SOP Hiring Process
Gary Cooper
Hiring & Retaining The Right People
Hiring The Right People
A Performance-Based Job Profile… • Each position offers the opportunity for the company to better itself. • This is the cornerstone to successful hiring and sound decision making.
The Ideal Candidate • Is a team player • Will show care for the animals • Understands that all positions in the company add value • Possesses the skillset to get the job done correctly and in a prompt manner • Values the time of others
Hiring People With A Passion For Life • Anyone can hire a “back” • Anyone can hire a “mind” • Not every company can harness their spirit or passion for life • THIS is the key to being better than the best!
The Right “Fit” • What is the company culture? • Does their personality mesh with those they will be working with? • Will they work as a “team”?
The Hiring Process: The Starting Point • Evaluate their application • Look at past work history – Length of work and reasons for leaving – Type of work
• Do they know anyone that works at Cooper Farms currently?
The Hiring Process: Evaluating A Candidate’s Fit • First Interview – Drug test – Interview with Human Resources
• Second Interview – – – –
Job Preview Tour of location Try the job Interview with supervisor
The Hiring Process: Final Evaluation • Run criminal history check – Look for felonies: anything to do with violence, sexual crimes, drug relation
• Social Security Check • Check references • Hire if everything checks out
The Hiring Process: After Hiring • Fill out all hiring paperwork • Run new team member information through everify system – This is through the department of homeland security and validates their citizenship
The Interview: Stick to a plan • Focus on gathering examples of past performance. • Keep the candidate from taking control of the interview. • Remove subjectivity and personal bias. • Provide an objective, consistent methodology for evaluating candidates.
Ability To Do The Job • Ask potential team members if they can perform the functions of the job including the requirements for: – – – – – –
Lifting Standing Twisting Bending/Stooping Using hand tools Reaching, Pushing, Pulling
– Working Rapidly – Visual Inspection and Evaluation – Bending/Stooping – Any other requirements specific of the position
Things To Watch For… • Identify improprieties in excessive moving, length of time at present residence or jobhopping • Examine education history. Does the education fit the job?
Retaining Good Team Members
The Golden Rule • Quality supervisors and managers are often the key to retaining good team members – Spend the money and time to train these key people
A Team Approach • Every person working for the company is part of a team. • They must feel included to have consistent job satisfaction. – No amount of money can make up for a team member who doesn’t feel included, respected and important.
Communication • Keeping team members up to date on the division and company as a whole – Focus Meetings – Newsletters – Etc.
Benefits
• • • • •
Gainsharing Healthcare Wellness 401(k) Events
Questions?
Hiring & Retaining The Right People
Hiring The Right People
A Performance-Based Job Profile… • Each position offers the opportunity for the company to better itself. • This is the cornerstone to successful hiring and sound decision making.
The Ideal Candidate • Is a team player • Will show care for the animals • Understands that all positions in the company add value • Possesses the skillset to get the job done correctly and in a prompt manner • Values the time of others
Hiring People With A Passion For Life • Anyone can hire a “back” • Anyone can hire a “mind” • Not every company can harness their spirit or passion for life • THIS is the key to being better than the best!
The Right “Fit” • What is the company culture? • Does their personality mesh with those they will be working with? • Will they work as a “team”?
The Hiring Process: The Starting Point • Evaluate their application • Look at past work history – Length of work and reasons for leaving – Type of work
• Do they know anyone that works at Cooper Farms currently?
The Hiring Process: Evaluating A Candidate’s Fit • First Interview – Drug test – Interview with Human Resources
• Second Interview – – – –
Job Preview Tour of location Try the job Interview with supervisor
The Hiring Process: Final Evaluation • Run criminal history check – Look for felonies: anything to do with violence, sexual crimes, drug relation
• Social Security Check • Check references • Hire if everything checks out
The Hiring Process: After Hiring • Fill out all hiring paperwork • Run new team member information through everify system – This is through the department of homeland security and validates their citizenship
The Interview: Stick to a plan • Focus on gathering examples of past performance. • Keep the candidate from taking control of the interview. • Remove subjectivity and personal bias. • Provide an objective, consistent methodology for evaluating candidates.
Ability To Do The Job • Ask potential team members if they can perform the functions of the job including the requirements for: – – – – – –
Lifting Standing Twisting Bending/Stooping Using hand tools Reaching, Pushing, Pulling
– Working Rapidly – Visual Inspection and Evaluation – Bending/Stooping – Any other requirements specific of the position
Things To Watch For… • Identify improprieties in excessive moving, length of time at present residence or jobhopping • Examine education history. Does the education fit the job?
Retaining Good Team Members
The Golden Rule • Quality supervisors and managers are often the key to retaining good team members – Spend the money and time to train these key people
A Team Approach • Every person working for the company is part of a team. • They must feel included to have consistent job satisfaction. – No amount of money can make up for a team member who doesn’t feel included, respected and important.
Communication • Keeping team members up to date on the division and company as a whole – Focus Meetings – Newsletters – Etc.
Benefits
• • • • •
Gainsharing Healthcare Wellness 401(k) Events
Questions?
