Professionals John Bernatovicz Willory President Payroll Tax How - - PowerPoint PPT Presentation

How to Effectively Interview, Hire, and On-Board Payroll Professionals John Bernatovicz

Willory President

Payroll Tax

How to compete?

Where’s Bob?

Pay for Participation!

Who is John Bernatovicz?

Started in Payroll Industry in ‘96

Started Willory in 2010

• 1. A resume is not about the paper, it’s about the person
• 2. Evaluating a resume is an art
• 3. Effective interviewing takes preparation & practice

Three Keys

Let’s get better at what we do and hire better payroll talent.

Interviewed someone before?

Most Memorable Interview?

Take a Risk by Trying Something New!

Take off the training wheels

View from an employer’s perspective but…

1.

• 1. A resume is not about the paper, it’s about the

person son

• 2. Evaluating a resume is an art
• 3. Effective interviewing takes preparation & practice

Three Keys

Education

Positions

How has the candidate managed their career?

Training

Certifications

Advancement/Growth

Responsibilities

Projects

Expertise

Civic Duties

Extra’s

Attention to detail Dependability Honesty and Integrity

• 1. A resume is not about the paper, it’s about the person

2. 2.Evaluating

aluating a res a resume ume is is an an ar art

• 3. Effective interviewing takes preparation & practice

Three Keys

Evaluating a Resume

Surgically built from top to bottom

Evaluating a Resume

Evaluating a Resume

 Name

(across center top)

 Contact Information  LinkedIn  Twitter

Share the Conversation

• n Twitter

@willory1 #OCPPwillory

Objectives are Dead

Summary

Evaluating a Resume

Experience Section

Put in Chronological Order

Painting Your Picture

Experience Section

Company Includes Month and Year

Evaluating a Resume

Evaluating a Resume

Experience Section

What they do? How well they do it?

Education & Certifications

Evaluating a Resume

How involved is the candidate?

Evaluating a Resume

Painting Your Picture

Consistent Font Effective Bolding Bullets, not

Paragraphs

No Graphics

Evaluating a Resume

LinkedIn says the same

Evaluating a Resume

Candidates with frequent job transitions?

Evaluating a Resume

 7 careers in a lifetime? This popular stat does not come from

the U.S. Bureau of Labor Statistics (BLS). What defines a career change is difficult. Some studies show closer to 11 jobs

• ver a lifetime.

 Changes are common in early careers. Majority of works 16-24

years have been with their current employer for less than a year.

 BLS reports the average tenure at a current employer is:

1996: 3.8 years 2000: 3.5 years 2008: 4.1 years 2012: 4.4 years

 91% of Millennials expect to stay in a job less than three years.

15-20 jobs over their lifetime.

 This instability could cost them dream jobs, however, they may

job hop for career advancem ncemen ent t and fulfillmen fillment.

 How to stop job-hopping and keep talent

• 1. Offer workplace flexibility
• 2. Listen to your employees
• 3. Communicate the company’s mission and values

Temporary Assignments?

Painting Your Picture

 More companies are hiring, but many of those are

temporary employment without benefits.

 The hiring rate of temp workers is FIVE TIMES

S that of

• verall hiring in 2012-2013.

 Leading Theories

• 1. Reaction to ACA
• 2. Makes employers more competitive
• 3. Residue from financial crisis

Cover Letters are Meaningless…Unless:

Candidate specifically hits on key

points of job

Describes how the candidate fits

• 1. A resume is not about the paper, it’s about the person
• 2. Evaluating a resume is an art

3.

• 3. Ef

Effecti ctive e in intervie viewing wing tak akes es preparati eparation

• n &

& practi actice ce

Three Keys

Everything is about Perspective

Before An Applicant Applies, They Should Ask:

Is it better? Company’s reputation? How is the commute?

Can I do the job? Write it down

Before Applicants Apply……

Do They Understand the Job?

 Roadmap: Details

from the Job Description

 Strengths to Role -

How they leveraged

 Weaknesses for the

Role – How They Minimized

Is the applicant qualified?

How did the applicant get in?

 LinkedIn  Recruiter  Friend  Referral  Applied online

Remember….75% of Applicants Do Not Hear Back

 82%

82% of workers expect a response after submitting a resume.

 32% of workers are less

s likely ely to purc rchase se pro roduct ct or servic vices es fro rom a company y that doesn’t respond.

 At the very least set up an automatic email with a hiring

timeline.

The Interview from Applicant’s Eye

Capture the Opportunity

Did the Candidate do Their Homework?

For That Matter, Did You (Employer) Do Your Homework?

How is Your Employer Positioned?

Are you winning or losing?

Term coined in 1990’s by McKinsey & Co executive that revolutionized the concept of talent management

Give Purpose, Not Just Paycheck

 64% of Millennials said they would rather make $40,000

doing what they love than $100,000 doing something boring.

 Higher expectations are mutual. Companies expect longer

hours and more productivity.

 Want vibrant working environments and fair working

conditions.

 People are seeking:

1.

Better benefits

2.

Family friendly

3.

Reward great work

4.

More engaged employees

How is Your Employer Positioned?

The People

Who was in the role previously?

Decision/Hiring Manager

Boss’s Boss

Peers

Direct Reports

Company’s Position

Culture

Reputation

Financial Status

Online Research

Location

Is the Employer Prepared for the Interview?

Golden Rule

Do unto others as you would have them do unto you

Be Coordinated

 Communicate with team  Understand who will ask what questions  Coordinate schedules  Be on-time  Set debrief immediately after or use email

Be compliant

 Discuss unique candidate situations w/ HR  Review questions with Legal  The U.S. Equal Employment Opportunity Commission (EEOC) is

responsible for enforcing federal laws that make it illegal to discriminate against a job applicant or an employee because of the person's race, e, color, , relig igion ion, , sex x (including ncluding pregnanc gnancy), y), national ional origin, gin, age (40 or older), er), disa sabili bility ty or geneti tic inform rmati ation

• n. It is also illegal to discriminate against a person

because the person complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit.

I am not an attorney

Interview Questions

 Tell me about your current or most recent job

responsibilities.

 What do you know about our company?  What interests you about our company?  Tell me your understanding of our position.  How did you prepare for this interview?

Behavioral-based Questions Tell the Story

Behavioral-based Questions

 How do you define doing a good job?  What have you done to accomplish your goals?  How would you handle a payroll compliance breach?  What would be your normal career path to reach that

goal?

 Give me two examples of good decisions you have

made in the last six months.

Technical Questions Help to Dig Deeper

Technical Questions

 Multi-state payroll tax? Which states?

Knowledge of?

 Payroll System – what version, name of system,

etc.

 Size of payroll? What were you responsible for?  Time Keeping System – what was your

involvement?

Avoid the Standard ? TH THE E CLAS CLASSIC! SIC!

Where do you see yourself in 3 - 5 years?

Anticipate their Questions

Their Questions Should Be:

Meaningful Strategic Thought-provoking

Not Things They Can Find on Internet

 What happened to the last person who held this job?  What is the overall structure of the company and how

does your department fit the structure?

 What are the career paths in this department?  What would you consider to be the most important

aspects of this job?

 What are the most immediate challenges of the position

that need to be addressed in the first three months?

Listen….Don’t Talk (so much)

Dress

the part

Ask the Applicant

How it went? Where they stand? Would they consider counter-offer?

Expect Follow-Up

Thank you email

Concise Grammatically

correct

With all that said, is the applicant a fit?

If not, tell them.

Counsel HR or Legal Be factual Ensure follow up complete

If it is a Fit, Then Get it Done!

Offer

Understand

current situation

Be reasonable

Counter-Offers

(mirage)

Final Steps

Background

check

Drug and

nicotine screening

The Equal Employment Opportunity Commission (EEOC), in its Enforcement Guidance on the Consideration of Arrest and Conviction Records, suggests that excluding job applicants who have criminal records may constitute employment discrimination under Title VII of the Civil Rights Act.

On-boarding

 Welcome them!  Training, training, training  Follow up with new hire  30, 60, 90, 360 day review  Take them out to breakfast/lunch

• 1. A resume is not about the paper, it’s about the person
• 2. Evaluating a resume is an art
• 3. Effective interviewing takes preparation & practice

Three Keys

Stop by Our Booth for… Plus, Prizes, CA$ CA$H & Give-aways

Questions

Interviewing Tips

Nation’s leading staffing and consulting firm solely focused in payroll and HR.

John Bernatovicz

Office: 330-576-5486 john@willory.com