Employee Recruitment and Hiring : Small Business Info : Lean Business Club, Inc.

HUMAN RESOURCES MANAGEMENT
CHECK POINT 26: EMPLOYEE RECRUITMENT AND HIRING

This Check Point Is Available By Subscription Only,
But You Can Still Check Out The Menu Below.

1.	steps in search and selection of new employees
2.	objectives of employee recruitment and hiring
3.	sources of applicants
4.	steps in the employee hiring process
5.	job application form
6.	useful personal history items
7.	small business example job application form
8.	equal employment opportunity disclaimer letter
9.	small business example equal employment opportunity disclaimer letter
10.	compliance with the immigration law
11.	for serious business owners only
12.	the latest information online

DO I NEED TO KNOW THIS CHECK POINT?

Management Level	Yes	Optional
Level 1: I Am An MBA Student.	V
Level 2: I Am A Professional Manager In A Company.		V
Level 3: I Plan To Start A One-Person Business.		V
Level 4: We Plan To Start A Small Business Without Employees.		V
Level 5: I/We Plan To Start A Small Business With Employees.	V
Level 6: I Am A One-Person Business Owner.		V
Level 7: I Am A Small Business Owner With Employees.	V
Level 8: We Are Small Business Owners Without Employees.		V
Level 9: We Are Small Business Owners With Employees.	V
Level 10: I Am A Management Consultant Or A CPA.	V

HUMAN RESOURCES MANAGEMENT
CHECK POINT 26: EMPLOYEE RECRUITMENT AND HIRING

Please Select Any Topic In Check Point 26 Below And Click.

1.	steps in search and selection of new employees
2.	objectives of employee recruitment and hiring
3.	sources of applicants
4.	steps in the employee hiring process
5.	job application form
6.	useful personal history items
7.	small business example job application form
8.	equal employment opportunity disclaimer letter
9.	small business example equal employment opportunity disclaimer letter
10.	compliance with the immigration law
11.	for serious business owners only
12.	the latest information online

DO I NEED TO KNOW THIS CHECK POINT?

Management Level	Yes	Optional
Level 1: I Am An MBA Student.	V
Level 2: I Am A Professional Manager In A Company.		V
Level 3: I Plan To Start A One-Person Business.		V
Level 4: We Plan To Start A Small Business Without Employees.		V
Level 5: I/We Plan To Start A Small Business With Employees.	V
Level 6: I Am A One-Person Business Owner.		V
Level 7: I Am A Small Business Owner With Employees.	V
Level 8: We Are Small Business Owners Without Employees.		V
Level 9: We Are Small Business Owners With Employees.	V
Level 10: I Am A Management Consultant Or A CPA.	V

WELCOME TO CHECK POINT 26

TUTORIAL 1 General Management				TUTORIAL 2 Human Resources Management				TUTORIAL 3 Financial Management				TUTORIAL 4 Operations Management				TUTORIAL 5 Marketing And Sales Management
1	6	11	16	21	26	31	36	41	46	51	56	61	66	71	76	81	86	91	96
2	7	12	17	22	27	32	37	42	47	52	57	62	67	72	77	82	87	92	97
3	8	13	18	23	28	33	38	43	48	53	58	63	68	73	78	83	88	93	98
4	9	14	19	24	29	34	39	44	49	54	59	64	69	74	79	84	89	94	99
5	10	15	20	25	30	35	40	45	50	55	60	65	70	75	80	85	90	95	100

HOW CAN YOU BENEFIT FROM CHECK POINT 26?

The main purpose of this check point is to provide you and your management team with detailed information about Employee Recruitment And Hiring and how to apply this information to maximize your company's performance.

In this check point you will learn:

• About eleven steps in search and selection of new employees.
• About objectives of employees recruitment and hiring.
• About advantages of using company employees for filling new job openings.
• About sources of new applicants and employee recruitment methods.
• About six steps in the employee hiring process.
• About job application forms.
• About useful personal history items for developing a job application form.
• How to develop a job application form.
• How to develop an equal employment opportunity disclaimer letter.
• About guidelines for compliance with the immigration law... and much more.

LEAN MANAGEMENT GUIDELINES FOR CHECK POINT 26

You and your management team should become familiar with the basic Lean Management principles, guidelines, and tools provided in this program and apply them appropriately to the content of this check point.

You and your team should adhere to basic lean management guidelines on a continuous basis:

•	Treat your customers as the most important part of your business.
•	Provide your customers with the best possible value of products and services.
•	Meet your customers' requirements with a positive energy on a timely basis.
•	Provide your customers with consistent and reliable after-sales service.
•	Treat your customers, employees, suppliers, and business associates with genuine respect.
•	Identify your company's operational weaknesses, non-value-added activities, and waste.
•.	Implement the process of continuous improvements on organization-wide basis.
•	Eliminate or minimize your company's non-value-added activities and waste.
•	Streamline your company's operational processes and maximize overall flow efficiency.
•	Reduce your company's operational costs in all areas of business activities.
•	Maximize the quality at the source of all operational processes and activities.
•	Ensure regular evaluation of your employees' performance and required level of knowledge.
•	Implement fair compensation of your employees based on their overall performance.
•	Motivate your partners and employees to adhere to high ethical standards of behavior.
•	Maximize safety for your customers, employees, suppliers, and business associates.
•	Provide opportunities for a continuous professional growth of partners and employees.
•	Pay attention to "how" positive results are achieved and constantly try to improve them.
•	Cultivate long-term relationships with your customers, suppliers, employees, and business associates.

1. STEPS IN SEARCH AND SELECTION OF NEW EMPLOYEES

SEARCH AND SELECTION OF NEW EMPLOYEES

Business owners and managers must be familiar with the employee recruitment and hiring procedures which represent an essential element of the human resources management process.

Once the human resources planning and forecasting process has been accomplished, the Search And Selection Of New Employees should begin. It is essential that this process conforms to Equal Employment Opportunity Guidelines prescribed by federal and state legislation.

The search for and selection of new employees in small or medium-sized company involves a number of steps illustrated next.

STEPS IN SEARCH AND SELECTION OF NEW EMPLOYEES


Step 1: Employee Recruitment

Step 2: Applicants Pool

Step 3: Preliminary Interview	Unfavorable First Impression	R

Step 4: Job Application Form	Unfavorable Personal Data	E

Step 5: Preliminary Employment Tests	Unfavorable Test Results	J

Step 6: First Employment Interview	Unfavorable Second Impression	E

Step 7: Applicants Reference Check	Unfavorable Reference Check Results	C

Step 8: Preliminary Selection By Manager	Unfavorable Impression By Manager	T

Step 9: Final Selection By Owner	Unfavorable Impression By Owner	I

Step 10: Physical Examination Of Applicant (See Note Below)	Unfavorable Physical Test Results	O

Step 11: Placement Of Applicant On The Job		N

Note:

Physical examination, if required, should be performed in accordance with all legal requirements pertaining to the above process.

ADDITIONAL INFORMATION ONLINE

•	HR Basics: Recruitment And Selection By The People Dynamics.
•	Recruitment And Selection Strategies 5 Hot Tips By Margo Crawford.
•	What Is HR Management: Recruitment And Induction By Sue Ferguson.
•	Human Resource Recruitment By Matt Alanis, Alanis Business Academy.
•	HR Management: Recruiting Employees By Alysa Lambert, IUS Southeast.

2. OBJECTIVES OF EMPLOYEE RECRUITMENT AND HIRING

OBJECTIVES OF EMPLOYEE RECRUITMENT AND HIRING

The main objective of Employee Recruiting And Hiring is to fulfill the company's specific needs and to employ people who will satisfy most of the requirements set by relevant job specifications and in accordance with the existing organizational plans.

The Sources Of Employees can be specified into two categories - internal and external ones. Filling a job opening by means of internal human resources has a number of important advantages outlined below.

ADVANTAGES OF USING COMPANY EMPLOYEES
FOR FILLING NEW JOB OPENINGS

1.	High level of stimulation for promotion.
2.	Increased overall level of morale and motivation.
3.	Good knowledge of existing employees.
4.	Possibility for better overall results.

ADDITIONAL INFORMATION ONLINE

Please watch these excellent videos professionally narrated and produced by Mike Moore and Recruitment Solutions:

•	8 Steps To Recruitment Success By Mike Moore, Recruitment Solutions.
•	8 Steps - Step 2: Candidate Profiling By Mike Moore, Recruitment Solutions.
•	8 Steps - Step 3: Employment Branding By Mike Moore, Recruitment Solutions.
•	8 Steps - Step 4.1: Sourcing By Mike Moore, Recruitment Solutions.
•	8 Steps - Step 4.2: Sourcing By Mike Moore, Recruitment Solutions.
•	8 Steps - Step 4.3 Sourcing By Mike Moore, Recruitment Solutions.

3. SOURCES OF APPLICANTS

RECRUITMENT METHODS

Unfortunately, existing human resources cannot always provide enough candidates with the qualities required by the company to meet job specification needs. In this case, management should recruit employees by means of any suitable Recruitment Methods outlined below.

EMPLOYEE RECRUITMENT METHODS

1.	Advertising in newspapers, magazines or online.
2.	Employment agencies.
3.	Recommendations of current employees.
4.	School or university graduates.
5.	Walk-ins and referrals.

ADDITIONAL INFORMATION ONLINE

•	How To Recruit On Twitter By Johnny Campbell.
•	Ninja Sourcing On LinkedIn By Johnny Campbell.
•	Advanced Sourcing For Recruiters Shane McCusker.
•	Recruitment And Selection Process By Untapped Potential Ltd.
•	How To Secretly Source Candidates For Jobs By Johnny Campbell.

4. STEPS IN THE EMPLOYEE HIRING PROCESS

THE EMPLOYEE HIRING PROCESS

During the Employee Hiring Process, certain information related to each specific applicant should be collected. This information must be compared subsequently with the relevant details of the job specification and general standard of employees.

The process of evaluating an applicant's abilities is considered to be one of the most important and difficult management tasks. There are no rules in this procedure that guarantee success. However, appropriate guidelines should be maintained.

The most effective method used during the employee hiring process entails the following six steps illustrated below.

STEPS IN THE EMPLOYEE HIRING PROCESS

Step 1: Completion Of A Job Application Form By A Prospective Employee.

Step 2: Checking Relevant References.

Step 3: Testing And Selection Of Prospective Employees.

Step 4: Employment Interviews.

Step 5: Confirmation Of Employment Acceptance.

Step 6: Applicant's Induction And Orientation.

ADDITIONAL INFORMATION ONLINE

•	Hire Great People By David Kelley, e-Corner.
•	Who To Hire? By Guy Kawasaki, Your Capital Edge.
•	How To Hire The Best People By Steve Waterhouse.
•	How To Hire And Select Top Employees By Stephen Goldberg.
•	8 Steps To Recruitment Success By Mike Moore, Recruitment Solutions.

5. JOB APPLICATION FORM

JOB APPLICATION FORM

The Job Application Form represents an important tool in the process of hiring new employees. The prime purpose of a job application form is to provide the company with a clear and condensed written report highlighting the applicant's details.

The job application form must be designed in accordance with Equal Employment Opportunity Laws, discussed earlier. This form may contain a broad range of information, included in the summary of employee history items, as outlined below. The actual content of a job application form depends upon the specific needs of the company and nature of its business activities.

A typical job application form for a small or medium-sized company is presented later.

ADDITIONAL INFORMATION ONLINE

•	Online Job Application Form By Nintex.
•	Recruitment And Selection By Sue Ferguson.
•	How To Attract Exceptional Employees By Anne-Marie Orrock.
•	Employee Selection Affects Culture By Jensen Huang, e-Corner.
•	Keys To Hiring The Right Person By Harry Griendling, CEO Womens Club.

6. USEFUL PERSONAL HISTORY ITEMS

PERSONAL HISTORY ITEMS

The Personal History Items specified below may provide a sound basis for developing a detailed job application form.

DETAILED PERSONAL HISTORY ITEMS

Personal Information:

U.S. Citizenship or legal status in the U.S.
Current residence address.
Residence addresses during the last 10 years.
Phone, fax, and pager numbers.
Phone number for emergencies.
E-mail address.

Details Of Education And Awards:

School, college and university education details: period, location, academic major, highest degree earned.
Details of any special courses taken: course name, duration, location, certificate obtained.
Details of apprenticeship: name, duration, location, certificate obtained.
Details of special awards and distinctions.

Details Of Employment During The Last 10 Years:

Current and previous employers names.
Employer's location and phone number.
Starting and ending dates of employment.
Starting and ending job positions.
List and brief description of duties, responsibilities and accountability.
Starting and ending number of subordinates.
Starting and ending salary, wages or hourly rate.
Starting and ending employee benefits.
Starting and ending budget under control.
Supervisor's name and title.
Permission to contact the previous supervisor for verification purposes.
Required salary, wages, or hourly rate and minimum acceptable initial rate.

Details Of Employment During The Last 10 years (continuation):

Earnings expectation during the next one-, two- and three-year periods.
Reasons for leaving employment.
Details of previous technical, sales, or management experience.

Details Of Self-Employment Experience:

Periods of self-employment during the last 10 years.
Type of business: sole proprietor, partnership, or corporation.
Type of business activity.
Starting and ending volume of business.
Starting and ending number of employees.
Experience gained in business.
Problems solved in business.
Current status of the business.
Reasons for leaving business.

Details Of Military Service:

Period of service.
Final rank.
Branch of service.

Social Interests:

Club memberships.
Hobbies.
Involvement in sports.
Involvement in other activities.

Personal Attitudes:

Work and location preferences.
Willingness to work overtime.
Willingness to relocate.
Personal goals and desires.

Conviction Record:

Date of any conviction.
Details of any conviction.

ADDITIONAL INFORMATION ONLINE

•	The Predictive Index ®
•	Predictive Index By John V. Schneider.
•	Challenges Of Hiring Good People By William A. Sahlman By e-Corner.
•	Benefits Of Using Predictive Index® By Doug Mc Cann, Predictive Success.
•	Predictive Index® Hiring And Leadership Development By Steve Waterhouse.

7. SMALL BUSINESS EXAMPLE
JOB APPLICATION FORM

Note:

Please consult with a legal counsel to ensure that all elements of employee recruitment and hiring conform to current legal requirements.

8. EQUAL EMPLOYMENT OPPORTUNITY DISCLAIMER LETTER

EQUAL EMPLOYMENT OPPORTUNITY DISCLAIMER LETTER

Certain information may be requested by the company provided it claims that it is an Equal Employment Opportunity Employer, hiring without any regard to race, religion, gender, color, national origin, or age.

In this instance, the company should prepare a separate Equal Employment Opportunity Disclaimer Letter and request the applicant to provide additional information on a strictly voluntary basis.

An example of equal employment opportunity disclaimer letter is illustrated next.

9. SMALL BUSINESS EXAMPLE
EQUAL EMPLOYMENT OPPORTUNITY DISCLAIMER LETTER

Note:

Please consult with a legal counsel to ensure that all elements of employee recruitment and hiring conform to current legal requirements.

10. COMPLIANCE WITH THE IMMIGRATION LAW

COMPLIANCE WITH THE IMMIGRATION LAW

Business owners and managers must ensure that all applicants are legally allowed to work in the United States. Based on The Immigration Reform And Control Act Of 1986, all employees, hired in the United States, must prove their eligibility to be employed in this country. The prospective employees don’t have to be U.S. citizens. However, they must possess a legal authorization to work in the United States. To comply with this law, employers should follow specific procedures outlined below.

GUIDELINES FOR COMPLIANCE WITH THE IMMIGRATION LAW

1.	Hire only citizens and aliens lawfully authorized to work in the United States.
2.	Continue to advise all new job applicants of your policy to this effect.
3.	Require all new employees to complete and sign the verification form designated by the Immigration and Naturalization Service (INS) to certify that they are eligible for employment.
4.	Examine documentation presented by new employees, record information related to these documents on the verification form, and sign the form.
5.	Retain the form for three years or for one year past the employment of the individual, whichever is longer.
6.	If requested, present the form for inspection by INS or Department of Labor Officers. No reporting is required.

THE IMMIGRATION LAW DOCUMENTATION REQUIREMENTS

Business owners and managers must ensure strict adherence to the INS requirements. Prospective employees can demonstrate their eligibility for legal employment in the U.S. by producing one of the following documents: a U.S. Passport, or an Employment Authorization Document, also known as a Green Card. Both documents represent sufficient photo identification and confirm the legal right for employment in the United States.

Employers are not allowed to use the I-9 Employment Eligibility Verification Form, or any other legal document, for the purpose of discriminating in any way against the prospective employees.

ADDITIONAL INFORMATION ONLINE

•	Best Practice HR Tips By Liane Hornsey, Google.
•	Hiring The Right People By Mark Zuckerberg, e-Corner.
•	How To Eliminate 50% Of Hiring Mistakes By Lou Adler.
•	How To Hire Virtual Assistant By Sheryl Wolowyk, My HR Pro.
•	I-9 And E-Verify Legislative Update By Daniel Doss, HireRight, Inc.

11. FOR SERIOUS BUSINESS OWNERS ONLY

ARE YOU SERIOUS ABOUT YOUR BUSINESS TODAY?

Reprinted with permission.

12. THE LATEST INFORMATION ONLINE

LESSON FOR TODAY:
Hire People Who Are More Qualified Than You Are!

Joe Griffith

Go To The Next Open Check Point In This Promotion Program Online.