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How to Hire New Staff

Discussion in 'Other Off Topic Forum' started by venusone, May 31, 2008.

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  1. venusone

    venusone F1 Rookie

    Mar 20, 2004
    3,238
    I’ve just been promoted into a manager position & am in charge of hiring new staff. While I have worked in the business for 25 years I’ve never had to make final decisions. IYO how much relevance do you place on CV, interview, port folio, references, etc? Where is the weight? Tips?
     
  2. MarineVette

    MarineVette Karting

    Mar 1, 2004
    106
    -CV/Resumes should only open the door for the individual for the job. Meaning, unless they meet the minimum qualifications for the job on the resume, they don't even get a call back.

    -Initial phone interview, use to ask one or two questions about there work experience to verfiy, and to see how well they can communicate. If they can't, they don't come in for an interview.

    -Final in person interview. Looking for the "whole" package. If they are not this, then they don't receive an offer.

    With the way the job market is, and the amount of people trying to find jobs, you have the ability to be as selective as you want. Just make sure you market the job in the right locations to get the right type of people you need.
     
  3. Kds

    Kds F1 World Champ

    Karen.....

    You really need a qualified firm to do serious background checks IMHO for most positions.........the days of just winging it on personality and paper in an interview are over. In all fields of the medical business the liability is huge and lawyers are unrelenting..........
     
  4. Texas Forever

    Texas Forever Eight Time F1 World Champ
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    Apr 28, 2003
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    This may not make me very popular here, but you need to assume that every applicant is lying. He or she is lying directly or by omission. Your job is to bust em. The best way to do this is to have your co-managers first do a jam session on the resume. Then each co-manager interviews the candidate separately. The one who finds the most lies wins.

    Second, say as little as possible during the interview. Most people cannot stand dead space and will hang themselves if given the chance.

    Good luck. I hated hiring. I loved firing.

    Dale
     
  5. 2NA

    2NA F1 World Champ
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    Dec 29, 2006
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    Tim Keseluk
    First, what kind of business? What positions are you hiring?

    Your profile states that you are a photographer/graphic designer.
     
  6. venusone

    venusone F1 Rookie

    Mar 20, 2004
    3,238
    #6 venusone, May 31, 2008
    Last edited: May 31, 2008
    The position is for an AV Technician at a teaching hospital. Needs to be skilled w/ presentation equipment, computer software/hardware, and how to represent our institution professionally. Excellent communication skills verbally & written a must - able to work w/ Excel spreadsheets for documentation. We will train on: state of the art auditorium operation (3 Crestron multimedia sites), teleconferencing, and > 30 LCD fully equipped classrooms/conference rooms. In addition to my Presentation Specialist duties I can & do all the above while we are looking. Do you know anyone?
     
  7. Slim

    Slim Formula 3

    Oct 11, 2001
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    richard
    It doesn't sound like a bad job, but the title "AV Technician" isn't too exciting. Coming up with a better title, even just informally for job advertising purposes might get you some better candidates. Especially if verbal communication skills are needed - you need someone a bit more hip than "AV Tech".
     
  8. Simon^2

    Simon^2 F1 World Champ

    Oct 17, 2005
    12,313
    At Sea Level
    NOTHING beats a known commodity... a reference from someone YOU know and trust who has worked directly with the applicant. IMHO this is trumps all else.

    CV's mean very little to how someone will actually perform... and even less or nothing as to whether they will be a good fit in the work environment.

    An interview does little more than prove an applicant can play the game: Arrive on time. Be presentable. And restrain form being an ****** for 30 minutes to a few hours.
     
  9. Simon^2

    Simon^2 F1 World Champ

    Oct 17, 2005
    12,313
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    In all seriousness, recruit someone else's star. This is the way to get the BEST.
     
  10. Fan512bbi

    Fan512bbi Two Time F1 World Champ
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    First impressions count :)
     
  11. js430

    js430 Formula Junior

    Mar 9, 2005
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    Jerry Kahane
    Use the resume to get their contact info.
    Interview them.
    Hire someone likeable who is capable of doing the job.

    Pretty easy.
     
  12. davem

    davem F1 World Champ
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    Jan 21, 2002
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    OK flame suit on here. Dont hire smokers. How to find out they do, well.....Typically less productive.
     
  13. blancomotorsport

    Jun 4, 2005
    7
    Don't forget to scan myspace and facebook for other "goodies"

    There was an article on more and more employers doing this even though some hate it. Its true that what a person does on their own time, is their business, but showing up late on Monday because of hangovers, id pass.

    Background check, a definite must.
     
  14. venusone

    venusone F1 Rookie

    Mar 20, 2004
    3,238
    #14 venusone, Jun 1, 2008
    Last edited: Jun 1, 2008
    We are a smoke free campus & I would not knowingly hire a smoker for 2 reasons: breaks to go smoke off campus are unacceptable & they stink. I’m sure there is some regulation against asking if an applicant smokes. Also I would like to know if they have small kids & will be out w/ them sick all the time. And how about the regular lifting of heavy equipment? I need to know what I can & can’t ask by law. Any sources you know of? The hospital provides courses but I need it now. We are getting tons of applicants from a local college.
     
  15. Dcup

    Dcup F1 Veteran

    Jan 3, 2005
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    Claude Balls
    kiss me
     
  16. darth550

    darth550 Six Time F1 World Champ
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    If you were applying for the job you now hold and didn't have these answers yourself, you wouldn't have been hired.
     
  17. 134282

    134282 Four Time F1 World Champ
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    You can ask if they're regularly able to lift heavy equipment - it's part of the job and directly related to the job. Not hiring because someone can't fulfill that requirement is not discrimination and you thus can't get in trouble for asking that.

    Apparently, you can get in trouble for asking if someone has children - but when I helped with hiring at eC irkit, I didn't care. I didn't want parents there either - hell, I didn't even people who were married. So I looked for obvious signs, like a wedding ring, spit-up on a tie, and a sympathetic ear to "my kids' problems". There's nothing wrong with pre- or post-interview casual conversion that mentions a spouse or children, that will hopefully draw the applicant in to your unsuspecting ruse to extract the information you want.
     
  18. DrStranglove

    DrStranglove FChat Assassin
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    Posting that on an open forum like the OT is likely a serious mistake. A lot of it is ok, but let it get out in the papers that you discriminate against parents and not only would I expect you to be sued by every applicant that ever applies that has them and did not get the job, but your Hospital will be crushed by the overwhelming hate it will generate from the public.

    If I was your boss and saw you posted that, I would fire you with publicity. May be the dumbest post I have seen this year.
     
  19. 2NA

    2NA F1 World Champ
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    Hold your horses!

    1. It isn't obvious what part of the country this "hospital" is in.

    2. The OP's true identity is more or less anonymous.

    3. The questions are reasonable from the viewpoint of an employer.
     
  20. C4talyst

    C4talyst Karting

    May 28, 2005
    133
    Good thread...I'm looking for a new job right now and have learned some things about the person sitting across from me. Thankfully, I tend to interview the company to see if I want to work there, not the other way around... :D
     
  21. drchako

    drchako Formula Junior

    Dec 29, 2003
    343
    Palo Alto, CA
    Google "Microsoft Interview Questions"
     
  22. Gilles27

    Gilles27 F1 World Champ

    Mar 16, 2002
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    The hospital should have an HR department that you can discuss this with. Hiring discrimination policies can walk a fine line, and you need to be careful what you say to people. You can't discriminate against someone for having kids, but if their childrens' illnesses continue to prevent them from performing their jobs, they can be dismissed. Basically, stay away from anything personal. CHECK REFERENCES! There are laws stating how many breaks an employee is entitled to depending on the length of their work shifts (6 hours only allows a 15-minute break, etc). You can't tell them what they're allowed to do on those breaks, but they're not entitled to extra breaks for being a smoker. They have to ask permission, and you can say no. Look into your state employment laws, OSHA, etc. We use ADP for our payroll, and they provide a free HR consulting service.
     
  23. DrStranglove

    DrStranglove FChat Assassin
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    Hold yours. From the stand point of a business owner, I am giving my opinion. Yours may differ but you have to agree with the principal of a publicized action like what she just said would be tried in the court of public opinion before it ever got to a court room if it got out. I would never want to take that kind of chance.

    And like we can see in that scammer thread, it is truly amazing what some people can find out and how. For example, what if she posted, "Candidate X had an Autistic child so I did not hire them as I did not want to have to deal with that." How long before that became a major issue here on FChat alone?

    Again, V, if I was your boss you would be called on the carpet if I ever found out you said that stuff publicly.
     
  24. SRT Mike

    SRT Mike Two Time F1 World Champ

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    #24 SRT Mike, Jun 1, 2008
    Last edited: Jun 1, 2008
    My experience has been:

    1) References count. I will contact some of the previous employers listed on the resume (even if they are not listed as references) and see what they say. You'd be amazed.... on occasion the person never even worked there :rolleyes:

    2) The resume is IMO nothing more than a tool used to see whether they will be coming for an interview, and something to refer to during the interview.

    3) The interview is everything. My purposes during an interview is to get a feel for their personality, how well I feel they would fit in with the other workers, to highlight any character or personality flaws, and to discover anything about them that would disqualify them. I don't do the silent thing but I engage them in friendly conversation and they always blab and tell you whatever you want to know, even if you aren't actually asking the questions you're not allowed to ask - you still get the answers by being friendly and acting genuinely interested in their hobbies and such.

    Beyond that, I always hire everyone on a 60-day probationary period. Basically we offer them the job, temporarily, for 60 days. At the end of 60 days the job is over. They will either be hired for the position full time or let go. People get comfortable enough in 60 days to let their real selves slip out.

    There are many things you can and cannot ask. You CAN say that the job requires heavy lifting. You CAN'T ask if they are married or have kids. But I keep the interviews informal and I've never had an interviewee *not* give me the answers I want... like... do you have young kids, do you smoke, do you have a steady living situation and steady transportation, etc. If you keep it informal and ask about their hobbies and they tell you how tough it is to get time away because they are a single parent of 3 kids, or you lament some medical issue you had and they tell you all about when they went to the doc for asthma and turned out they just smoked too much, or you tell them you had a long weekend and they say "yeah me too, man that's the 4th weekend in a row I was hungover on Monday!".

    I *always* require a CORI (criminal background) check and a drug test. I make sure I highlight this even in the job ad - keeps most of those who'd fail it away. And it applies to high level and low level jobs. I've worked with high flying guys with coke problems and alcoholic senior managers, so it's not just for the janitor and shipping guy. Once you have a couple/few candidates, do some checking online. Search on their email, search for their myspace, etc. You will likely find out a ton you didn't otherwise know.

    I always make VERY clear up front what are deal breakers for me, and those include

    -Any type of dishonesty (stealing supplies, sneaking in late or out early)
    -Someone who can't get their ass to work on time, EVERY day
    -Someone who is constantly taking days off without warning
    -Someone who abuses resources (like the phones, or internet)

    I let them know up front what is expected of them, and that if they are unable to meet the standard, we will let them go. I tell them it's never personal, and that I truly feel not everyone is a good fit for every job, and that if they are not working out we cut them loose.

    And I NEVER EVER try to change someone. If they are a chronic call-in-sick'er or a constant 30-minute-late'r I know it will never change, so they get warned then they get canned.
     
  25. Gilles27

    Gilles27 F1 World Champ

    Mar 16, 2002
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    +1 on everything Mike said.
     

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