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| Volume 17, Issue 1 | Spring 2005 |
Cutting Edge Transit: The Hiring Process Gary HeglandSmall Urban & Rural Transit Center Do you take short cuts in your hiring process, my only advice is DON'T! Tim Zejdlik from Job Service ND has developed a 10-step hiring guide. This article simply lists the steps; please go to the manual and judge for yourself if your hiring process is above average in quality (www.jobsnd.com/news/news.detail.html?newsId=5000&locationId=2). If you decide you want a published hard copy please contact myself or any Job Service in North Dakota. Step 1. Study and know about employment laws that affect the selection process. There are nine federal and four state laws for North Dakota. For South Dakota employers, the South Dakota Career Center recommends this website: www.state.sd.us/dol/?navid=408 . Step 2. Conduct a position analysis. Learn everything possible about the job (processes, performance factors, working conditions, etc.) to determine what the essential functions are and what is required in terms of knowledge, skills and personal traits (abilities) to perform the position's duties satisfactorily. Step 3. Prepare and issue a vacancy announcement. This should include all essential information such as position title, regular or temporary, name of supervisor, compensation, purpose of position, narrative description of position, responsibilities and duties, minimum and preferred qualification. Step 4. Prepare application-screening criteria. If an interview is necessary to conduct an initial screening of applicants, prepare questions and screening criteria. Step 5. Screen applications and, if necessary, conduct initial screening interview based on established criteria in Step 4. Select the top-ranking individuals for interviewing (three to five). Step 6. Conduct interviews based on established criteria in Step 4. Be aware of what types of questions are not allowed in an interview and be careful, making only promises you intend to fulfill. Step 7. Make your selection decision and conduct reference checks on your choice. Do not select someone who does not meet your minimum qualifications. Your employees are your company/organization, so choose them with diligence. Step 8. Desired and realized benefits from a good orientation for new employees include:
Step 9. Application of veteran preference, know how applicants must apply and who meets the qualifications. Step 10. Probationary period customarily runs from 3 to 6 months. This is for you and your new employee to decide if this job is a good match. Congratulations Bruce for CTPA CertificationBruce Fuchs, Public Transit Programs Manager, North Dakota Department of Transportation (NDDOT), Bismarck, ND, was designated as a Certified Transit Program Administrator (CTPA) by the Community Transportation Association of America (CTAA). The Certified Transit Program Administrator Program recognizes state-level transit agency personnel for specific skills they have acquired through experience, education and professional development and a passing score on the certification exam. Bruce, through years of dedicated public service, has demonstrated proficiency in human resources, finance, operations, development and administration of transit programs. Two years in the making, this program is the first of its kind in the community transit industry. The program marks a giant step forward in the professionalism of the community transit. Community transportation is an essential public service without which millions of Americans would be shut off from the mainstream of community life. Certified transit program administrators play a vital role in making transportation more accessible, affordable and available. CTAA is a national, professional membership association for more than 4,000 organizations and individuals committed to removing barriers to isolation and to improving mobility for all people. Its headquarters is located in Washington, DC.
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