Professional Documents
Culture Documents
AND
SELECTING
THE
RIGHT PERSON
Presented by:
ROSHAN PAJNIGAR
of the
Human Resources
Department
STATEMENT OF
PURPOSE
1. To interview applicants and select
employees on the basis of
job-related qualifications only and
in accordance with legal
requirements.
2. To maintain adequate records
of the steps you take in the
hiring process.
3. To carry out the Affirmative Action
Program of the Institution.
WHY ?
*****
POSISTION
DESCRIPTION
RECRUITING/
ADVERTISING
Testing
EMPLOYMENT
APPLICATION
Invalid Administration,
Not Validated
Illegal Inquiries,
Insufficient Data
Selection
Criteria
Pre-Screening
Non-Job Related
Distorted Weights
Reference
Checks
Interview
Wrong Contact,
Hasty Judgments
Poor/Illegal Questions,
Inappropriate Technique
Job
Offer
Insufficient Documentation,
Disregard for Affirmative Action Goals,
Position Misrepresented,
Poor Communication
Comprehensive Interv
Background
Inves
Physical Examination
Final Employment
Decision
THE SELECTION
PROCESS
1. Sense of Unfairness
2. Haphazard Selections
a. No Direction
b. No Structure
c. No Procedures
d. Duties Unclear
e. Legal Guidelines
not followed
3. Hiring the Wrong Person
for the Wrong Job
Turnover Costs - - ic
h
c
y
Ps
rs
a
l
l
Do
$ Recruitment (Ads, etc.)
$ Interviewing Time
Disruption in Workplace
$ Wasted Salary
Low Morale
Lost Productivity
Cannot be measured
but is definitely a
key factor
EDUCATION
EXPERIENCE
SKILL
PHYSICAL REQUIREMENT
?
D
E
T
A
L
E
R
B
O
J
Y
E
H
T
E
AR
LEGAL BASIS
PROTECTED CLASSES
Women
Minorities
Black, not of Hispanic origin, with origins
in any of the black racial groups of Africa
who is also of not Hispanic origin.
Hispanic person of Mexican, Puerto Rican,
Cuban, south American, or other Spanish
culture or origin, regardless of race.
Asian or pacific Islander person with origins
in any of the original peoples of the Far East,
Southeast Asia, the Indian subcontinent of the
Pacific Islands (e.g., China, Japan, Korea,
The Philippine Republic, and Samoa).
Special
Considerations
Age
Pregnanc
y
Marital
Status
Health & General
Physical
Requirements
Police
Records
Appearance
Credit
Ratings
Educational Background &
Work
Experience
Citizenship
ADVERTISING
EEOC Permits Focused Recruitment:
Minorities and Women are
Encouraged to Apply
Equal Opportunity Employer,
or (Too Common)
An Advertisement may be placed in
specifically
minority-oriented
publications,
or on radio stations
and television
channels which are
known to be popular with minority groups,
e.g. a Spanish-speaking radio station.
Position Description
Recruiting/ Advertising
Resume/ Application
Selection Criteria
Pre-screening
Testing
Interview
Reference Checks
Job Offer
Document
Maintain Records
LOOKING AHEAD
PREDICT - -
UNIVERSITY OF NEBRASKA-LINCOLN
TELEPHONE REFERENCE CHECK
Applicant's Name
Company Contacted
Start Date
Contact Person/Title
Starting Duties:
Verification
How Long?
Yes
No
Performance
Relationships to peers/
supervisor/subordinates?
What person could have done to produce better What promotions were earned?
results?
Abilities
Greatest Strengths?
Supervised
others?
Yes
No
University of Nebraska-Lincoln
Human Resources Requisition
From: __________________ Date: _________ Dept No. _______
Company Center: ____________Position Title _______________
Title Code Position No: ____________ Salary Grade: _________
Former Employee: ____________ Separation Date: __________
Requested Rate of Pay: $ _ Rate Approved by Human Resources: $ _
Full Time __ Part Time __ Regular __ Temporary to: _________
Budgeted FTE: ___ 9 Month or ___ 10 Month or ___ 12 Month
Position: _____________ Planned Hire Date: ________________
Hours of work: ____ S M T W R F S (circle usual workdays for the position)
Recruitment Process: __Dept only __ University only ___ External
Opening Date: _____________ Closing Date: ________________
Newspaper Advertisement: _Yes _No Bill to Company Center: __
Lincoln ____ Omaha ____ Other: ____________ Date(s): ______
Description of Work: (Please use attachment if additional space is
needed.)