1. Staff Recruitment Policies and Procedures at Penn State Presenter: Sharon Price Human Resources Generalist Recruitment skc101@psu.edu 2015 skc101@psu.edu

2. Why is this so important? 30% of all business failures are due to poor hiring practices U.S. Chamber of Commerce “Development can help great people be even better– but if I had a dollar to spend, I’d spend 70 cents getting the right person in the door.” - Paul Russell, Director, Leadership and Development, Google

4. [Poll] Search Committee Search committee members must be available to participate in… Most of the interviews All of the interviews Some of the interviews None of the above, they don’t have to participate in the interviews but can give feedback based on the applicants’ materials

5. Expectations: Search Committee Maintain proper documentation throughout the process Maintain confidentiality Understand and ensure that the University’s diversity goals are considered Assist in developing questions pertaining to critical competencies for the job Adhere to selection criteria and procedures for screening, interviewing and keeping records There may be reasons to recuse yourself

6. Reviewing Resumes Your process can be organized and well thought out!

7. [Poll] Reviewing Resumes You can only consider degree(s) received, work experience, salary requirement and applicant objective when reviewing applicant materials in order to decide who will be selected to interview? True False

8. Reviewing Resumes Short List – Review in greater detail Employment Patterns Presentation Grammar and Punctuation Red Flags Perspective

9. [Poll] Conducting Interviews In reference to conducting interviews, it is most important to…. Focus Plan Organize Follow through

10. Conducting Interviews “If you don’t know where you are going, you’ll end up someplace else.” - Yogi Berra

11. Planning Interviews Ask about special accommodations for housing, meals, room set-up, etc. Interview questions Evaluation tools Phone interviews and is Skype an option?

12. Competencies Competencies are a combination of the knowledge and skills needed to effectively perform a role in an organization

13. [Poll] Competencies Which of the following is not one of Penn State’s five key competencies? Effective Knowledge Accountability and Self Management Teamwork and Leadership Communication Networking & Resourcing Innovation and Problem Solving

14. Types of Interview Questions General or Traditional Behavior Based Case or Hypothetical

15. Acceptable Interview Questions Let’s talk about what we can legally ask!

16. Interview Topics to Avoid Arrest Record Gender and marital status Maiden name/mother’s maiden name Number/ages of children Childcare arrangements Spouse’s name/education/income Family plans

17. Interview Topics to Avoid Place of birth/citizenship Other languages spoken, unless job related Proficiency in speaking/writing English, unless job related Disabilities/prior illnesses & accidents Age/date of high school graduation Height/weight Religion/church affiliation Social organizations

18. Even innocent questions can be considered discriminatory. KEEP IT JOB RELATED!

19. [Poll] Acceptable Interview Questions You realize that the candidate attended the same high school you did. It’s a good “ice breaker” to tell them that you attended the same high school and ask them what year they graduated. True False

20. [Poll] Acceptable Interview Questions You are interviewing for a position that will work with international students, it is acceptable to ask what languages the candidate speaks. True False

21. Rule of thumb… If in doubt, don’t say it!

22. Interview Day Introductions Data collection Data presentation Closing Recording

23. [Poll] Interview Biases The Contrast Affect is when the interviewer allows one strong point that they value highly to overshadow all other information. True False

24. [Poll] Evaluating Candidates You should do the following when evaluating candidates: A.Use the evaluation tool you created B.Keep it job related & legal C.Follow your gut feelings D.Watch for biases and stereotypes E.A, B and D F.A & B G.All of the above

25. Evaluating Candidates Use the evaluation tool Keep it job related Keep it legal Be consistent in what you are considering Watch for pitfalls (biases, stereotypes, etc.)

26. [Poll] Reference Checking If you’re having difficulty contacting a reference and it’s important to keep the process moving, the internet is a good option to check references. True False

27. Obtaining References for Final Candidate Gather Reference Information o Penn State Application (verify reference checking permission for current employer) o List of references obtained at in-person interview Obtain at least one detailed reference Check even on Penn State employees

28. Offering a Position Contact HR Rep to obtain approved salary Make a verbal offer Follow up with a written offer from Human Resources

29. [Poll] Offering a Position It’s not necessary to tell the candidate that the offer is contingent upon a successful background check during the verbal and written offers if you’d prefer not to as the candidate will get an e-mail prompting them to complete a background check soon. True False

30. Follow Up to Offer Background Check Schedule for University-wide orientation Ensure that the new hire has needed information Candidates not chosen

31. Follow Up with HR Rep Keep file that backs up hiring decision Check with HR Rep to see what you need to provide for the file

32. Contact Information Sharon Price – skc101@psu.eduskc101@psu.edu 865-9346 Office of Human Resources website – ohr.psu.edu