1. Kay Hudson CARS Recon Inc.
Introducing:
Kay Hudson
CARS Recon Inc.

2. Hiring and Interviewing Guidelines
Auction Academy April 7, 2017

3. Hiring Guidelines Screening Process
Interviews are scheduled with those applicants who meet the job’s requirements.
ALL those chosen for employment must complete an application including a signature.

4. Hiring Guidelines Interview Process Hiring manager conducts interview.
It is important that all managers who participate in the interviewing process use a style that is appropriate to the level of the position being recruited.
Develop your interview questions around the job and job requirements.

5. Hiring Guidelines Interview Process
Use open-ended questions. Ask questions that start with the words what, why, when, how, describe.
Ask behavior-based questions. The intent is to predict future performance from past behavior. Start sentences with “Tell me about a time when…”

6. Hiring Guidelines Interview Process
It is advisable to use a standard set of questions when interviewing for a particular position. Follow up questions can be asked in response to candidates’ answers. This practice ensures that candidates for the same position are asked the same questions, ensuring more accurate comparisons and decreasing the chance of discrimination.

7. Hiring Guidelines Interview Process
The interviewer should take notes during or immediately following the interview to refer back to when narrowing the field of candidates and to compare with others who may interview the applicants. Enclosed is a form with some sample interview questions for your use.

8. Hiring Guidelines Interview Process
The following are protected categories under anti-discrimination law:
Race
Color
Religion
Sex
National Origin
Disability
Age

9. Hiring Guidelines Interview Process
The interviewer should be familiar with the types of questions that are legal and illegal to ask of candidates.
May ask…
If Applicant has relatives already employed by the organization
Whether Applicant has a legal right to be employed in the U.S.

10. Hiring Guidelines Interview Process May ask…
Ability to speak/write English fluently (if job related)
Other languages spoken (if job related)
If Applicant is over age 18
Whether Applicant can perform the essential job related functions
If they can meet the attendance requirements of the position
Convictions if job related

11. Hiring Guidelines Interview Process Don’t Ask Number of children
Marital status
Spouse’s occupation
Child care arrangements
Health care coverage through spouse
Applicant’s race or color of skin
Photo to be affixed to application form
Ethnic association of surname
Birthplace of Applicant or Applicant’s parents

12. Hiring Guidelines Interview Process Don’t Ask
Nationality, lineage or national origin
Nationality of Applicant’s spouse
Whether Applicant is citizen of another country
Applicant’s native tongue/English proficiency
Maiden name (of married woman)
Religious affiliation/availability for weekend work
Religious holidays observe
Date of birth or Age
Date of high school graduation

13. Hiring Guidelines Interview Process Don’t Ask
If Applicant has a disability
Nature or severity of a disability
Whether Applicant has ever filed a workers’ compensation claim
Recent or past surgeries and dates
Past medical problems
Number and kinds of arrests

14. Hiring Guidelines Interview Process Don’t Ask
Height or weight except if a bona fide occupational qualification
Veteran status, discharge status, branch of service
Contact in case of an emergency (at application or interview stage)

15. Hiring Guidelines Interview Process
The Americans with Disabilities Act (ADA) prohibits discrimination based on a person’s disability.
When interviewing a person with a disability, the key is to ensure the questions remain job-related and focused on the ability to do the job, not the disability.
If the candidate has an obvious disability or reveals a disability, you can ask if they would need an accommodation to perform the essential job functions.

16. Hiring Guidelines Interview Process
Ensure that no illegal information is documented. The possibility is real that candidates will offer information that would be illegal to ask. The interviewer should simply ignore the information and not make note of it. A complete “Interviewing Do’s and Don’ts” guide is included for your quick reference.

17. Hiring Guidelines Interview Process
Make sure the setting and time of the interview is conducive to a successful interview.
Try to make the candidate feel comfortable.
Use active listening skills and be open minded.

18. Hiring Guidelines References and Background Checks
References from past employers should always be checked – at least two, three is better.
Background checks (i.e., credit, criminal, driving, drug/alcohol) may be limited to certain positions, but should be consistent for those positions.
There are specific authorization forms and/or summaries of rights required for background checks.

19. Hiring Guidelines Background Checks
You should also make sure the candidate’s understand that the position is contingent upon satisfactory completion of the applicable background and/or reference checks.

20. Hiring Guidelines Verification and Reference Checks
Should you receive a request for employment verification or a reference check on a former employee, dates of employment and title information will only be provided. Further information will not be provided without a signed authorization.

21. Hiring Guidelines Offers
Employment offers can be made verbally and in writing.
The hiring manager should make the offer verbally in person or over the phone.

22. Hiring Guidelines Paperwork
Ensure all relevant hiring paperwork for new employees is completed to be added to the employee’s personnel file.

23. Completion of the Form I-9
Employee should be allowed to choose which document he/she presents as long as it meets the requirements of the I-9 form.
Company representative must sign the form certifying they have examined the documents and complete Section 2 of the form.

24. I-9 Compliance
If an employee does not provide acceptable documents or an application for document within 3 days of their date of employment, their employment must be terminated.
If they provide a copy of an application for a document, they have 90 days to provide the original document.

25. HO2

26. Section 1 of I-9 Form
HO3

27. Completed Section 2
HO5

28. Certification
HO3

29. Check Forms Of Active Employees
Common mistakes:
Not signed or dated
No or multiple boxes checked in Section 1
Section 1 expiration date missing when applicable
Too many/few documents recorded under Lists A-C
Date of hire in Certification section missing
HO18

30. Correct Forms Of Active Employees
Employee Must:
Make changes directly to the form in Section 1
Cross out incorrect information, if applicable
Fill in correct information
Initial and date the change
HO18

31. E-Verify 3 Potential Results:
Employment Authorized = Employee’s Information Matched
Tentative Non Confirmation (TNC Letter) =Employer and E-Verify information don’t match
Employer must:
Notify employee
Provide written instructions
Allow employee to contest the finding
Sign the notice of Tentative Nonconfirmation
Do not take adverse action
Rerun E-Verify inquiry
Employee must:
Contact the appropriate agency within eight federal government workdays
Final Nonconfirmation = Employee may be terminated
HO23

32. Questions ?

33. Contact Us Penny Wanna President, Auction Academy (615) 591-4544
(615)
Randall McCathren
COO, Auction Academy
(615)
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