NORCAT Entrepreneurship 101 - "Recruiting" featuring DiBrina Sure Group

Recruitment:‘To Do’ & ‘Not To Do’

Agenda

• Who We Are:– DiBrina Sure Human Resources

– Humaniqa

• ‘What to do’ and ‘What not to do’:– Preparing– Screening– Interviews– Selecting

• Q&A

Collectively, the DiBrina Sure Group offers over 75 years of experience specializing in the field of human resources management, employee benefits consulting and financial planning. Our team of professionals and support staff is committed to the satisfaction of our clients be they Corporate or Individual.

DiBrina Sure HR Services include:•Recruitment & Selection•Salary Administration•Employee and Labour Relations•Human Resources Project Management•Workplace Investigations•Performance Management•HR Planning & Development

About Us: DSHR

Humaniqa is a comprehensive web-based business tool that supports small and medium enterprises in managing their human resources.

Key Features•Jurisdiction specific across Canada•Library of resources (letters, forms, policies, job descriptions)•OnDemand services: Access to HR Professionals •Webcasts and Online training•Customizable Employee Handbook tool•My HR Files – Online storage capacity•Legislation at your fingertips•HR Audit•Bilingual

About Us: Humaniqa

Preparing For Recruitment

Preparing

Preparing

Application Form

• Do not ask for someone’s age/date of birth

• Never ask for SIN - not required until person is hired

• Don’t ask for Country of origin, instead ask if they are legally able to work in Canada

• Driver’s license – only ask if it’s required for the position. Could lead to discriminatory practices. Verify once the position has been offered; not from each candidate.

Job Ad Template

What to include?• Position title• Minimum skill & educational requirements• Key responsibilities (can include summary & who they report to)• Information about your company• Benefits of working with you (flexible schedule, benefits..)• How to apply (e.g. email, in person)• Deadline to apply

PreparingWhere to post?• Post internally (Word of Mouth)

• Post Externally – many free options• Try posting here before paying: Kijiji, Indeed, HRSDC job bank, University and

Colleges, Professional and Trade Associations, LinkedIn (individual and group/page posts), Facebook, your own website

• Paid options:• Workopolis, Newspapers (print & online), • Kijiji – paid option: listed on page 1, link to website, logo, more than 2 ads at a

time

• Be aware of timing when you are posting the job ad. • Is it a holiday? Long weekend?• Keep the ad up for at least 1 or 2 weekends

Screening Candidates

Screening Candidates

Screening Candidates

Interviews

Interviews

Do this..Prepare questions ahead of time. Must

relate to the position

(e.g. Driver’s license)

Ask each candidate the same questions

Have applicants sign reference release

Conduct reference checks

Don’t do this..

Contact unsuccessful candidates until successful applicant has accepted the

position

Contact references before the interview

Contact references not provided on the authorization form

Avoid overselling the job

Interviews

Selecting

Selecting

Do this...Verbal Offers – are binding

Follow up with written offer

Ensure offer letter is signed BEFORE starting

Selecting: Offering the Job

What to include in the offer letter?

• Terms and condition of employment:• E.g. start date, wage/salary, hours of work, vacation, benefits, pension plan,

dress code, etc.• With the dress code, be specific. Don’t assume everyone has the same

perception of “business casual”. Provide give them an employee handbook/policy with examples of what is accepted and what is unacceptable. I.e. are jeans allowed?

• Conditions of employment (i.e. confirmation of designation, completion of a specific course, valid driver’s license if it is required for the position, etc. )

• E.g: “This offer of employment is conditional upon the receipt by the employer of employee candidate references satisfactory to the employer. Such determination will be in sole and exclusive discretion of the employer”.

Selecting: Offering the Job

Common questions?

• Full time vs Permanent• Full Time relates to # of hours (e.g. 40 hours/week)• Permanent relates to status – permanent or temporary (contract) in nature• Make sure it’s clear in offer letter

• Changes to Terms and conditions• Document any changes – e.g. promotions, job title, increase in salary, car

allowance, etc.• Give copy to employee

• Have employees sign the offer letter before they begin working

Any Questions?

Thank You!•Attendees to this presentation are offered a 30-day free trial to Humaniqa OnLine.

•To set up your free, no-obligation trial, please contact:

– [email protected]– Quote:“Norcat–ENT101–Free Trial”