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Introducing:

Kay HudsonCARS Recon Inc.

Hiring and Interviewing Guidelines

Auction Academy

April 11, 2014

Hiring Guidelines

Screening Process Interviews are scheduled with those

applicants who meet the job’s requirements.

ALL those chosen for employment must complete an application including a signature.

Hiring Guidelines

Interview Process Hiring manager conducts interview. It is important that all managers who

participate in the interviewing process use a style that is appropriate to the level of the position being recruited.

Develop your interview questions around the job and job requirements.

Hiring Guidelines

Interview Process Use open-ended questions. Ask questions

that start with the words what, why, when, how, describe.

Ask behavior-based questions. The intent is to predict future performance from past behavior. Start sentences with “Tell me about a time when…”

Hiring Guidelines

Interview Process It is advisable to use a standard set of

questions when interviewing for a particular position. Follow up questions can be asked in response to candidates’ answers. This practice ensures that candidates for the same position are asked the same questions, ensuring more accurate comparisons and decreasing the chance of discrimination.

Hiring Guidelines

Interview Process The interviewer should take notes during

or immediately following the interview to refer back to when narrowing the field of candidates and to compare with others who may interview the applicants. Enclosed is a form with some sample interview questions for your use.

Hiring Guidelines

Interview Process The following are protected categories

under anti-discrimination law: Race Color Religion Sex National Origin Disability Age

Hiring Guidelines

Interview Process The interviewer should be familiar with the

types of questions that are legal and illegal to ask of candidates. May ask…

If Applicant has relatives already employed by the organization

Whether Applicant has a legal right to be employed in the U.S.

Hiring Guidelines

Interview Process May ask…

Ability to speak/write English fluently (if job related)

Other languages spoken (if job related) If Applicant is over age 18 Whether Applicant can perform the essential job

related functions If they can meet the attendance requirements of

the position Convictions if job related

Hiring Guidelines

Interview Process Don’t Ask

Number of children Marital status Spouse’s occupation Child care arrangements Health care coverage through spouse Applicant’s race or color of skin Photo to be affixed to application form Ethnic association of surname Birthplace of Applicant or Applicant’s parents

Hiring Guidelines

Interview Process Don’t Ask

Nationality, lineage or national origin Nationality of Applicant’s spouse Whether Applicant is citizen of another country Applicant’s native tongue/English proficiency Maiden name (of married woman) Religious affiliation/availability for weekend work Religious holidays observe Date of birth or Age Date of high school graduation

Hiring Guidelines

Interview Process Don’t Ask

If Applicant has a disability Nature or severity of a disability Whether Applicant has ever filed a workers’

compensation claim Recent or past surgeries and dates Past medical problems Number and kinds of arrests

Hiring Guidelines

Interview Process Don’t Ask

Height or weight except if a bona fide occupational qualification

Veteran status, discharge status, branch of service Contact in case of an emergency (at application or

interview stage)

Hiring Guidelines

Interview Process The Americans with Disabilities Act (ADA)

prohibits discrimination based on a person’s disability.

When interviewing a person with a disability, the key is to ensure the questions remain job-related and focused on the ability to do the job, not the disability.

If the candidate has an obvious disability or reveals a disability, you can ask if they would need an accommodation to perform the essential job functions.

Hiring Guidelines

Interview Process Ensure that no illegal information is

documented. The possibility is real that candidates will offer information that would be illegal to ask. The interviewer should simply ignore the information and not make note of it. A complete “Interviewing Do’s and Don’ts” guide is included for your quick reference.

Hiring Guidelines

Interview Process Make sure the setting and time of the

interview is conducive to a successful interview.

Try to make the candidate feel comfortable. Use active listening skills and be open

minded.

Hiring Guidelines

References and Background Checks References from past employers should

always be checked – at least two, three is better.

Background checks (i.e., credit, criminal, driving, drug/alcohol) may be limited to certain positions, but should be consistent for those positions.

There are specific authorization forms and/or summaries of rights required for background checks.

Hiring Guidelines

Background Checks You should also make sure the candidate’s

understand that the position is contingent upon satisfactory completion of the applicable background and/or reference checks.

Hiring Guidelines

Verification and Reference Checks Should you receive a request for employment

verification or a reference check on a former employee, dates of employment and title information will only be provided. Further information will not be provided without a signed authorization.

Hiring Guidelines

Offers Employment offers can be made verbally and

in writing. The hiring manager should make the offer

verbally in person or over the phone.

Hiring Guidelines

Paperwork Ensure all relevant hiring paperwork for new

employees is completed to be added to the employee’s personnel file.

Completion of the Form I-9

Employee should be allowed to choose which document he/she presents as long as it meets the requirements of the I-9 form.

Company representative must sign the form certifying they have examined the documents and complete Section 2 of the form.

I-9 Compliance

If an employee does not provide acceptable documents or an application for document within 3 days of their date of employment, their employment must be terminated.

If they provide a copy of an application for a document, they have 90 days to provide the original document.

HO2

Section 1 of I-9 Form

HO3

HO5

Completed Section 2

Certification

HO3

HO18

Check Forms Of Active Employees

Common mistakes:

• Not signed or dated

• No or multiple boxes checked in Section 1

• Section 1 expiration date missing when applicable

• Too many/few documents recorded under Lists A-C

• Date of hire in Certification section missing

HO18

Correct Forms Of Active Employees

Employee Must:

• Make changes directly to the form in Section 1

• Cross out incorrect information, if applicable

• Fill in correct information

• Initial and date the change

HO23

E-Verify3 Potential Results:

Employment Authorized = Employee’s Information Matched

Tentative Non Confirmation (TNC Letter) =Employer and E-Verify information don’t

match Employer must:

Notify employee Provide written instructions Allow employee to contest the finding Sign the notice of Tentative Nonconfirmation Do not take adverse action Rerun E-Verify inquiry

Employee must: Sign the notice of Tentative Nonconfirmation Contact the appropriate agency within eight

federal government workdays

Final Nonconfirmation = Employee may be terminated

CONTINUING EDUCATION PROGRAM DEVELOPED BY:33

Contact Us

Richard Curtis President, Auction Academy

rcurtis@auctionacademy.net

(615) 591-0316

www.auctionacademy.net

Jiles WannaAdministrator, Auction Academy

jwanna@auctionacademy.net

(615) 591-7861

www.auctionacademy.net