1 Introducing Introducing: Kay Hudson CARS Recon Inc.

Auction Academy April 11, 2014

 Screening Process  Interviews are scheduled with those applicants who meet the job’s requirements.  ALL those chosen for employment must complete an application including a signature.

 Interview Process  Hiring manager conducts interview.  It is important that all managers who participate in the interviewing process use a style that is appropriate to the level of the position being recruited.  Develop your interview questions around the job and job requirements.

 Interview Process  Use open-ended questions. Ask questions that start with the words what, why, when, how, describe.  Ask behavior-based questions. The intent is to predict future performance from past behavior. Start sentences with “Tell me about a time when…”

 Interview Process  It is advisable to use a standard set of questions when interviewing for a particular position. Follow up questions can be asked in response to candidates’ answers. This practice ensures that candidates for the same position are asked the same questions, ensuring more accurate comparisons and decreasing the chance of discrimination.

 Interview Process  The interviewer should take notes during or immediately following the interview to refer back to when narrowing the field of candidates and to compare with others who may interview the applicants. Enclosed is a form with some sample interview questions for your use.

 Interview Process  The following are protected categories under anti-discrimination law:  Race  Color  Religion  Sex  National Origin  Disability  Age

 Interview Process  The interviewer should be familiar with the types of questions that are legal and illegal to ask of candidates.  May ask…  If Applicant has relatives already employed by the organization  Whether Applicant has a legal right to be employed in the U.S.

 Interview Process  May ask…  Ability to speak/write English fluently (if job related)  Other languages spoken (if job related)  If Applicant is over age 18  Whether Applicant can perform the essential job related functions  If they can meet the attendance requirements of the position  Convictions if job related

 Interview Process  Don’t Ask  Number of children  Marital status  Spouse’s occupation  Child care arrangements  Health care coverage through spouse  Applicant’s race or color of skin  Photo to be affixed to application form  Ethnic association of surname  Birthplace of Applicant or Applicant’s parents

 Interview Process  Don’t Ask  Nationality, lineage or national origin  Nationality of Applicant’s spouse  Whether Applicant is citizen of another country  Applicant’s native tongue/English proficiency  Maiden name (of married woman)  Religious affiliation/availability for weekend work  Religious holidays observe  Date of birth or Age  Date of high school graduation

 Interview Process  Don’t Ask  If Applicant has a disability  Nature or severity of a disability  Whether Applicant has ever filed a workers’ compensation claim  Recent or past surgeries and dates  Past medical problems  Number and kinds of arrests

 Interview Process  Don’t Ask  Height or weight except if a bona fide occupational qualification  Veteran status, discharge status, branch of service  Contact in case of an emergency (at application or interview stage)

 Interview Process  The Americans with Disabilities Act (ADA) prohibits discrimination based on a person’s disability.  When interviewing a person with a disability, the key is to ensure the questions remain job-related and focused on the ability to do the job, not the disability.  If the candidate has an obvious disability or reveals a disability, you can ask if they would need an accommodation to perform the essential job functions.

 Interview Process  Ensure that no illegal information is documented. The possibility is real that candidates will offer information that would be illegal to ask. The interviewer should simply ignore the information and not make note of it. A complete “Interviewing Do’s and Don’ts” guide is included for your quick reference.

 Interview Process  Make sure the setting and time of the interview is conducive to a successful interview.  Try to make the candidate feel comfortable.  Use active listening skills and be open minded.

 References and Background Checks  References from past employers should always be checked – at least two, three is better.  Background checks (i.e., credit, criminal, driving, drug/alcohol) may be limited to certain positions, but should be consistent for those positions.  There are specific authorization forms and/or summaries of rights required for background checks.

 Background Checks  You should also make sure the candidate’s understand that the position is contingent upon satisfactory completion of the applicable background and/or reference checks.

 Verification and Reference Checks  Should you receive a request for employment verification or a reference check on a former employee, dates of employment and title information will only be provided. Further information will not be provided without a signed authorization.

 Offers  Employment offers can be made verbally and in writing.  The hiring manager should make the offer verbally in person or over the phone.

 Paperwork  Ensure all relevant hiring paperwork for new employees is completed to be added to the employee’s personnel file.

 Employee should be allowed to choose which document he/she presents as long as it meets the requirements of the I-9 form.  Company representative must sign the form certifying they have examined the documents and complete Section 2 of the form.

 If an employee does not provide acceptable documents or an application for document within 3 days of their date of employment, their employment must be terminated.  If they provide a copy of an application for a document, they have 90 days to provide the original document.

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HO18 Common mistakes: Not signed or dated No or multiple boxes checked in Section 1 Section 1 expiration date missing when applicable Too many/few documents recorded under Lists A-C Date of hire in Certification section missing

HO18  Employee Must: Make changes directly to the form in Section 1 Cross out incorrect information, if applicable Fill in correct information Initial and date the change

HO23 3 Potential Results:  Employment Authorized = Employee’s Information Matched  Tentative Non Confirmation (TNC Letter) =Employer and E-Verify information don’t match  Employer must:  Notify employee  Provide written instructions  Allow employee to contest the finding  Sign the notice of Tentative Nonconfirmation  Do not take adverse action  Rerun E-Verify inquiry  Employee must:  Sign the notice of Tentative Nonconfirmation  Contact the appropriate agency within eight federal government workdays  Final Nonconfirmation = Employee may be terminated

CONTINUING EDUCATION PROGRAM DEVELOPED BY: 33 Contact Us Richard Curtis President, Auction Academy (615) Jiles Wanna Administrator, Auction Academy (615)