recruiting and hiring tips for attracting top candidates for smbs [webcast]

Recruiting and Hiring: Tips and Trends for

Attracting Top Candidates

For Small & Medium Businesses

©2013 LinkedIn Corporation. All Rights Reserved.

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Introductions

Keith Gilman, FPC

Division Vice President

Jean Olivieri

Vice President of Marketing

Keith is Division Vice President for

the First Year Associate Experience

Program for Small Business Services

at ADP.

Jean is the Vice President of

Marketing for Small Business

Services at ADP.

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This information is the property of ADP, LLC (ADP). It may not be distributed,

reproduced, modified, sold or used without the written permission of ADP.

The information is provided “as is” without any expressed or implied warranty, is

based on generally accepted HR practices and is advisory in nature.

This content provides a high level overview and practical information concerning the

subject matter covered and is provided with the understanding that neither the

publisher nor the writers are rendering legal advice or other professional services.

Employers are encouraged to consult with their legal counsel or with an experienced

employment law attorney for legal advice regarding specific facts concerning the

organization’s compliance with applicable legislation.

© 2015 ADP, LLC. This content provides practical information concerning the subject matter covered and is provided with the understanding that ADP is not rendering legal advice or other professional services. 3

Disclaimer

© 2015 ADP, LLC. This content provides practical information concerning the subject matter covered and is provided with the understanding that ADP is not rendering legal advice or other professional services.

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Effective recruiting, interviewing and hiring techniques

How to assess staffing needs and craft an effective job ad

Considerations for hiring interns, minors, and seasonal workers

Online job postings and social media

Trends in “ban the box” legislation

Qualifying candidates and finding the right fit

Conducting job-related background checks


Agenda

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46% of companies say that recruiting highly-skilled talent is the most important area of interest for their organization.

LinkedIn Report:


Source: LinkedIn Talent Solutions 2015 Global Recruiting Trends

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Source: ADP National Employment Report

248242

208

297

232

215

252

231

284275

220214

189

0

50

100

150

200

250

300

350

Mar-14 Apr-14 May-14 Jun-14 Jul-14 Aug-14 Sep-14 Oct-14 Nov-14 Dec-14 Jan-15 Feb-15 Mar-15

Th

ou

sa

nd

s

Chart 1. Change in Nonfarm Private Employment


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Small businesses alone created 57% of those jobs.


Source: ADP National Employment Report

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1. Who do you need to hire?

2. What does this person need to do?

3. How will you find top talent?

4. How will you identify qualified candidates?

5. Are you prepared to conduct interviews?

6. What is your selection process?

7. What are the next steps?


Questions to ask

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Interns

Seasonal workers

Temporary workers

Minors

Full-time employees

Part-time employees


Types of hires

#hiretowin© 2015 ADP, LLC. This content provides practical information concerning the subject matter covered and is provided with the understanding that ADP is not rendering legal advice or other professional services.

Students gain work experience in their

field of study

Businesses get access to a motivated

and eager applicant pool

Opportunity to discover a potential

future hire

DOL Summer Jobs+ Bank:

https://webapps.dol.gov/summerjobs

LinkedIn Student Job Portal:

https://www.linkedin.com/studentjobs

Interns

10



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1. The internship is similar to academic training

2. It’s for the benefit of the intern

3. The intern does not displace regular employees

4. The employer gets no immediate advantage; operations may be impeded

5. The intern is not necessarily entitled to a job at the end; and

6. Both parties understand that the intern is not entitled to pay

http://www.dol.gov/whd/regs/compliance/whdfs71.pdf


Can interns be unpaid? DOL six-part test.

http://www.dol.gov/whd/regs/compliance/whdfs71.pdf

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Seasonal Workers & Temps

1. Start the process early

• Larger applicant pool

• Increased training time

2. These workers are:

• Protected by employment

laws

• Generally entitled to the

same rights and benefits as

employees

12



Minors

In the summer months, the FLSA

allows 14 and 15-year olds to

work:

Between 7 a.m. and 9 p.m.

Up to 8 hours in a day

Up to 40 hours in a week

13

#hiretowin© 2015 ADP, LLC. This content provides practical information concerning the subject matter covered and is provided with the understanding that ADP is not rendering legal advice or other professional services. 14

Excavation Mining Manufacturing

ExplosivesDriving a

Motor Vehicle

Operating

Power

Equipment

http://www.youthrules.dol.gov/know-the-limits/14-15.htm

Job restrictions for minors



Full-Time & Part-Time Workers

Fill a long-term need with

your company

Part-timers may be a cost-

effective option when

demand doesn’t warrant 40

hours/week

15


http://bit.ly/7jobdescriptiontricks

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• Explain perks to attract talentDescription of the

company

• List key job responsibilitiesDescription of the role

• Years of experience, education, or skillsRequired qualifications

• Job-related background checks, etc. Selection requirements

• Demonstrates fairness Equal employment

opportunity statement


Develop a job ad


18

X

Sally’s Hair Salon

Administrative Assistant (full-time)

Dallas, Texas

$15-$18/hour, DOE

Sally’s Hair Salon is seeking a highly organized and

detail-oriented administrative assistant. We offer

competitive benefits, including health insurance, 401(k),

and paid time off. Visit us online at

www.sallyshairsalondallas.com

Responsibilities:

• Answer phones and direct incoming calls

• Greet guests

• Schedule appointments

• Order office supplies

• Maintain and update online filing systems

Requirements:

• Minimum of 5 years of related experience

• Ability to work independently with little to no

supervision

• Ability to work in a fast-paced environment

Apply Now:

To apply, visit our website, at

www.sallyshairsalondallas.com/careers

Sally’s Hair Salon is an equal opportunity employer

(EOE). We do not discriminate on the basis of race,

religion, color, sex, age, national origin, disability,

military status, genetic information, or any other

characteristics protected under law.

Chip’s Bakery

Administrative Assistant (part-time)

We’re looking for an administrative assistant to

answer phones, order supplies, maintain files, and

coordinate travel plans.

Requirements:

• Minimum of 10 years of related experience

• Ability to work independently

• Ability to multi-task

Visit our website to apply: www.yumchipsbakery.com

Qualified candidate, preferably with no children, will

be able to travel, whenever needed.

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45% of companies said their biggest obstacles to attracting the best talent in 2014 were competition and compensation.

LinkedIn Report:



19

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The digital generation: 41%

would rather communicate

electronically

It’s not all about money:

52% said opportunities for

career progression make an

employer most attractive

Millennials

20

Source: Pricewaterhouse Coopers



21

74%

64%

62%

59%

0% 20% 40% 60% 80%

Internet Job Boards

Company Career Website

Internal Hires

Social Professional Networks

Top Sources for Quantity of Hire


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Internal Candidates

22

Consider transfers or promotions

Boosts morale

Lowers recruiting costs

Creates a new vacancy


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Encourage employees to refer

qualified people they know

Employees rewarded for

successful referrals

Have a written policy on

program rules

Employee Referrals


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Refer back to your hiring

records

An applicant that wasn’t right

previously might be now

Cuts down on recruiting costs

Applications on File


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Contact college career centers

Gain access to a large pool of

motivated talent

Example:

https://www.linkedin.com/stude

ntjobs

College Students



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Professional Network


Use personal and

professional contacts to find

candidates

A cost-effective and powerful

recruiting tool

Reach a diverse group of

talented candidates by using

professional social networks

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Can be affordable

Reach a broad audience quickly

Cast a wide net

Reach “passive” candidates

Example:

https://business.linkedin.com/

talent-solutions/products/jobs

Online Postings


https://business.linkedin.com/talent-solutions/products/jobs

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Experiment with keywords

Get to the point

Sell your company

Understand the features of the job site

Don’t assume the site will do the work for you


Online Posting Tips

28

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Develop a policy

Designate a search person

Don’t request passwords

Don’t take the information at face

value


Social Media Considerations

29


Source: CareerBuilder Survey

Nearly 7 out of 10 businesses are affected by a bad hire.

30

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Ask candidates job-related

questions prior to an interview

Assess whether they have the

minimum qualifications

Be consistent


Pre-screening questions

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Determine whether

candidates meet the

minimum qualifications

Use in conjunction with an

employment application and

other pre-screening tools


Reviewing resumes

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Help verify information on a resume

Provide additional details the applicant may have left out

Key components:

1. Preferred schedule

2. Salary requirements

3. Work authorization

33

4. Education

5. Employment history

6. References


Application forms

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Prohibit criminal history

inquiries on job applications

Some states prohibit these

questions until after an initial

interview or a conditional job

offer


“Ban the box” considerations

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Help decide whether to have

in-person meeting

Clarify questions from their

resume or application form

Express interest and be

enthusiastic

35 © 2015 ADP, LLC. This content provides practical information concerning the subject matter covered and is provided with the understanding that ADP is not rendering legal advice or other professional services.

Phone interviews

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Be prepared

Consider body language

Don’t jump to conclusions

Decisions must be job-

related


Video interviews

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“Open-ended” questions

• Requires examples or an explanation

Situational or “behavioral-

based” questions

• Provide an example of past behavior

Problem-solving questions

• Shows how a candidate would respond to a situation


Preparing interview questions

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Example questions


Avoid: Alternative:

“How old are you?” or “What year

did you graduate high school?”

“Are you at least 21 years of

age?”

“Have you ever been arrested?”

or “Have you ever been convicted

of a crime?

None.

“Where were you born?”“Are you authorized to work in the

U.S.?” (on application forms)

“What is your religion?” or “Are

you available to work on

Sundays?”

“Are you able to work the

required schedule?”

Questions to avoid

#hiretowin40 © 2015 ADP, LLC. This content provides practical information concerning the subject matter covered and is provided with the understanding that ADP is not rendering legal advice or other professional services.

Avoid: Alternative:

“Have you ever filed for

bankruptcy?” or “What is your

credit score?”

None.

“Are you pregnant?” or “Do you

have children?” or “Are you

married?”

“This job requires extensive travel

and overtime. Can you meet

those requirements?”

“Do you have any health

problems?”

“Can you perform the essential

functions of the job either with or

without reasonable

accommodation?”

Questions to avoid

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Thank candidates for coming in

Let them do the talking

Answer their questions

Set follow-up expectations

Get feedback from those who

met the candidate


http://bit.ly/smbhiringtoolbox

During and after the interview

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Compare and rank

candidates

Don’t make a decision

based on a “gut feeling”

Consider the applicant’s

ability to perform the job

Document all hiring

decisions


Making a selection decision


Extending an offer

Dear Sarah:

I am pleased to extend an offer of employment with Sally’s Hair Salon. Your position will be Administrative Assistant reporting to

the Office Manager. Your scheduled start date is May 1, 2015. You will receive compensation in the amount of $17 per hour,

provided you have rendered services during the pay period, subject to any deductions permitted under law.

As a full-time employee of Sally’s Hair Salon you will be expected to work during the hours of 8 am to 5 pm Tuesday through

Saturday. You are eligible for the benefits listed in your New Employee Orientation Packet. However, any benefits currently

provided may be changed or revoked at any time.

This offer of employment is contingent upon the successful completion of a background check.

Sally’s Hair Salon is an at-will employer. This means that both you and Sally’s Hair Salon reserve the right to terminate the

employment relationship at any time for any reason. This letter does not constitute a contract of employment.

If you are in agreement with the terms of this offer of employment, please sign below. I am pleased that you will be joining our team

and look forward to working with you.

Employee acceptance of job offer:

Signature Date

Printed Name Date

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Obtain the candidate’s written consent.

Verify:

Past and present jobs

Attendance history

Pay

Responsibilities

Eligibility for rehire


Reference checks

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Obtain authorization from the

candidate

Adhere to federal, state, and

local laws

Decisions must be job-

related and consistent with

business necessity

Refer to EEOC Enforcement

Guidance


Background checks (where appropriate)

http://www.eeoc.gov/laws/guidance/arrest_conviction.cfm

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Required Forms:

Notice of Coverage Options

Form I-9

Form W-4

State-Required Forms


Other Recommended Forms:

Emergency contact

Handbook acknowledgment

Receipt of company property

Payroll authorization

Benefit enrollments

Complete new hire paperwork

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Decide on the type of hire

Develop a job description

Determine recruiting strategy

Establish a selection process

47

Make a selection decision

Consider job-related background

checks

Complete new hire paperwork

Retain hiring records


Key take-aways


ADP National Employment Report:

www.adpemploymentreport.com

LinkedIn Reports:

https://business.linkedin.com/talentsolutions/resources/re

cruiting-tips/global-recruiting-trends

LInkedIn’s Ultimate Hiring Toolbox For Small & Medium

Businesses


Career Builder Survey:

http://www.careerbuilder.com/share/aboutus/pressrelease

sdetail.aspx?sd=12/13/2012&id=pr730&ed=12/31/2012

Pricewaterhouse Coopers:

http://www.pwc.com/gx/en/managingtomorrows-

people/future-of-work/assets/reshaping-the-workplace.pdf

Government:

DOL Summer Jobs+ Bank -


Child Labor Laws - http://www.youthrules.dol.gov/know-

the-limits/14-15.htm

EEOC Enforcement Guidance from April 2012 -

http://www.eeoc.gov/laws/guidance/arrest_conviction.cfm

Helpful References

http://www.adpemploymentreport.com/

https://business.linkedin.com/talentsolutions/resources/recruiting-tips/global-recruiting-trends

https://business.linkedin.com/talent-solutions/c/14/12/smb-toolbox


http://www.careerbuilder.com/share/aboutus/pressreleasesdetail.aspx?sd=12/13/2012&id=pr730&ed=12/31/2012

http://www.pwc.com/gx/en/managingtomorrows-people/future-of-work/assets/reshaping-the-workplace.pdf



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Thank you for viewing

The information contained in this deck is based on generally accepted HR

practice and is advisory in nature. This content provides a high level

overview and practical information concerning the subject matter covered

and is provided with the understanding that neither the publisher nor the

writers are rendering legal advice or other professional services.

For more information contact your ADP Representative or visit

adp.com/smallbusiness


#hiretowin50

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recruiting and hiring tips for attracting top candidates for smbs [webcast]

Recruiting & HR

llc adp

legal advice

practical information

professional services

property of adp

subject matter

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legal counsel