Your Role in Civil Service Hiring - PowerPoint Presentation

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Your Role in Civil Service Hiring

WELCOME

HR Essentials June 20, 2018

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Civil Service Position Process Flow

Once the position is submitted to Classification through Hiring

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Civil Service Employment

Basic Steps and Responsibilities

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Civil Service Employment

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How to Hire Happy Help

Ways to identify a good employee during the interview.

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Before the Interview

1. How many members of the interview team will there be?What type of interview am I conducting?

-Phone

-In Person

-Skype

Be consistent

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Affirmative Action Statement

UIS is an affirmative action/equal opportunity employer with a strong institutional commitment to recruitment and retention of a diverse and inclusive campus community.Women, minorities, veterans, and persons with disabilities are encouraged to apply.

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University of Illinois Non-Discrimination Statement

The commitment of the University of Illinois to the most fundamental principles of academic freedom, equality of opportunity, and human dignity requires that decisions involving students and employees be based on individual merit and be free from invidious discrimination in all its forms.The University of Illinois will not engage in discrimination or harassment against any person because of race, color, religion, sex, national origin, ancestry, age, order of protection status, genetic information, marital status, disability, sexual orientation including gender identity, unfavorable discharge from the military or status as a protected veteran and will comply with all federal and state nondiscrimination, equal opportunity and affirmative action laws, orders and regulations. This nondiscrimination policy applies to admissions, employment, access to and treatment in the University programs and activities.

University complaint and grievance procedures provide employees and students with the means for the resolution of complaints that allege a violation of this Statement. Members of the public should direct their inquiries or complaints to the appropriate equal opportunity office

.

Policy Council

Revised June 24, 2010

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Beginning the interview

Review the job description. Ask questions related to the job requirements such as: -What computer skills do you have?

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Go into the interview knowing what type of questions to NEVER ask

1. Never ask about a disability.2. Never ask about pregnancy or the candidate’s plans to start a family.3. Do not ask about protected categories. For example: -religion (where do you go to church?) -sexual orientation,

-

race, etc.

4. Do not ask about political preference.

Do not ask their view on unions or if they intend to join/form a union.

Do not ask about criminal background/prior convictions.

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Be prepared for questions the candidate may ask you…

What if the applicant brings up one of these sensitive topics? -You will answer: -We are an equal opportunity employer. We do not base hiring decisions on X topic so it is not relative to our discussion.2. Know our policies!

3. What if the candidate asks about an accommodation?

Only

AFTER

the job offer has been made may you discuss accommodations, if requested.

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Follow these interview tips and questions to uncover negative energy and avoid a bad hire.

Describe a situation in which things did not turn out as hoped. How did you handle the difficult situation? What are

3-5

things you liked least about your past job?

What skills do you want to develop in yourself?

What

have been your favorite moments at

work?

Tell

me a bit about what your job was like at X company?

 

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Multi-part job interview questions to get your candidate talking

1. What’s one thing you would like to do better? What’s your plan for improving?2. What do you think are the most important attributes of successful people? How do you rate yourself in those areas?3. Describe a crisis you faced at work. What was your role? How did you resolve it? What were the results?4. Describe a time when you were asked to do something you weren’t trained to do. How did you handle it?

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More Great Interview Q

uestionsWhat is your superpower?What animal would you most compare yourself to?Describe the boss who would get the very best work from you.

What will make you love coming to work here everyday?

What would you do if management made a decision you didn’t agree with?

What is it about this opportunity that most excites you?

If you only had one word to describe yourself, what would it be?

What are your weaknesses?

What will you bring to our Department?

Tell me about a project or accomplishment that you consider to be the most significant in your career?

Is there any question I haven’t asked you that I should?

What questions do you have for us?

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References

It is the hiring unit’s responsibility to check references.Be consistent with reference checks.Allot sufficient time for your conversation with the references.

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What to ask a reference?

Describe the job duties of the position.Ask specific questions about whether the candidate has the experience/skills to do the job.Interview for empathy/emotional IQHow has this candidate handled challenges/difficult situations/difficult peopleTry to gauge candidate’s self-awareness.

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References cont.

Do not go outside of authorized references without permission from the applicant.Always document that references were checked.

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Online Research?

You are not allowed to ask an applicant to share passwords or to let you access private information on social media, etc.While there is no prohibition from doing online research for publicly accessible information – Proceed with Caution!You cannot “unsee

” what you see!

You cannot make hiring decisions based on a prohibited/discriminatory reason

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Once you make the

hire…Accommodations may be discussed if requested. Contact our office with questions.

Probationary evaluations are your friend. (

Will this new employee be a positive addition to UIS

?)

Probationary evaluation forms are the best way to document a problem sooner than later.

Encourage employee to attend new hire orientation.

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Background Checks

The University of Illinois has adopted a background check policy for employees. The purpose of the policy is “to provide a safe and secure environment for all students, employees and visitors at the University of Illinois; to safeguard the University’s integrity, property and resources; and to help ascertain suitability for employment…”

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Background Checks cont.

Per policy, Human Resources conducts criminal background checks for: (1) new employees and, (2) current employees transitioning into positions that are security sensitive or critical, which require background checks.

Background checks are not conducted until a “contingent offer of employment” is

accepted.

A criminal record

will not automatically

exclude an individual from employment.

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Consideration is given to such factors as (but not limited to):

“… the nature and seriousness of the underlying offense/conduct, the relatedness of the offense/conduct to the position being sought, the length of time that has elapsed since the conviction/end of sentence/conduct, and demonstrated rehabilitative efforts.”

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A few final thoughts on your role in the hiring process…

Remember to Use New Hire Checklists!

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New Employee Orientation

Starting June 27th, Human Resources will be offering employee orientation from 9AM-11AM, ever other Wednesday morning, for newly hired Civil Service and Academic ProfessionalsAttendance is highly encouraged!

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Rising Stars

Rising Stars is an extended orientation program intended to build a stronger sense of campus community, improve employee retention, encourage a collaborative environment, and exemplify Leadership Lived among new employeesEach August, all new Civil Service and Academic Professional employees hired in the past 12 months will be invited to participate.

Participation is subject to supervisory approval, but is highly encouraged.

Participants meet approximately once a month for seven months.

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Thanks

For Joining Us!Questions?

Melissa Mlynski:

mmlyn2@uis.edu

Ext: 67020

Carlene Hindert

chind2@uis.edu

Ext: 68643

Lydia Schillinger

lschi4@uis.edu

Ext: 66670