Hiring a new employee can be difficult. With more and more qualified applicants in the workforce today, there may be only a fine line between several candidates who are competing for the same position. Making a final decision on which candidate to hire, and implementing that decision, is better accomplished by following guidelines. These guidelines will facilitate the process and help ensure that rejected applicants have no basis for discrimination allegations. This course will introduce you to the techniques for hiring new employees and provide guidelines for conducting a professional and satisfying orientation process for them.
Managers/Supervisors/Risk Management & HR Professionals
TIME TO COMPLETE
To help managers and supervisors understand why and how to perform pre- and post-job offers, the procedure for notifying rejected applicants, and how to successfully provide an orientation program for new employees.
After completing this course, the learner will be able to:
- summarize the process for making a job offer;
- identify the components of a successful orientation program and evaluate its effectiveness; and
- explain the proper course of action for maintaining personnel files.
1. The Hiring Process
- Making a Job Offer
- After an Offer is Made
- Manager Responsibilities
- Day One Agenda
3. Record Keeping
- Electronic Mail and Online Services Usage Policy
- Employee Orientation Checklist for Supervisors
- Employee Personal Data Form
- Employee Personal Data form for EEO-1 Reporting
- New Employee Orientation Program Evaluation Form
- New Hire Reporting Form (Florida)
- Sample Job Offer Letter
- Summary Record Retention Guide
- The Hard Cost of Turnover
- I-9 Form and Instructions
- W-4 Form and Instructions
HR CERTIFICATION INSTITUTE
This program has been approved for 1.25 recertification credit hours toward PHR, SPHR, and GPHR recertification through the HR Certification Institute. For more information about certification or recertification, visit the HR Certification Institute homepage at www.hrci.org.
(The use of this seal is not an endorsement by the HR Certification Institute of the quality of this program. It means that this program has met the HR Certification Institute's criteria to be pre-approved for recertification credit.)
SOCIETY FOR HUMAN RESOURCE MANAGEMENT
The Human Equation is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for 1.25 PDCs for the SHRM-CP or SHRM-SCP. For more information about certification or recertification, please visit www.shrmcertification.org.
THE STATE BAR OF GEORGIA
The State Bar of Georgia has accredited this course for 1.50 hours of Regular CLE credits. For more information about CLE credits, visit The State Bar of Georgia homepage at www.gabar.org.
- Course Objectives
- Chapter 1: Hiring
- Before a Job Offer is Made
- Chapter 2: Orientation of the New Employee
- The Purpose of Orientation
- What to Do on Day 1 – Welcome and Introductions
- What to Do on Day 1– Paperwork,
and More Paperwork
- What to Do on Day 1 – Company Policies and Procedures
- Chapter 3: How Good is Your Orientation Program?
- Chapter 4: Record Retention
- Keep Some Records Separate
- Chapter 5: Conclusion
- Chapter 6: Quiz
- Quiz (multiple choice)
- Chapter 7: Time to Review