Time spent on the recruitment/interview process?

Recruitment/Interview Process Time spent on the recruitment/interview process? When do you think the interview begins? Is the recruitment/interview process important?

Recruitment/Interview Process ASSESS OPERATIONAL NEEDS What work needs to be performed? What knowledge, skills and abilities? What education level?

Recruitment/Interview Process Assess Recruitment Strategies Candidate pools Besides VPOS consider journals, job fairs or the web It takes time to develop a solid candidate pool

Recruitment/Interview Process Screening Strategies Brief scan of experience Have Personnel Liaison screen applications

Recruitment/Interview Process Assess Recruitment Strategies A Hiring Interview Plan that is comprehensive: Details logistics and recruitment strategies Screening criteria with score sheet per candidate Questions with responses sheet per candidate Panel Rating Matrix (candidate & panel names & scores)

Recruitment/Interview Process Assessment Strategies Interview tools to use Ask candidates to bring writing samples Exercises - math/scenario, performance or writing Questions - situational, behavioral or background

Recruitment/Interview Process Interview Be Ready – Meet with panel members prior to interview Take notes on responses and score after each interview Panel discusses responses and perceptions Reference checks and Official Personnel File reviews

Recruitment/Interview Process Official Personnel File (OPF) reviews of candidates who are or have worked for the state: • Look for Probe Reports and IDPs • Look for Merit Salary Adjustment (MSA) denials • Look for Corrective Memorandums • Look for anything of adverse actions or disciplinary • Look for letters of recommendations • Look for letters of commendations or appreciation

Recruitment/Interview Process Official Personnel File (OPF) reviews (Continued) • Ask for leave balances • Ask for Personnel Information Management System (PIMS) SCO history: • Look for the following codes: • A14 – Adverse (demotion) • PUN – Adverse Action Salary Decrease (punitive) • S20 – Resignation with Fault (unfavorable circumstances) • S40/S41 – Termination with Fault / Dismissal • S85 – Adverse Action Suspension • S90 – Rejection on Probe

Recruitment/Interview Process Do’s & Don’ts Of Interview Process Do’s: • Ensure the applicant signs the Authority to Release Form • Develop job-related questions for interview and reference checks • Infuse Core Value Interview questions into interview • Listen for “key information” that could be a red flag • Keep interview portion to 60 minutes or less • Give candidates the questions before/during interview

Recruitment/Interview Process Do’s & Don’ts Of Interview Process Don’ts: • Screen out State Restriction Of Appointments, Super SROA, or reemployment • Perform interviews alone • Ask questions in protected discriminatory groups • Allow someone else to do your interview, reference check or OPF review • Diverge from Hiring Interview Plan, i.e., • give impromptu tour or introduce candidate to other staff

Recruitment/Interview Process Your success depends on the quality and effectiveness of the people you hire The amount of time spent during hiring process could save time in the discipline process Handouts include: Interview Hiring Plan Core Values interview questions, websites for sample interview questions, helpful tips and more

Recruitment/Interview Process Contact Name and Phone Number: Assistant Personnel Manager – General Loretta Dillon – 916-376-5430 Classification and Pay Managers – Recruitment Lisa York – 916-376-5428 Murray Hubiak – 916-376-5410 Candy Mercado – 916-376-5427 Constructive Intervention Managers – Discipline Pam Sells – 916-376-5379 Exam Unit Manager – Examination Liz Gamez – 916-376-5439 Transactions Manager – Pay and Benefits Susan Wong – 916-376-5433

Time spent on the recruitment/interview process?