Title -- Copyright -- Contents -- Preface -- Acknowledgments -- Introduction: Making the Case -- Human Resource Self-Assessment -- Calculating The Cost Of Employee Turnover -- The Cycles Of Satisfaction -- The Cycle Of Employment -- The Recruitment Funnel -- PART 1. PREEMPLOYMENT/RECRUITMENT -- Chapter 1: Preliminary Tools -- WHY WORK HERE? -- THE RECRUITMENT BROCHURE -- JOB DESCRIPTIONS (AKA "SUCCESS PROFILES") -- Chapter 2: Recruitment -- CREATIVE SOURCING STRATEGIES -- Active versus Passive Candidates -- Intensive versus Continuous Recruitment -- Cards for Everyone! -- Bird Dogs for Everyone! -- Boomerangs -- Vendors -- Your Web Site -- Newspaper Ads -- Trade Publications -- Vocational and Trade Schools -- High School Career Days -- Job Fairs and Conventions -- Moonlighters/Hobbyists -- Retired/Older Workers -- Retiring/Exiting Military Personnel -- Competitors -- Employment Agencies (Contingency versus Retainer) -- New Hires -- Other Industries (Transferable Skills) -- Bankruptcies, Shutdowns, Cutbacks -- Internet Job Boards -- Jailbirds (Ex-Cons) -- Your Employment Application -- Your Own Candidate Files (Continuous versus Intensive Recruiting) -- EMPLOYEE REFERRAL PROGRAMS (aka BIRD DOGS) -- Employee Referral Bonus Program (Sample) -- Procedures -- Employee Responsibility -- Human Resources Responsibility -- Payroll Responsibility -- SAMPLE HIRING PROCESS AND FLOWCHART -- Requirements -- Procedures -- Human Resources Responsibility -- EQUAL EMPLOYMENT OPPORTUNITY COMMISSION (EEOC) EEO-1 SURVEY -- What Is the EEO-1 Report? -- Who Is Required to File the EEO-1 Report? -- When Must the EEO-1 Report Be Filed? -- Who Files the Standard Form 100 -- EEOC APPLICANT DATA RECORD -- Chapter 3: The Interview Processxy -- PREPARING FOR THE INTERVIEW -- CANDIDATE INTERVIEW WORKSHEET -- BEHAVIORAL INTERVIEWING GUIDE -- Chapter 4: Conducting the Interview.

BEST PRACTICES IN CONDUCTING THE INTERVIEW -- Ensure that the Environment Is Conducive to an Effective Interview -- Manage the Candidate's Expectations -- Ask the First Question -- 80/20 Rule -- Use Open-Ended Questions, Clarifying Questions, and Silence -- Take Notes -- LEGALITIES OF INTERVIEWING -- Never Ask Illegal Questions, and Avoid Inappropriate Ones -- What Not to Ask -- The Not-so-Obvious Illegal Questions That Can Cause Major Problems -- Legal Questions - What You Can Ask About and When It Is Legal to Do So -- GUT WRENCHERS: -- INTERVIEW QUESTIONS BY CATEGORY -- Self-Assessment -- Work History -- Education and Training -- Goals and Aspirations -- Skills Matching -- Analytical/Problem Solving -- Teamwork -- Flexibility -- Verbal Communication -- Written Communication -- Organization and Planning -- Manageability -- Creativity -- Motivation -- General Questions -- Clarifying Questions -- Clerical Interview Questions -- Management Interview Questions -- THE FIVE MOST COMMON INTERVIEWER ERRORS -- 1. Halo or Horns -- 2. Contrast Error -- 3. The "Just Like Me!" Syndrome -- 4. 80/20 Rule -- 5. Primacy/Recency -- RED FLAGS AND WARNING SIGNS -- INTERVIEWING THE INTERVIEWER -- Why Is the Position Vacant? -- What Do You See as the Biggest Challenge Facing Whoever Is in This Position in the Next Year? -- What Will Be Different a Year From Now if the Person in This Job Is Successful? -- How Would You Describe Your Organization's Culture? -- Chapter 5: Assessment -- MATCHING PEOPLE TO JOBS-BEHAVIORAL ASSESSMENT -- Hire Hard, Manage Easy -- Hire Slow, Fire Fast -- Hire for Style, Train for Skills -- USING THE CANDIDATE ASSESSMENT FORM -- Candidate Assessment Form -- Chapter 6: Reference Checking -- NEGLIGENT HIRING-WHAT IS IT? -- REFERENCE CHECK PROCESS -- REFERENCE CHECK QUESTIONS -- Basic Reference Check Sample Questions.

Additional Reference Check Sample Questions for Management-Level Employees -- Chapter 7: Drug Testing -- INFORMATION ON DRUG TESTING IN THE WORKPLACE -- Federal Law -- State Laws -- KINDS OF DRUG TESTING -- Employment Contingent on Successful Drug Test -- Random Drug Test -- For Cause - Reasonable Suspicion Testing -- Department of Transportation and Drug Testing -- Chapter 8: Immigration -- I-9 FORM-EMPLOYMENT ELIGIBILITY VERIFICATION -- TYPES OF U.S. VISAS -- (B-1) Visa Waiver Program -- (F-1) Practical Training -- H-1B Visa Requirements -- H-1B Process -- Issues With H-1B: -- H-1B Alternatives -- L-1 Visa (Intracompany Transfers) -- Green Card Process -- I-140 Immigrant Visa Petition -- Form I-485, Adjustment of Status -- Chapter 9: Benefits -- STANDARD BENEFITS PACKAGES -- Health Benefits -- 401(k) and Savings Benefits -- Extra Benefits and Perks -- OFFERING HEALTH INSURANCE PLANS IS A COMPETITIVE ADVANTAGE -- KINDS OF HEALTH INSURANCE -- Health Maintenance Organization -- Preferred Provider Organization -- Traditional Indemnity Plans, or Fee for Service -- HOW TO CHOOSE A MANAGED-CARE PLAN FOR YOUR COMPANY -- Comparing Insurance Options -- Affordability of Coverage -- Scope of Coverage -- Quality of Coverage -- OBTAINING HEALTH INSURANCE FOR YOUR EMPLOYEES -- EMPLOYER-SPONSORED RETIREMENT PLANS -- 401(k) -- SIMPLE IRA -- Profit-Sharing Plan -- Money-Purchase Plan -- SEP IRA -- Keogh Plan -- PAID TIME OFF (PTO) OR VACATION-WHICH IS RIGHT FOR YOU? -- VACATION POLICIES -- Example -- Vacation Pay -- Scheduling Vacations -- Plantwide Shutdown -- Holiday or Illness During Vacation -- Termination and Vacation Pay -- Vacation Accrual Methods -- OTHER TIME OFF AND LEAVES -- SAMPLE POLICY -- Definitions -- Holidays -- Suggested Recognized Holidays -- PART 2. POSTEMPLOYMENT -- Chapter 10: New-Employee Orientation (aka On-Boarding).

CONDITIONS NECESSARY FOR SUCCESS -- SUGGESTED ITEMS TO COVER DURING ORIENTATION -- TOURING YOUR ORGANIZATION -- MAKE A NEW EMPLOYEE'S FIRST DAY GO SMOOTHLY -- NEW EMPLOYEE PAPERWORK -- Chapter 11: Employee Handbooks -- TWO VERSIONS FOR TWO DIFFERENT PURPOSES -- Chapter 12: Federal Labor Laws -- EMPLOYMENT CLASSIFICATIONS -- Nonexempt and Exempt Employees -- Full-Time Employees -- Part-Time Employees -- Temporary Employees -- FEDERAL LABOR LAWS BY NUMBER OF EMPLOYEES -- 1 - 14 Employees -- With 11 - 14 Employees, Add -- With 15 - 19 Employees, Add -- With 20 - 49 Employees, Add -- With 50 or More Employees, Add -- With 100 or More Employees, Add -- Federal Contractors, Add -- MOST PERTINENT LAWS DEFINED -- Employee Files -- ERISA -- Equal Pay Act -- Fair Labor Standards Act -- 1099 Independent Contractor Review -- Immigration Reform and Control Act -- National Labor Relations Act -- Occupational Safety and Health Act -- Americans with Disabilities Act -- Age Discrimination in Employment Act -- COBRA -- Family and Medical Leave Act -- EEO-1 -- Vietnam-Era Veterans' Readjustment Assistance Act -- Worker Adjustment and Retraining Notification Act (WARN) -- Drug-Free Workplace Act -- Davis-Bacon Act -- Copeland Act -- Walsh-Healey Public Contracts Act -- McNamara-O'Hara Service Contract Act -- Chapter 13: Performance Management -- PERFORMANCE REVIEW AND DEVELOPMENT -- EMPLOYEE PERCEPTION SURVEYS -- Phases of Continuous Improvement: Where Are We? -- Employee Survey Instructions -- Employee Survey Purpose -- Administration Guidelines -- Analyzing and Sharing Survey Results -- EMPLOYEE RETENTION TOOLKIT -- Chapter 14: Discipline, Termination, Reductions in Force, and Exit Procedures -- PROGRESSIVE DISCIPLINE -- What Is Progressive Discipline? -- Warning Notices -- A Word About Verbal Counseling and Final Warnings -- Suspension -- Union Representation.

Tips for Successful Discipline -- REDUCTIONS IN FORCE, THE WARN ACT, AND COBRA -- Reduction in Force -- Worker Adjustment and Retraining Notification Act -- The Consolidated Omnibus Budget Reconciliation Act -- Plan Coverage -- Qualified Beneficiaries -- Qualifying Events -- EXIT PROCEDURES -- The Exit Interview -- Negative Turnover -- Positive Turnover -- Exit Interview Questionnaire 1: Voluntary Quit -- Exit Interview Questionnaire 2: Voluntary Quit -- Termination Letter -- PART 3. LEADERSHIP AND ACTION PLANNING: TURNING INTENTIONS INTO ACTIONS -- Chapter 15: Transforming Your Management Team Into a Leadership Team -- TOP 10 GUIDELINES FOR CONDUCTING EFFECTIVE LEADERSHIP TEAM MEETINGS -- HR ACTION PLAN -- HR STRATEGIC ACTION PLAN (DETAILED) -- Conclusion -- Index -- About the Authors.