BUSINESS BUILDERS FOUNDATIONS OF SMALL BUSINESS SUCCESS - Northside Chamber of Commerce
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BUSINESS BUILDERS
FOUNDATIONS OF SMALL BUSINESS SUCCESS
APRIL 21 – RECRUITING RESOURCES
HOSTED BY SPONSORED BY
Gina Grone, Executive Director Mark Masterson, Executive Director
gina@northsidechamberofcommerce.com masterson@nscdfund.org
412-231-6500 412-322-0290
PART 1
THE RECRUITING PROCESS
PRESENTED BY
Terri Hammond, SHRM-CP
ThistleSea Business Development
Business Coach / Vice President
terri.hammond@thistlesea.com
What we’ll answer today ◦ What are the components of a good hiring process? ◦ What kinds of things make the process go well, resulting in good hires? ◦ How do we strengthen our interviewing skills? (hint: practice, practice, practice) © 2021 ThistleSea Business Development
Hiring WHAT ARE THE COMPONENTS OF A GOOD HIRING PROCESS? © 2021 ThistleSea Business Development
Activities ≠ Results
The hiring process
Job description,
Job approved; Candidates are
Position performance
search is Candidates apply screened; some
development standards and job
conducted are disqualified
req. are completed.
Final candidates Candidates
Candidate is
Offer is extended are identified and selected are
selected for hire
interviewed interviewed
© 2021 ThistleSea Business Development
How do we know Is the candidate aligned
we’re hiring the C with the company’s
values, its work style and
best candidate? Chemistry culture?
We need to ask questions of
our company, of the position,
and of the candidate.
One model for those
C
Commitment
questions is the 3Cs.
Does the candidate possess the
attitude and motivation to do the
job the company needs to have
accomplished every day? How
committed is the candidate?
C
Competence
Does the candidate
have the skills and
knowledge to do the
work the company
© 2021 ThistleSea Business Development
needs?
The question that must be answered in the
hiring process:
Competence “Does the candidate have the skills and
knowledge to do the work the company
needs?”
© 2021 ThistleSea Business Development
Physical
Competence Skills, Education,
fitness,
coordination,
proficiency, training,
typing speed,
What is included in experience certifications
manual
“competence”? dexterity, etc.
Ability and
If we have not identified the willingness to
Knowledge
criteria that determine whether a learn, change,
required,
candidate is capable, IT WILL BE adapt and
subject matter
DUMB LUCK IF WE HIRE grow in the job
expertise
and with the
SOMEONE COMPETENT. company
© 2021 ThistleSea Business Development
It’s clear that a new position
needs to exist. So we ask
ourselves, “What competencies
does the person who fills this
position need to have?”
Let’s chat.
Who answers this question,
today, at your company?
How does it get answered?
© 2021 ThistleSea Business DevelopmentThe question that must be answered in the
hiring process:
Commitment “Does the candidate possess the attitude
and motivation to do the job the company
needs to have accomplished every day? How
committed is the candidate?”
© 2021 ThistleSea Business DevelopmentCommitment
Work ethic:
What do we mean by “Do Task
“commitment”? whatever it orientation
takes”
Attitude
Willingness
toward
to learn
teamwork
Level of
commitment
Servant to
Vision of self sought by others
your
company
© 2021 ThistleSea Business DevelopmentCommitment
What does your company
seek in terms of
commitment?
? ?
? ?
If we have not identified
the criteria that determine
whether a candidate is
committed, IT WILL BE
DUMB LUCK IF WE HIRE
SOMEONE COMMITTED.
Level of
? ?
commitment
sought by
your
company
© 2021 ThistleSea Business DevelopmentYou’ve seen lack of
commitment at your
company (at some point,
from somebody).
Let’s chat.
Describe what you saw.
© 2021 ThistleSea Business DevelopmentThe question that must be answered in the
hiring process:
Chemistry “Is the candidate aligned with the company’s
values, its work style and culture?”
© 2021 ThistleSea Business DevelopmentChemistry
Is there the right chemistry Expectations for growth Fit with company
between the candidate and the and advancement culture
company?
If we have not defined the
company’s values, work style and
culture, IT WILL BE DUMB LUCK IF
WE HAVE CHEMISTRY WITH THE
NEW HIRE.
Work-life balance Handling the level of
stress that’s required
© 2021 ThistleSea Business DevelopmentThink of the separation of an
employee from your
organization. (Please do not
use names.)
Let’s chat.
Was the separation due to a
lack of competence,
commitment or chemistry?
© 2021 ThistleSea Business DevelopmentInterviewing © 2021 ThistleSea Business Development
Activities ≠ Results
“If you quit on the
process, you are
quitting on the
result.”
~Idowu Koyenikan
Joel EmbiidPrepare
• Define your requirements.
• Candidate requirements
• Build the core questions (3Cs)
• Questions to ask (LEGAL!)
Plan
• Plan the interview.
The • Establish the order of questions
Conduct
interview • Conduct the interview:
• Prepare a private area.
• Greet the candidate.
• Build rapport.
• Explain the process to the candidate, then ask the questions.
• Answer the candidate’s questions.
• Close the interview and describe next steps.
Evaluate
• Evaluate the candidate.
© 2021 ThistleSea Business DevelopmentPosition: Sales representative Interview questions
3Cs Question 1 Question 2 Question 3
Competence
1. If you were the hiring
• Skills and knowledge
manager for a sales 4. What background makes
• Supervision
position, what skills, training 3. If you heard a distributor you a good candidate for
• Special communication /
and knowledge would you salesperson give incorrect this position?
organizational skills
want a person to have if you information to a customer, 5. How do you most like to
hired them? what would you do? communicate to your
customers / prospects?
2. How do you sell?
Commitment
• Self-motivation 1. We’ve all been in situations 2. Imagine an assignment had 3. What tends to cause you the
• Self-directed when something slipped a very tight sales deadline most stress at work? How
• Deals with stress through the cracks? Can you that required an outsider to do you react to those
• Track record of achievement give an example and how support you. How would you situations?
you handled it? handle it? 4. What energizes you?
Chemistry
1. Imagine you’re a
• Collaborative 2. What are the ideal 3. What leadership principles
manufacturer responsible to
• Supportive characteristics of and ideal are most important to you?
motivate distributor
• Teamwork working environment for How do you like to be
representatives. How would
• Goal-oriented you? supervised?
you approach these reps?Candidate name: ____________________ Date: _______________ Interview questions
3Cs Question 1 Question 2 Question 3
Capability
• Skills and knowledge
1. 4.
• Supervision
• Special communication /
organizational skills 3.
2. 5.
Commitment
• Self-motivation 3.
• Self-directed
• Deals with stress 1. 2.
• Track record of achievement
4.
Chemistry
• Collaborative
• Supportive
1. 2. 3.
• Teamwork
• Goal-oriented1. Every time you interview, you’re seeking to accomplish 3
things. Not accomplishing all 3 will have consequences.
✓ “I’m here to learn if this candidate is good for the
company.”
✓ “I’m here to learn if the candidate is right for the specific
role that’s available.”
✓ “I’m here to become better at hiring.”
Considerations 2. Plan to listen for 80% and talk for 20%. You are not here to sell
the job to the candidate.
for the 3. Your role is to ask bona fide occupational questions and write
down the candidate’s answers.
interview 4. Using a checklist and rating form for every interview will make
you a stronger interviewer.
5. Preparing in advance and using planned questions will prevent
you from asking illegal questions.
6. As you’re learning to be a great interviewer, ask if you may
observe interviews. When you begin interviewing, ask a mentor
to observe you and provide feedback.
7. For any position, you should interview multiple candidates.
© 2021 ThistleSea Business DevelopmentComments:
SELF-CONFIDENCE: Is the applicant poised and relaxed? Is s/he comfortable with her/himself? Do they exhibit a desire for challenge and responsibility
versus concern over security and benefits?
10 9 8 7 6 5 4 3 2 1 0
High Acceptable Borderline Not acceptable
Comments:
COMMUNICATION SKILLS: Are the responses easily understood? Does the applicant use good grammar, express thoughts clearly, listen well? Are there
hesitations, needless repetition and excessive use of slang?
10 9 8 7 6 5 4 3 2 1 0
High Acceptable Borderline Not acceptable
Comments:
INTEREST & INITIATIVE: Is applicant truly interested in the position, or are they willing to take anything? Have they give sound reasons for seeking the job?
Do they appear motivated to succeed?
10 9 8 7 6 5 4 3 2 1 0
High Acceptable Borderline Not acceptable
Comments:
ATTITUDE: Consider relations with past employers/reasons for leaving. Did applicant show a positive or negative disposition? Did applicate relate favorable
attitudes when discussing school, jobs, life experiences?
10 9 8 7 6 5 4 3 2 1 0
High Acceptable Borderline Not acceptable
Comments:
EXPERIENCE & JOB SKILLS: Does this position require prior experience? Can applicant perform this job without extensive training? Could applicant answer
technical questions relating to performing job functions?
10 9 8 7 6 5 4 3 2 1 0
High Acceptable Borderline Not acceptable
Comments:
© 2021 ThistleSea Business DevelopmentIf you Activities are not the same as results. If you
remember aren’t getting the results you seek, turn your
only one thing attention to your activities… because they
probably need some adjustment.
today…
© 2021 ThistleSea Business DevelopmentThank you.
I’m happy to chat with you in a
breakout session!
Terri Hammond, SHRM-CP
ThistleSea Business Development
Business Coach / Vice President
terri.hammond@thistlesea.com
© 2021 ThistleSea Business DevelopmentPART 2
LEGAL CONSIDERATIONS
PRESENTED BY
Raeann Burgo
Fisher Phillips
Of Counsel
rburgo@fisherphillips.comLegal Considerations for Recruiting
RAEANN BURGO
Of Counsel, Fisher Phillips APRIL 21, 2021
rburgo@fisherphillips.com
412.822.6630
www.fisherphillips.comPresented By
Fisher Phillips
Of Counsel
Raeann Burgo rburgo@fisherphillips.com
www.fisherphillips.comLaws That Impact the Recruiting Process
Pregnancy
Title VII
Subtitle blurb ADA Discrimination
ADEA
Equal Pay Act
www.fisherphillips.comState Laws to Consider
A. Pennsylvania Criminal History Record Information Act
B. Pennsylvania Medical Marijuana Act
C. Pittsburgh and Allegheny County CROWN Acts
www.fisherphillips.comMarket Roles as COVID Safe
• Add language to all job descriptions that explains what safety
protocols you’ve put in place.
• Communicate safety protocols in all employer branding including
social media, your hiring page, and company’s website.
• Acrylic Barriers
• Social Indicators on Floor
• Mask Requirement
• Share (and show if possible) COVID-19 safety protocols during all
phases of the interview process.
www.fisherphillips.comAdvertisements for Open Positions
• What does the ad say?
• Recent Grads
• Where is the ad placed?
• Markets that disproportionately favor/disfavor a class
www.fisherphillips.comWhat Should Be Included on an
Application?
www.fisherphillips.comWhat Should Be Included on an
Application?
• Full EEOC statement
• Applicants with disabilities may be entitled to reasonable
accommodations under the Americans with Disabilities Act and certain
state or local laws.
• Years of education and highest level.
• Applicant’s Statement “false and misleading information given in an
application may result in refusal to hire or discharge if hired.”
• Release
www.fisherphillips.comWhat Can You Ask During an Interview?
CANNOT CAN
How old are you? Are you 18 or older?
When did you graduate? Do you have a degree?
Were you in the military? What did you do in the military?
Where is your accent from? Are you bilingual, or do you speak Spanish?
Can you provide proof of authorization to work in the
Are you legal, or are you an illegal alien?
US?
www.fisherphillips.comWhat Can You Ask During an Interview?
• Do you have adequate transportation to work?
• Have you ever been fired or asked to resign from a
job?
• What type of skills did you learn at Company A?
• What is the most stressful part of your current job?
• This job requires someone to be staff every day,
can you work weekends?
www.fisherphillips.comWhat Can You NOT Ask During an
Interview?
• What kind of name is Burgo?
• Have you ever been arrested?
• What do you do on Sundays?
• What religion are you?
• What are your childcare arrangements?
• What are the clubs and societies you belong to?
• What are the clubs and societies you belong to?
• Do you have any past Workers Compensation claims?
• Do you have any health conditions or problems?
www.fisherphillips.comTips for Job Interview
• Develop set of job interview questions and schedule
• Ask same questions to all candidates
• Ask work-related questions only
• Conduct interviews with another manager or supervisor
• Ask open-ended questions and let the applicant do the talking
• Listen carefully and take good notes
www.fisherphillips.comInterview / Application Tips
• Take notes, but not on application.
• Note taking is an important part of the interview process
• Without notes, interviewers recall less than ¼ of facts discussed in
interview
• Complete interview notes help the interviewer recall information
discussed during interview and help establish employer’s effort of fair
employment practices
www.fisherphillips.comAvoid Certain Comments That May Be
Interpreted Improperly
• Stereotyping Statements
▪ I admire your people because they are good at …
▪ Women have babies and leave
▪ You didn’t sound … on the telephone
• Possible Discriminatory Attitudes of Others
▪ It may be difficult because you will be the only … in the group
• If you have any doubt, don’t ask it or say it
www.fisherphillips.comDo These Things Matter?
• Body art/tattoos/Piercings
• Fragrance / smells
• Religious attire
• Hairstyle
www.fisherphillips.comIf You are Not Interested in a Candidate,
What Can You Say?
• “Thank you for interviewing for this position. If we are interested we
will contact you.”
• If they call back to ask why they did not get the job — “Thank you for
applying. We filled this position with another candidate.” You generally
do not need to give a reason, unless it is based on a criminal
background check.
www.fisherphillips.comSocial Media
Should you look?
www.fisherphillips.comTake Aways
• Develop job-related selection criteria
• Carefully script interview questions based upon the criteria
• Consistently follow the script
• Make selections based upon job-related qualifications
• Document the basis for the selection or non-selection of candidates
www.fisherphillips.comA Leader's Guide to Staying Nimble and Mastering
FLEX Transformative Change in the American Workplace
“A must read for HR Pros and Business leaders.”
“Expect to get a full helping of how to navigate the modern
workplace and new/upcoming workplace trends.”
“Regardless of your profession or industry- this is a must read!”
“FLEX is a must read for anyone in the workforce, whether you're recently
graduated or have 30+ years of work experience.”
“Useful for employers and entrepreneurs alike”
“A highly readable book that is a great primer by a recognized expert in the industry.“
www.fisherphillips.comQuestions?
RAEANN BURGO
Of Counsel, Fisher Phillips
rburgo@fisherphillips.com
412.822.6630
www.fisherphillips.comThank You.
RAEANN BURGO
Of Counsel, Fisher Phillips
rburgo@fisherphillips.com
412.822.6630
www.fisherphillips.comPART 3
RECRUITING TOOLS
PRESENTED BY
Ellie Pfeuffer Sabrina Clay
PA CareerLink PA CareerLink
Business Services Manager Community Engagement Specialist
ellie.pfeuffer@careerlinkpittsburgh.org sabrina.clay@careerlinkpittsburgh.orgPA CareerLink® is a proud partner of the American Job Center
Network, and Pennsylvania’s one-stop system of workforce
development services for Job Seekers, Employers, and Service
ProvidersBusiness Services Job Posting Management Recruiting Job Matching Events Messaging Training & Additional Opportunities
Individual Services Career Advising Job Referral Job Search Training Opportunities Workshops Community Partner Referrals
Online Resources www.pacareerlink.pa.gov
Contact Information
Ellie Pfeuffer
Business Services Manager
412-552-7007
ellie.pfeuffer@careerlinkpittsburgh.org
Sabrina Clay
Community Engagement Specialist
412-552-7031
sabrina.clay@careerlinkpittsburgh.orgYou can also read
