Staffing Experience

Organizational success depends on having the right amount of employees with the right competencies at the right time. Eric Hiller is experienced in Workforce Planning, Recruiting, Screening, Interviewing, and On Boarding.

Workforce Planning

Experienced in Workforce Planning includes assessments, budgeting, job descriptions, tracking, and analyzing. This provides companies with a framework for making staffing decisions based on the company’s mission, strategic plan, budgetary resources, and desired workforce competencies.

Workforce Skills Analysis collects information describing successful job performance. Job analysis focuses on tasks, responsibilities, knowledge and skill requirements as well as other criteria that contribute to successful job performance.

Supply Analysis focuses on analyzing staff demographics and identifying employment trends. Competency analysis provides baseline data on the existing organization and present staff. Trend analysis provides both descriptive and forecasting models describing how turnover will affect the workforce.

Demand Analysis deals with future activities and workloads, and describing the competency set needed by the workforce of the future. Demand analysis must take into account workforce changes driven by changing workload, responsibilities, and changing work processes. Technology will continue to have an impact on how work is performed and must be considered in the demand analysis process.

Finally, Workforce Planning requires the preparation of plans for building the workforce needed in the future; and an evaluation process to assure that the workforce competency model remains valid and that objectives are being met.

Recruiting

Experienced in creating recruiting materials and advertising job openings both internally and externally through media, agencies, schools, job fairs, referrals, and networking.

Media Advertising

Created and placed both text and display ads in newspapers, trade publications, internet job sites, company websites, and direct mail campaigns. Tracked cost to hire and maintained budget parameters for all media types. Response tracking for each ad included ratios of interviews scheduled, interviews showed, offers made, offers accepted, new hire showed, and length of employment.

Networking

Created materials and a process for networking into similar industries for the purpose of attracting experienced talent. Attended local network groups, professional meetings, trade shows, and other venues to meet potential applicants and present them with recruiting materials. Combined this strategy with the below mentioned Employee Referral program to multiply market penetration into the available applicant pool.

Employee Referrals

Created an employee referral program that rewarded current employees for finding qualified applicants. Designed presentation materials and developed a cost effective compensation model. Most of the financial incentive was paid not at hire, but at certain calendar or performance milestones of the new employee’s career. This led to a naturally increased commitment on the part of the referring employee to mentor and support the new employee, thereby decreasing attrition.

Internal Job Postings

Current employees are an important applicant pool for job vacancies in an organization. Created and maintained a system for publicizing job openings through company email, intranet, common area postings, departmental presentations, and added job openings as a permanent agenda item to all meetings, orientations, and training sessions.

Educational Institutions

Developed and maintained relationships with placement officers and career guidance counselors of universities, colleges, vocational, technical, and high schools. Maintained public area posting, placement opportunity listings, and attended job fairs. Maintaining a good relationship with the placement specialist was the most productive strategy. This generated more candidate referrals than posting alone.

Job Fairs

Created materials for and attended job fairs sponsored by schools, placement firms, and employment media publishers. Negotiated contracts and tracked cost to hire and retention.

Walk-Ins

Created a process and materials to capture potential applicants from walk-ins, including clients, vendors, and visitors. Process included a stand-alone kiosk type announcement and application area, as well as basic training and materials for front desk and receptionist staff. Walk-ins provide an excellent public relations opportunity because well-treated applicants are likely to inform others.

Private Employment Agencies

Created RFPs and analyzed bids for outsourced recruiting. Negotiated contracts and tracked cost per hire. Experienced working with many types of search firms, from staffing companies to executive headhunters.

Government Agencies

Experienced working with state employment services and unemployment offices. Worked with government staff to provide guidance for pre-screening and testing of job candidates at zero cost to the company.

Interviewing and Screening

Experience in screening includes reviewing resumes, conducting interviews, background checks, skills testing, compensation negotiations, and offer presentations.

Interviewing

Today’s applicants are more interview-savvy then ever. Getting to the truth and discovering the real person behind the interview mask is crucial to successful staffing. If listening is the most important task of the interviewer, then getting the candidate to speak is the mandatory pre-requisite of a successful interview. Eric Hiller is proficient in many different forms of interviewing techniques, including, but not limited to:

Relational: By identifying and discussing commonalities between the candidate and interviewer, the interviewer can help relieve some of the candidate’s baseline anxiety about the interview. As the candidate becomes more comfortable with the interviewer, and more relaxed, they are more apt to share their honest opinions and feelings.
Hypothetical Questions: Designed to gauge the candidates reaction to situations they’ve not experienced in the past. For instance, a candidate for an entry-level supervisor position might be asked how she would deal with a subordinate who was late three days in a row.
Behavioral Questions: The candidate is asked about her behavior in an actual past situation. For example, a candidate for a call center position might be asked, "Tell me about a time you were speaking with an irate person, and how you turned the situation around." Past behavior is a good predictor of future actions.
Stress Questions: The opposite of the Relational technique. The interviewer makes the applicant uncomfortable by asking a series of stressful questions. The purpose is twofold. First, to identify a candidate’s stress tolerance. Second, many candidates, when stressed, abandon their rehearsed answers and resort to more emotionally honest answers.
The Take Away: Eric Hiller will only discuss this technique in person.

Background Checks

Utilized both outsource background checking services and in-house resources. Federal and state laws require that background checks be conducted for certain jobs. But even without a legal requirement, background checks are becoming increasingly important. Negligent hiring lawsuits are on the rise. If an employee's actions hurt someone, the employer may be liable.

Skills Testing

Created, administered, and evaluated skills tests for sales, customer service, and leadership positions. Analyzed test results as they relate to job performance and longevity.

Onboarding

Experienced with all aspects of bringing new hires up to speed as quickly as possible.

Paperwork

Different types of hires require different types of paperwork and documentation. Experience includes full time, part time, non-disclosure agreements (NDAs), non-compete agreements, as well as documents for contract workers and outside consultants.

Orientation

Getting new hires up to speed means more than just showing them the bathroom and coffee maker. New hire orientation materials include written manuals, videos, and live presentations.

Functions and Sectors

Eric Hiller has recruited, interviewed, and hired staff for many different levels and industries.

Job functions include: leadership and management, inside and outside sales, information technology, legal, marketing, customer service, human resources, administrative, support, and clerical.

Industries and sectors served include: Financial, Real Estate, Retail, Non-Profit, Software Programming and Development, Internet and Website Development, Shipping and Receiving, Warehousing, Fund Raising, and Lobbying.

Position levels include: Senior Executives, Directors, Managers, Supervisors, Leads, and general staff.

Staffing Samples

View all available samples of Staffing experience including Workforce Planning, Recruiting, Interviewing, Screening, Analysis, and much more.

Click here to view samples

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