The Hiring Process

GROUP #4

Areij Alnajjar

Ashish Mhatre

Saif Rahimuddin

Nihar Unadkat

Jasper Vale

MSE 608B – Fall 2008

1

Agenda2

What is Hiring ?

Hiring is one of the toughest elements of small business management. Determining what talent a business needs to succeed, then finding the time and know “how to recruit the right people for the job”

Recruitment refers to the process of sourcing, screening, and selecting people for a job or vacancy within an organization

3

WHERE TO BEGIN ?

HOW TO BEGIN?

CREATING THE JOB DESCRIPTION

CREATING THE HIRING PROFILE

DEFINE EXACT BALANCE OF SKILLS ANDEXPERIENCE

DEFINE PERSONALITY SKILLS

DEFINE MANAGEMENT ATTRIBUTES

Managing The Hiring Process

Managing the hiring process continue….

Personal requirementsFinding CandidatesInterviewing resumesInterviewing the interviewsReferencesMaking the offerSetting objective for the new hireReviewing the new hire

5

Overview of the hiring process6

Recruitment7

Screening

Review the submitted resumes and grade based on experience, education, skills and background to pick the top candidates

Thoroughly review the top candidates to score based on skills and knowledge

Establish job specific criteria with scores for each item for education, licenses or skills

Phone call the top prospects for additional information prior to setting interview times.

Schedule interviews

8

The Interview9

Selection

At the interview employer verify qualifications as put forth on the application and resume.

Employers look for employees who are confident that they are Best Qualified.

Best Qualified – “SKAPs” Skills, Knowledge, Abilities and Personal qualities of the candidate.

Hiring is a major expense both in time and money, hence employers desire to employ top candidates.

Once a candidate is selected then verification starts and references are contacted.

Internal Approvals are obtained prior to job offering. Selected candidate is contacted and offered the job with a

salary and benefits package.

10

City of Los Angeles – Hiring Process

City of Los Angeles Overview

City of Los Angeles is the 2nd largest city in the country with an annual budget of over $7 billion City has over 40 Departments (LAPD, Fire, Transportation, etc) City has approximately 40,000 employees Three categories of City employees: 1. Elected officials (mayor, council members, etc) 2. Appointed officials (general managers, police chief) 3. Civil service employees

11

City of Los Angeles – Hiring Process

Civil Service

Definition: A system of appointing government employees on the basis of a competitive exam, rather than by political influences Benefits: Intended to protect the public by having fair and impartial employees working for the government Disadvantages: Difficult to terminate unproductive employees

12

City of Los Angeles – Hiring Process

Some Engineering and Technical Positions

Civil Engineering AssociateElectrical Engineering AssociateTransportation Engineering AssociateMechanical Engineering AssociateProgrammer Analyst Systems Analyst

13

City of Los Angeles – Hiring Process

Step 1. Recruiting

Once a year, City officials will typically visit college campuses in the Los Angeles area (e.g. CSUN, UCLA, USC, etc.)

Graduating Seniors and Graduate Students who meets the City’s requirements (e.g. B.S. engineering degree and/or EIT, US citizenship) can sign up for interviews at the Career Center

14

City of Los Angeles – Hiring Process

Step 2. On-Campus Interview / Examination

Students will be interviewed by a panel of 2 or 3 City engineers The same set of questions will be presented to all students Each interviewee will then receive a score between 0 -100 A score of 70 is considered passing City creates a list of eligible candidates for future openings

15

City of Los Angeles – Hiring Process

Step 3. Certification Interview (2nd Interview) When the City has a vacancy, it will then contact eligible candidates starting from the top of the list Candidates will be required to write a 1 page essay before the interview and then will be questioned and scored in various categories, such as:

1. Education / Experience2. Technical knowledge3. Judgment4. Interpersonal skills

The Candidate with the top score is selected

16

City of Los Angeles – Hiring Process

Sample Questions from Transportation Engineering Associate Interview

1. What experience do you have working in a team environment ? Provide an example and state what your specific role was.2. How would you deal with an irate citizen calling to complain about traffic?3. A developer is proposing to construct a shopping center at a major intersection. What traffic mitigation measures would you propose?

17

Interviews and the Hiring Process (Example Private Sector)

What makes hiring even more challenging than business planning, or many other business challenges? • Recruiters can be expensive, and may not always have the interests of your business at heart.

• The key to helping yourself through the process of finding the right person is to develop a crystal clear idea of what you're looking for.

• This description must include both the duties the job entails and the type of person who is best suited to those tasks.

• Asking the right question that are beneficiary for your company during the interview process.

•Successful hiring can be expensive and time consuming.

• Unsuccessful hiring can be disastrous to a company's health.

18

How Employers Hire (Example Private Sector)

• Understanding how employers hire will help in planning a successful job search

• Many job seekers express frustration with the hiring process. When the job market is tight and the economy is not the greatest, the competition gets tough.

These are the steps that employers often take to hire their new employees. • Recruitment:

• Recruitment is the process of getting applicants to fill a possible job opening for employers. Employers need an applicant pool from which they fill job openings. Example of pool applications:

Advertisements Internal Postings Referrals Temp Agencies Job Fairs

• Screening:• This is not a simple task. For any one job, employers may have hundreds of applicants. The goal of screening is to narrow the pool of qualified applicants to those to be interviewed.

• Some employers may call the applicant to conduct a telephone screening interview, or they may

schedule an in person screening interview.

19

How Employers Hire (Example Private Sector)

Selection:

• Employers most often make the final selection based on the interview. At the interview, the employer

is seeking to verify qualifications and to evaluate how the person will "fit" into the organization. • Employers are interested in the person or they would not be investing their time in an interview. The

question is, "Are you the best qualified person for the job and Why you?"

• "Best qualified" does not just mean skills, experience, and education. Employers are also looking for motivation, a passion for excellence, and a dedication to continuous learning and grow own your

own.

• Hiring is a major “Purchase" that costs thousands of dollars per year. Employers want to make sure that they get the best value for their money. After all as the saying goes, “most job seekers don’t come with a money-back guarantee”.

20

Interview Tips (Example Private Sector)

Employers conduct interviews to:

• Learn more about your qualifications for the job.

• Determine how well you will fit with in the organization.

• Interviews are your chance to sell your skills and experience. They also give you a chance to find out if the

job and company are right for you.

Tips for the interview the “Do’s” and “Don’ts”

The “Do's”:

• Display confidence through your posture, dress, walk, energy, and eye contact.

• Shake hands firmly but only if a hand is offered to you first.

• Let the interviewer start the dialogue and listen carefully.

• Welcome all questions, even the difficult ones, with a smile.

• Develop answers in your head before you respond and give honest, direct answers.

21

Interview Tips (Example Private Sector)

The “Do's”:• Willing to work give examples of your productivity on past jobs. • Committed to learning demonstrate this through examples of learning experiences and also

express your plan for future development also communicates your commitment to learning.

• Flexible talk about how well you work with others and how you can adjust and fit into a new environment without complaints or special requests.

• Willing to contribute emphasize what you can do for the company.

• Restate any strengths and experiences that you might not have emphasized earlier.

• Mention a particular accomplishment or activity that fits the job.

• Finally, be courteous and end the interview on time.

22

Interview Tips (Example Private Sector)

The "Don'ts" - Why people don’t get hired• Poor personal appearance

• Application form or resume is incomplete or sloppy

• Nervousness or lack of confidence

• Failure to ask questions about the job

• Responding vaguely to questions

• No eye contact with the interviewer

• No genuine interest in the company or job

• Lack of planning for career; no purpose and no goals

• Over emphasis on money and unwillingness to start at the bottom

• Negative attitude about past employers

• Arriving late for the interview and failure to express appreciation for interviewer's time

23

The Software Industry

The software industry is involved in the development, maintenance and publication of computer software

It’s a multi-billion industry

Highly technical and competitive

24

Hiring Process

Companies looks for specific technical skill sets

Most companies develop their own process

Process involves: Phone Interview Personal Interview Technical Evaluation

25

What do companies look for?

Highly technical individuals

Most companies look for at least a degree in Computer Science or Engineering

Skill sets that are specific to the company’s technology

26

Industry Environment

Companies develop their own uniqueness

More laid-back environment

Casual & business professionals

Willing to train on both business and technology aspects

27

The Phone Interview

Usually involves with the hiring manager or director

Can be highly technical

Pre-screen candidates

Invite to a Personal Interview

28

The Personal Interview

Involves meeting with various department teams, managers and directors

Personality and attitude evaluation

Human Resource evaluation

29

Technical Evaluation

Highly technical

A group interview with technical personnel

Can involve a written test

Skill set evaluation

30

Sources And References

http://www.youtube.com/watch?v=E1cRwe6M8x0 http://www.youtube.com/watch?v=Q8MebrjF8y8 City of Los Angeles, Personnel Department Civil Service http://www.answers.com/topic/civil-service

31

Question32