Why is an orientation program important? • Lower turnover • Increased productivity • Increased motivation • Improved morale • Lower recruiting and training costs

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New Worker’s First Day Worker’s First Day: • Contact your new hire a week before they start to provide information: • Directions to the work site • Information about parking or public transit • What to wear • What time to arrive and how long to expect to be at work • The name of their supervisor • Greet the new hire on arrival. • Introduce to as many people as possible. • Invite to eat lunch and/or take breaks with everyone. • Ensure all equipment, tools, and paperwork needed are ready. • Check-in throughout the day for questions or concerns.

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Orientation Questions Orientation – Key Questions to Ask: • What do employees need to know about their work environment

that will make them safe?

• What key policies and procedures do employees need to be aware to avoid mistakes?

• Which policies should be followed up on at a later date to ensure understanding?

• What information will ensure that a new employee clearly understands what is expected and how his or her job fits into the whole operation?

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Orientation Process Orientation Process: • A brief description of the farm’s history and current operations.

• A business overview, including production targets and key objectives.

• An organizational charts.

• A tour of the farm, including, facilities, equipment and hazardous areas.

• A chance to meet and chat with all members of the team.

• A description of the job requirements and expectations.

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Orientation Process

Orientation Process: • Completion of paperwork, including how the employee

will be paid

• Key safety information.

• Key aspects of the management of the farm, including roles and responsibilities of various staff.

• Policies and practices (e.g., HR manual).

• Information about the farm’s values.

• Emergency contact information.

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Orientation Checklist

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Legal Context The Government of Canada and all provincial and territorial governments have human rights acts or

codes to safeguard the principle of equal employment opportunity. Best practice in HR meet legal requirements that ensure employment practices are fair to all.

Employers must be aware of both federal and provincial legislation as it relates to:

• Recruitment ads • Applicant forms • Interview• Hiring • Dismissal/termination • Promotion • Demotion • Benefits • Wages • Workplace harassment

ion

Legislation Employment standards set out in federal and provincial legislation determine the minimum conditions of employment.

It’s important to determine if your business is federally regulated or provincially/territorially regulated. Visit the Employment and Social Development Canada (ESDC) website to find out how your sector is regulated.

Key Employment Standards Standards differ from jurisdiction to jurisdiction. Employers can access links to either federal/provincial/territorial government resources found in the AgriHR Toolkit. These areas include:

• Minimum Wage • Hours of work • Meal breaks • Hours free from work • Overtime • Vacations and statutory holidays • Termination of employment

Questions & Answers

Touring the Agri HR Toolkit

Accessing the CAHRC HRToolkit Visit: https://hrtoolkit.cahrc-ccrha.ca/

Sign-up and use COUPON CODE: ACPCWEBINAR2017

This coupon will provide access to the CAHRC Toolkit for 4 months. Remember, this coupon will expire April 30.

WWebinar 1: The Importance of Recruitment

Webinar 2: The Selection Process

Webinar 3: The Hiring Process

Questions & Answers

Thank You

www.cahrc-ccrha.ca

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