By:
Alfredo Pacheco Espinoza.
Luz María Aniceto Hernández.
Rosa Danya Cárdenas Quiñones.
Introduction
This presentation provides you with the tools you need to increase your efficiency in hiring and retaining employees. We will discuss writing a detailed job description, provide a guide for developing an employment application form. Taking the steps outlined here will help increase your odds of attracting, hiring, and retaining good employees; and it will reduce the likelihood of low morale, low productivity, and staff turnover.
Hiring was never meant to be easy...
Selecting job applicants to interview, drafting good interview questions, and ultimately deciding which person to hire can be a daunting challenge. An effective and efficient hiring process is essential to your personal and business success.
The Cost of Hiring…
Consider what it costs to hire a new employee, from the time the position opens until the employee becomes productive.
Take the Time to Hire…
Why take the time?
Consider the following:
•Make the right decision the first time.
•Hire someone who has the same goals and work ethic.
•Hire the best person for the job.
•Determine if any of the job candidates have the skills to exceed core job functions.
•Hire a qualified individual who will work and interact well with others.
The steps to Hiring…
The hiring process includes recruiting, processing, eliminating, and selecting.
Step I: Create a job description…
A good job description provides a summary of the tasks to be performed and states specific position requirements.
Step II: Develop an application for employment…
A well-designed employment application form is a critical management tool. It generates a detailed overview of a candidate’s work history, skills, interests, and education; and it organizes all applicants’ biographical data to facilitate comparison.
Step III: Interview the candidates…
The interview is an opportunity for you and a prospective employee to learn more about each other; it allows you to go over information disclosed on the application and to ask questions and assess the applicant’s personality, character, verbal skills, and ability to reason through tough questions.
The personal interview allows you to get a feel for the person, which is impossible by simply reading an employment application.
Step IV: Gather data…
Write down your opinions as you progress through the hiring process. Sometimes the top candidate on paper is less impressive in person.
Step V: Make the offer…
Once you have made your choice for the job, call the applicant immediately and make a verbal offer.
Step VI: Notify rejected applicants…
Rejection letters should always be sent to candidates who were interviewed either on the telephone or in person. It helps portray the company as a fair employer; you want to maintain a good reputation and be respectful of all applicants.
Step VII: Define the Introductory Employment Period…
If you designate a period of time immediately after hiring for determining if the new hire is right for the job, use the term “introductory” period, not “probationary” or “trial” period.
Completing the Hiring Process
Retention of interview files.
•Establishing a filing system:
–Employee and Personnel files.
–Filing by individual.
–Filing by position.
