Hiring & Retaining Your Workforce Mary Beth Hartleb, J.D., SPHR PRISM HR Consulting, LLC A Full Service HR Outsource Firm Offices in Las Vegas & Reno Visit us on the web:

PRISM HR CONSULTING, LLC Recruiting Today The US Bureau of Labor Statistics, the U.S. economy should grow by 2.4% per year on average through 2008, yet the annual growth rate in the US labor force is 1.2%. In the US., the number of people aged 25 to 39 has decreased from 62 million in 1990 to 60 million in In 2001, the Baby Boom generation became eligible for early retirement.

PRISM HR CONSULTING, LLC Recruiting Today If a company has an excellent recruiting function, it will increase the total market value of a firm by over 10% Today’s war on talent is driven by increasing mobility, an aging workforce and shortage of highly skilled workers. In the past three decades, the nation’s economy had doubled while the birth rate has dropped by 24%.

PRISM HR CONSULTING, LLC The Recruiting Process

PRISM HR CONSULTING, LLC Recruiting Develop an action plan. Determine your hiring goals,  short-term, long-term, contingent, temporary, full-time, part-time. Your hiring goals will determine which type of recruiting tools to use.

PRISM HR CONSULTING, LLC Recruiting Tools Internet – several hundred job boards, pay a fee and post a job.  Drawback - time consuming, will get many under or over qualified candidates. Newspaper ad – immediate response, exposure.  Drawback – time consuming, hard to post as a confidential ad Agencies- target more qualified candidate in exchange for placement fee, can be as high as 30%.  Drawback - costly Job Fairs – good exposure to many applicants.  Drawback - time consuming, many candidates, still have to interview.

PRISM HR CONSULTING, LLC Recruiting Tools Employee Referrals – good way to get talent. Internal Posting – encourages retention, promote from within, reward existing talent, know abilities of candidate.  Drawback – nepotism/favoritism issues.

PRISM HR CONSULTING, LLC Legal Considerations

PRISM HR CONSULTING, LLC Legal Considerations Several federal and state laws affect the hiring and recruiting process.  Title VII of the Civil Rights Act of 1964 Prohibits discrimination by employers on the basis of race, religion, sex, color, national origin. In NV, includes sexual orientation.  Equal Pay Act Prohibits discrimination in compensation based on gender. Must compensate men and women with equal rates of pay for equal work.  Age Discrimination in Employment Act Business with 20+ employees, prohibits discrimination based on age for anyone age 40 or older.

PRISM HR CONSULTING, LLC Legal Considerations  Americans With Disabilities Act (ADA) Covers businesses with 15+ employees. Prohibits discrimination against qualified employees who have a mental or physical disability.  Uniformed Services Employment and Reemployment Act Covers all employers and prohibits discrimination against veterans and requires employers to grant time off for military duty, both active and reserved.  Vietnam Era Veteran’s Readjustment Assistance Act Applies to businesses with $25,000 or more in federal contracts. Prohibits discrimination and requires affirmative action to employ disabled Vietnam- era and other war veterans.

PRISM HR CONSULTING, LLC Legal Considerations  Immigration Reform and Control Act Illegal for employers to hire undocumented aliens. All employees must complete an I-9 form to ensure that employee can legally work in the United States.  Fair Labor Standards Act Sets standards for paying overtime, defines exempt and non-exempt type positions and sets minimum wage. State law may pre-empt federal law.

PRISM HR CONSULTING, LLC Record Retention Under federal guidelines by the Equal Employment Opportunity Commission (EEOC), applicant is defined as one who submits a resume and/or application in response to an open position. Resumes and applications submitted in response to an open position are to be kept on file for one year. This retention period may vary if you are a government contractor or are involved in litigation concerning an applicant.

PRISM HR CONSULTING, LLC The Basics

PRISM HR CONSULTING, LLC Job Descriptions Write a job description that is legally defensible and ADA compliant. Not intended to be “all – inclusive” Reserve right to modify or change at management discretion and business need.

PRISM HR CONSULTING, LLC The Employment Application More important than a resume! Include information about education, work history, references, and give written consent to for employer to conduct a background, credit check and reference check. Do not ask questions related to age, sex, race, national origin, religion, children, marital status, health or disability and physical traits.

PRISM HR CONSULTING, LLC The Interview Remember…you are not only interviewing the applicant, they are interviewing you! Schedule a mutually convenient time for the interview. Determine the type of interview to be conducted  One on One, Panel, Progressive Remove physical barriers between the interviewer and applicant. Read all paperwork on applicant in advance and formulate questions. Review the job description.

PRISM HR CONSULTING, LLC Interview Questions Prepare questions in advance of the interview. Ask the same questions of each candidate to ensure a strong point of comparison. Do not ask personal questions such as age or marital status. Do not ask about disabilities except as permitted under the ADA.

PRISM HR CONSULTING, LLC Post - Offer

PRISM HR CONSULTING, LLC Background Checks Background checks should be performed by a third party. Verify education, work history, criminal record, and credit check if applicable to the job. Usually done as last step in process with offer contingent on results.

PRISM HR CONSULTING, LLC Reference Checks As an employer, you have an obligation to check references on all candidates you wish to offer employment. Most employers subscribe to a “neutral reference policy.”

PRISM HR CONSULTING, LLC Drug Testing Always done post-offer, by an independent, third party. May test for drugs and alcohol either with urine test or swab. Hair testing is controversial and should only be used in limited situations.

PRISM HR CONSULTING, LLC Pre-Employment Testing If you give a test as part of the interview process, i.e., typing test, spelling test, ensure that it is relevant to the job and meets EEOC guidelines. Test should not cause disparate impact as a result of gender or ethnicity.

PRISM HR CONSULTING, LLC Retention

PRISM HR CONSULTING, LLC The Critical First Day Prepare a solid orientation program. Determine type of training program for position. Make introductions. Schedule group lunch if possible. Conduct a meeting outlining expectations. Delegate some “win” assignments the first few days on the job to bolster confidence.

PRISM HR CONSULTING, LLC Employee Handbook At-will employment Outline policies and procedures as well as benefits. Ensure that each employee signs the acknowledgement of receipt and understand the expectations of the company.

PRISM HR CONSULTING, LLC Keys To Retention Treat all employees fairly with dignity and respect. Ensure pay and benefits are competitive. Allow room for growth assignments and promotional opportunities. Promote training and development.

PRISM HR CONSULTING, LLC Thank You! Visit us on the web