1. The Basics of Hiring Student Employees The basic steps for hiring a student employee are as follows: This section of the tutorial will walk you through Step 4: Conduct interviews. The sub-steps are: 1.Determine the qualities you are looking for in a student employee. 2.Formulate questions for the interview based on the qualities you seek and the job requirements. Step 1 Determine your department’s needs and budget. Step 2 “Post” your job opening. Step 3 Research eligibility of applicants in Banner. Step 4 Select the student you want to hire & submit a “Student Worker Request.” Step 5 Check for work approval using the Banner system (job set-up on RJASEAR). Step 6 Make sure the student completes, or has completed, an I9 form and a W4 form. Step 7 “Close” the job opening. Notify applicants not selected of hiring decision (Job Closure form). Conduct Interviews. Step 8 Step 4

2. The Basics of Hiring Student Employees Plan for this interview as you would an interview of a full-time staff member. Determine what qualities you are looking for and formulate questions around those. Use the job description for this position to help you generate interview questions that will indicate whether or not a particular student is up to the challenge of the position. Skills required: motivated, self-starter computer software knowledge Questions you might want to ask: “Tell me about a time when you had to work independently with little supervision.” “Tell me about the various software packages you have used before.” Feel free to interview several candidates that meet your qualifications. You do not have to hire the first person that inquires about your job. You should hire the most qualified person for your job. Step 4

3. The Basics of Hiring Student Employees Hint: You may want to include others in the interview process. A good fit for you personally may not necessarily be a good fit for the whole team. The purpose of an interview question is to help you predict whether or not a particular student will perform well as an employee. One good predictor of future performance is past performance. Try to ask some open-ended questions that get the students to tell about their past work-related experience. Try to avoid hypothetical or leading questions. How would you handle an angry caller? Tell me about a time when you had to deal with an angry caller. What software programs do you know? Tell me about the kind of projects you have done using Excel. Are you good at organizing?Tell me about a time when you had to organize something fairly complicated and get it done by a deadline. Instead of…Try this… Step 4

4. The Basics of Hiring Student Employees Keep it legal. Student employees are the same as regular Baylor employees- they just happen to be students. You may not discriminate on the basis of age, sex, race, disability, color or national origin. “We need a guy for this job- there’s lots of heavy lifting.” This is discrimination. Don’t hesitate to interview women for jobs that might stereotypically fit males or vice versa. Instead, ask behavioral questions to determine the most qualified applicant. Example: This job requires frequent lifting and moving of boxes weighing up to 50 pounds. Would you be able and willing to meet that requirement? Step 4

5. The Basics of Hiring Student Employees The interview process is a great time to set expectations for the job. As the student employee for our office I would expect you to: report to work on time. call if you are going to be late. call if you will be unable to come in at all. wear modest clothing according to our office dress code. report to me before you leave work. Hint: Making expectations clear even before an offer has been extended will enable you to manage your student employee better over the semester. Step 4

6. The Basics of Hiring Student Employees Multiple choice: Which is the better interview question? A.Do you know how to type? B.Tell me about a time when you had to compile a report with accuracy and attention to detail? Review Question Step 4

7. The Basics of Hiring Student Employees Review Question The correct answer is B. Past performance is a good indicator of future performance. Asking open-ended questions about an applicant’s past work experiences will help you determine if he/she will be a good fit for the job. Answer Multiple choice: Which is the better interview question? A.Do you know how to type? B. Tell me about a time when you had to compile a report with accuracy and attention to detail? Step 4

8. The Basics of Hiring Student Employees True or false? My job requires boxes being moved on a regular basis. It’s okay if I only interview male students for the job. Review Question Step 4

9. The Basics of Hiring Student Employees True or false? My job requires boxes being moved on a regular basis. It’s okay if I only interview male students for the job. Review Question False. By only interviewing male students for this job you would be actively discriminating against female students. Keep it legal. Interview any qualified applicant and pick the one that is most qualified to handle the responsibilities of the job. Answer Step 4

10. The Basics of Hiring Student Employees True or false? You can depend on most Baylor students to be hard workers and a good fit for most jobs. Usually you are safe hiring the first student who applies for your position. Review Question Step 4

11. The Basics of Hiring Student Employees True or false? You can depend on most Baylor students to be hard workers and a good fit for most jobs. Usually you are safe hiring the first student who applies for your position. Review Question False. While many Baylor students are hard workers, not everyone is a good fit for certain jobs. There are many students seeking work-study employment, so interview several qualified students to find the one that’s ideal for your job and work environment. Answer Step 4

12. The Basics of Hiring Student Employees End of Section. Click to return to the main menu. Step 4