ECU Human Resources 2018 Talent Management Conference ... · ECU Human Resources 2018 Talent Management Conference Featuring. Talent Management Cycle. Applicant Tracking Believe in

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ECU Human Resources2018 Talent Management Conference

Featuring

Talent Management Cycle

Applicant Tracking

Believe in Your Best Practices, But Never Stop Improving

How to buy a car in four easy steps….

• Visit car lot• Walk through and pick three cars• Kick the tires, open the doors• Buy the car

How to fill a vacant position in four easy steps….

• Advertise position• Review applicants and pick three

to interview• Conduct interview• Select candidate

Is it really that easy?It can be of you prepare correctly. And add a few important steps.

Prepare, Plan, Get Ready

Identify Search

Committee

Advertise Position

Interview Questions

Evaluative Criteria

Identify Search Committee Members

• At least three members are recommended• Stakeholders, customers, peers• Ensure they understand the goal for hiring for this position• Ensure they are trained and understand the mission and goals of the

department

Advertise Position

• Write clear, concise job advertisement including information about the department, job duties, and preferences

• Highlight the exciting and innovative initiatives within your department

• Be realistic

Job Duties Determines what supplies, materials and services are needed. Distributes mail and documents. Schedules appointments for chair as needed. Answers the telephone. Keeps documents, reports, records, and files. Maintains departmental leave records. Composes and prepares letters and memos as necessaryMonitors and reconciles program budget and tracks travel and other expenditures.Minimum Education/ExperienceHigh school diploma or equivalency; or demonstrated possession of the competencies necessary to perform the work.Preferred Experience, Skills, Training/EducationNone

Are you interested???

Advertise Position

Organizational Unit OverviewThe Department of Mathematics, Science, and Instructional Technology Education aspires to offer premier mathematics education, science education and instructional technology programs. Overall, our vision is guided by the intent to improve the quality of educational research, policy, and practice impacting mathematics, science, and instructional technology.The mission of the Department of Mathematics Science, and Instructional Technology Education is to recruit and retain quality students within our respective programs areas; offer high-quality on campus and off campus undergraduate and graduate programs that develop well-educated teachers and professionals; continually assess and refine all of the department’s undergraduate and graduate programs; provide a variety of professional development and outreach programs for teachers and students in support of the teaching and learning of mathematics, science, and instructional technology; serve and advocate for the teaching and learning needs of the region, state, and nation; maintain a leadership role and improve current leadership activities within each program; enable students and graduates the opportunity to develop their own leadership skills; conduct cutting-edge research on significant issue

Advertise Position Job Duties

Determines what supplies, materials and services need to be ordered and orders them. Distributes mail and documents. Processes bulk mail by the pre-determined deadline. Keeps equipment in good working order, requests repairs when needed. Schedules appointments for chair as needed and coordinates departmental schedules to ensure proper deadlines are met.

Answers the telephone using proper telephone etiquette; provides accurate information to callers/visitors on phone and in person; responds to questions/issues outside of the norm by determining appropriate resources (i.e. policies, manuals, etc.); responds to requests for program and procedural information; schedules and coordinates meetings and events; arranges meetings with individual as designated by supervisor.

Keeps documents, reports, records, and files accurate, up-to-date and readily accessible. Maintains departmental leave records. Completes/processes reports by published deadlines. Composes and prepares in final form all necessary papers for permission to travel and travel reimbursements.

Composes and prepares letters and memos as necessary; complies and prepares documents/reports by deadline with very little error; uses specialized software to produce reports and documents.

Monitors and reconciles program budget and tracks travel and other expenditures.

Minimum Education/Experience

High school diploma or equivalency; or demonstrated possession of the competencies necessary to perform the work.

Preferred Experience, Skills, Training/Education

Two years of progressive administrative office experience in a university setting.

Experience with Banner, MS Outlook/Word/Excel

Interview Questions

•Ask only for information that will serve as a basis for the hiring decision

•Know how the information will be used to make the decision

•Do not ask for information that will not or should not be used to make a hiring decision

Interview Questions

• Develop questions based on each major task and responsibility in the position description

• Ask questions based on the knowledge, skills and abilities necessary for the position

• Include problem-solving questions that allow the applicant to think creatively

• Include questions that elicit more than a yes or no response

Interview Questions

•Do you have experience answering a multiline phone?

•Could you please describe a situation where you were answering a multiline phone and had two customers that you were assisting?

Reviewing the Applicants

• Determine the evaluation criteria prior to the review of the candidates

• Evaluation should be based upon objective, measurable criteria• Use necessary competencies for the position• Refer to preferences outlined in the advertisement• Develop departmental rating tools

Reviewing the Applicants

By using objective criteria you can avoid some common mistakes

Reviewing Applicants

Halo effectTendency to rate a person high on all factors even though the person was outstanding only on one factorHorn effectThe opposite of the halo effect

Reviewing Applicants

Central tendencyInability to rate all or most applicants anywhere but in the middle

Reviewing Applicants

Similar to meTendency to rate higher those people who look, act, or have a background most like the interviewer

Reviewing Applicants

First ImpressionMaking the hiring decision within the first few minutes of the interview, instead of evaluating all of the information from the full interview

This Photo by Unknown Author is licensed under CC BY-NC-SA

Conducting the Interview

• Remember, the first day on the job for the person you hire is the first day you contact them. Be considerate, be thoughtful… be awesome. If you’re not, the best candidate may decide your company is not the right fit for them.

• Lots of people glance at a resume a couple minutes before the interview. Wow. There's a recipe for success.

• How will you ask intelligent questions and create compelling conversations when you don't know a lot about each person ahead of time?

Selecting the Candidate

Review Interview Responses

Review Candidates with Search Committee

Gather Feedback

Selecting the Candidate

Check references

Selecting the Candidate

• We didn’t want to buy the car if we didn’t test drive the car, take it to our mechanic, and get it thoroughly checked

• So, let’s do a through check of our candidate of choice

Selecting the Candidate

• It is a requirement that adequate references are obtained on your candidate of choice.

• References should be current or previous supervisors, colleagues, customers, professors, mentors

• Ask questions similar to your interview questions• If current employee, contact ECU Employee Relations to review

portions of personnel file

Selecting the Candidate

• Remember our interview question example?• It can be a reference question..• Could you describe how (candidate’s name) was able to answer a

multiline phone when they were assisting two customers?

Selecting the Candidate• Made written notes to document who provided the reference, date

reference was obtained, and information gathered• Maintain these records within your search file• Tip & Trick

• For SHRA/CSS positions, HR will need confirmation that sufficient positive references were obtained including the date on which documentation was made and individual(s) to whom the reference was provided.

Selecting the Candidate

Selecting the Candidate

Selecting the Candidate

Why is all of this important?

Sources estimate that replacing the right employee can cost between 30% to 400% (average stands at 150%) of an employee’s annual salary conditioned by the individual’s skill, performance, network, etc. According to a study from Allied Workforce Mobility Survey, almost 30% of companies reported that it takes at least a year or more for new talent to leverage full productivity.

Selecting the Candidate

The current ratio of unemployed Americans to open jobs is 1.4 to 1, compared to 6.6 to 1 during the last recession in July of 2009 (Bureau of Labor Statistics).

References

(2014, February 10). Retrieved from https://www.linkedin.com/pulse/20140210135852-20017018-conduct-the-perfect-job-interview-in-twelve-simple-steps/ 2010. https://www.cupahr.org/wp-content/uploads/KC/toolkits/CUPA_HR_Interview_Guide_2010.pdf. "Average Employee Turnover Rate: Analysis & Strategies for 2017." Involve. March 17, 2017. Accessed March 08, 2018. https://www.involvesoft.com/average-employee-turnover-rate/.

This Photo by Unknown Author is licensed under CC BY