Staffing

ITEC 4293 Industrial Supervision

Staffing
Why is staffing important?
Your employees will make or break you
You need to:
Recruit
Interview
Select
Orientation
Only way to ensure you will have the best qualified
people

Staffing
Key Points
Forecasting is done to manage heavy season

or big orders
Do not start recruiting when you need
someone
Do not forget orientation for your new hires

Staffing
Supervisors role in recruiting
Updated list of all positions (job descriptions)
you are responsible for
Analyze turnover rates and areas
Determine strategies of how to fill voids
internally and externally
derived from organizational plans
based on current sales and projected future sales

growth
determine the demand for different types of workers

Staffing
Internships are a critical aspect to consider
Paid or Not Paid
Evaluate temporary employees with the

hiring and firing legal aspects

Work with local community colleges and
universities to establish partnerships
Win Win for All

Staffing
Cross training can help supplement the

needs of positions lost

Rotate cross trained employees to fill void

Staffing
LEGAL

Considerations!
Be careful
Cannot hire and fire

employees
Litigious society
Numerous laws to be
aware of

Staffing
Supervisors need to be aware of these laws

and legal issues

Training is needed
Work closely with your Human Resource
Department

Staffing
Employers cannot discriminate based on:
Race
Gender
Age
National origin
Handicapping conditions
Religion
Marital status

Staffing
Sounds simple but they are many pitfalls
Civil Rights Act
Equal Employment Opp. Act
Age Discrimination Act
Fair Labor Standards Act
Equal Pay Act

Staffing
Websites on Uniform Guidelines on

Employee Selection Procedures

http://www.dol.gov/dol/allcfr/Title_41/Part_

60-3/toc.htm
http://www.uniformguidelines.com/uniformg

uidelines.html

Protected Labor Employment

Classes (U.S. EEOC)
http://www.eeoc.gov/laws/types/
Race/ethnicity
Religion
Color
National origin
Age (40 and over)
Sexual orientation
Individuals with disabilities
Veteran status
Sex
Height
Weight
Marital status
Gender identity
Genetic information

Staffing
Disparate Impact
Discrimination that affects a protected class
of people
Disparate Treatment
Individual belongs to protected group
Individual applied for job for which employer

seeking applicants
Individual qualified but rejected
Employer kept looking for people
with applicants qualifications

Staffing
Interviewing
Most widely used selection procedure
Structured and semi-structured interviews

are more valid than unstructured

Structured interview ensures the same
questions will be asked of all applicants.

Staffing
Ask interviewee to describe specific

instances of past behavior

Ask interviewee to respond to hypothetical
job situations
Ask open-ended questions
Take notes
Use panel interviews for efficiency and
reliability
Questions that are not job related are
prohibited
Be prepared for interview

Staffing
Sample questions:
Explain your education background for me.
Describe or role-play what she or he would

do in X situation.
Tell me about work experience.

Staffing
Avoid questions referring to the following
Race, color, culture
National origin
Pregnancy
Gender
Marital status
Age
Personal preference
Children
(go over interview questions with HR before
asking)

Staffing
CONTACT References
Its more complicated today and some

references will only indicate this person has

worked for them (this is a sign)
Ask if they would rehire this person
Go outside their list of references

Staffing
Testing
Drug and Alcohol Testing
Ability Test - Applicants perform activities
similar to those required on the job
Integrity Tests
Personality Tests
Knowledge Tests

(up to Supervisor and HR department. Make

sure test are valid and reliable and measure
skills directly related to the job)

Staffing
Orientation
Organizational

Company history
Policies
Rules
Regulations
Benefits

Departmental
Day to day duties
Teams
Job Expectations