how to prevent a bad hire
TRANSCRIPT
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How to Preventa Bad Hire
Presented by Lawley
Disclaimer: The advice offered in this webinar is purely suggestion. Legal counsel should be consulted
before making any decisions.
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Presenters
Amy Schleifer, ARMSenior Claims Management Consultant
Andrea Dickerson, PHRHuman Resources Manager
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Identify Your Needs
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What are you looking for?
–A temp?–Part time?– Full time?– Someone with experience?–A recent graduate?
Know your “must haves” and stick with your plan
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Be Specific
• Have up to date and thorough job descriptions
• Clearly outline minimum requirements– Lifting 20 Ibs.– Climbing 20 ft. ladders– Frequent bending
• Reference them throughout the process• Ensure essential functions of the job are not
only listed, but fulfill business needs
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Occasional vs Frequent vs Constant
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Follow the Law
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Americans with Disabilities Act
The ADA is a civil rights law that prohibits discrimination against individuals with disabilities in all areas of public life, including jobs.
The purpose of the law is to make sure that people with disabilities have the same rights and opportunities as everyone else. The ADA gives civil rights protections to individuals with disabilities similar to those provided to individuals on the basis of race, color, sex, national origin, age, and religion.
It guarantees equal opportunity for individuals with disabilities in public accommodations, employment, transportation, state and local government services, and telecommunications.
“Do you require any special accommodations to perform the essential functions of your position?”
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Equal Employment Opportunity for Individuals with Disabilities
Title I is designed to help people with disabilities access the same employment opportunities and benefits available to people without disabilities.
Employers must provide reasonable accommodations to qualified applicants or employees. A reasonable accommodation is any modification or adjustment to a job or the work environment that will enable an applicant or employee with a disability to participate in the application process or to perform essential job functions.
Employers with 15 or more employees must comply with this law.
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Examples• If an accountant breaks their leg and they are no longer able
to bring deposits to the bank, can they still perform the essential functions of their job? – Yes, analyzing, reporting and calculating are essential functions of
their job. Driving the deposit to the bank is not and can easily be performed by someone else.
• If a construction worker hurts their back, and can no longer lift, bend, twist or kneel are they able to perform the essential functions of their job?– No, a construction worker’s essential functions include lifting, bending
twisting and kneeling.
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Recruiting
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Vacated Roles
• If the role has been vacated – why didn’t the last person work out?
• Even if they left on good terms, what did you always wish was different about them?
• What traits do successful people in this role possess?
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Know Your Selection Pool
Where will you find the best fit?–Competitor?–Promote from within?–Professional association?–College Campuses? –Online networks?
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Ask for Employee Referrals
Your employees often know what works best for your company – ask who they know– Past colleague?– Someone within their professional network?– Former classmates?
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Interviewing
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Interview Right
• Where’s the best place to start?– Phone screen?– Face to face interview?
• Formulate the best questions for that role and your company
• Listen to what the candidate says, ask the right follow up questions
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Be Inclusive
• Gain buy-in from the key players – include the managers, front line internal customers, etc. to collectively determine fit
• Be careful though, could be a potential pitfall – don’t have too many cooks in the kitchen
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Look Outside the Interview
• Are they easy to work with when setting up interviews? • Do they follow up on time?• What kind of questions are they asking HR?
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Be Thorough
• Use hiring tools if available• Always check references• Really think about their actions and words
from the interview • Get feedback from someone who knows
the position well
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Why Be Thorough?
New York State Worker’s Compensation faced an increase of 9.3% for 2017
• Employer’s substantial costs are:– Salary– Benefits– Worker’s Compensation
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Post Offer/Pre-Employment
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Post Offer/Pre-Employment Test (Physical)
• All job classifications must be consistent – no picking and choosing of who pre-
tests• The physical test must be an
accurate representation of the job– If lifting of 25 pounds is required,
test cannot be lifting 75 pounds
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Post Offer/Pre-Employment Test
• Post offer testing accomplishes two things:1. Keeps employees from needless physical harm2. Keeps employer from needless cost of that harm
– Worker’s Compensation Claim– Overtime of others– Temporary replacements– Training
• In addition, job offer is contingent upon successful completion of (drug, background, etc.)
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Post Offer/Pre-Employment Test
Post offer screening is to ensure the candidate has the physical capabilities to perform the job they have applied for, not to exclude individuals from employment
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$53,000That’s the average cost of a workers compensation lost-time case
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Make the Final Decision
Ask questions like:–Can they do this job?–Will they fit in with our team and
organization?–What is the likelihood they will stay with our
organization?–What is the likelihood they will be successful?
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Miscellaneous Tips
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Procedures
• Post medical leave (Disability or Worker’s Compensation) – Ensure fitness for duty is clear– Include job description for doctor's sign off
• Follow HR procedures for performance issues – eliminates retaliation risk and potential for worker’s comp claims
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Next Steps
• Evaluate employees during probationary periods to ensure work is being done well and safely
• Are your work stations ergonomically friendly?• Consult with Legal Counsel or Employment
Practices Attorney
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Other Resources
Ron AdamczakLoss Control Consultant
Nick GettyLoss Control Consultant
Loss Control MyWaveYour one-stop source for insurance, risk management, compliance, HR, safety, wellness and other business needs. A value-added service offered by Lawley
Danielle Jindra-GefertSales & Marketing Team Leader
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Questions?
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Thank you!