Document 6584070

Resources available from Career Services

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Resume and cover letter building and critiques
Online Tutorials








Resume, Cover Letter, Interviewing, Job Search Strategies
Mock interviews and interview coaching
Network development
Career fairs on campus exclusively for SVSU students to
network with potential employers
Internship/Co-op advising
Job search strategies
Developing personal brand
On-campus student employment
www.svsu.edu/careers
OVERVIEW
Developing a job description
 EEOC / MCRC
 Evaluating candidates
 Recent legal decisions/interpretations
 Practical exercises
 Wrap-up discussion

www.svsu.edu/careers
DEVELOPING A JOB DESCRIPTION

Why is it important?
Job functions
 Performance evaluations
 Getting the right candidate
 Anti-discrimination
 EEO


Cost of a “poor hire” is…?
www.svsu.edu/careers
JOB DESCRIPTION COMPONENTS
Job Title
 Employment Status

Salary, hourly
 FLSA Exempt, etc.

Summary (description)
 Qualifications


“With or without reasonable accommodations”
Make sure your Qualifications fit the job
description and summary!
www.svsu.edu/careers
Job Qualification Elements
– key elements to determine
job qualifications
 KSAs
 Knowledge:
body of information
necessary for task performance
 Skills: level of proficiency
needed for task performance
 Abilities: capabilities necessary
to perform the job
www.svsu.edu/careers
KEY LEGISLATION FOR EEOC JURISDICTION
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EEOC = Equal Employment Opportunity Commission
Title VII (Civil Rights Act of 1964)
The Equal Pay Act
The Americans with Disabilities Act (ADA)
The Age Discrimination in Employment Act (ADEA)
The Genetic Information Nondiscrimination Act
(GINA)
www.svsu.edu/careers
KEY LEGISLATION FOR MCRC JURISDICTION


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MCRC = Michigan Civil Rights Commission
Michigan Department of Civil Rights (MDCR)
Enforcement of two state laws:
 Elliott-Larsen Civil Rights Act (ELCRA)
 Persons with Disabilities Civil Rights Act
(PWDCRA)
www.svsu.edu/careers
EQUAL EMPLOYMENT OPPORTUNITY

Employment decisions may not be based on:
• Race / Color
• Age
• Gender
• Military/veteran status
• Ethnicity
• Disability status
• Religion
• Genetic information
Referred to as “protected classes”
 Employment decisions include:


Hiring, work assignments, compensation,
promotions, terminations
www.svsu.edu/careers
ADDITIONAL FEDERAL LEGISLATION

Uniform Guidelines on Employee Selection
Procedure

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Internet applications
Executive Order 11246 (EO 11246)

Affirmative Action plans for Federal Contractors
Vietnam Era Veterans Readjustment
Assistance Act (VEVRAA)
 Uniformed Services Employment and
Reemployment Rights Act (USERRA)
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www.svsu.edu/careers
CATEGORIES OF DISCRIMINATION
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Disparate Treatment
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Protected classes are intentionally handled
differently from other employees or are
evaluated by different standards
Disparate Impact (aka Adverse Impact)

Occurs when rules applied to all employees
(candidates) have a different or larger effect
on a protected class
www.svsu.edu/careers
RECOGNIZING DISCRIMINATION
DISPARATE TREATMENT
 Direct discrimination
 Unequal treatment
 Intentional
 Prejudiced actions
 Different standards
DISPARATE IMPACT
 Indirect discrimination
 Unequal consequences
or results
 Usually unintentional
 Neutral actions
 Same standards; different
consequences
www.svsu.edu/careers
DISCRIMINATION EXAMPLES
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“All candidates must have a bachelor’s
degree.”
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“I prefer hire males because they are less
likely to take time off for family.”
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Disparate Impact (discussion)
Disparate Treatment
“White males under the age of 40 won’t
get this position.”

???
www.svsu.edu/careers
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BFOQs
Bona fide occupational qualification
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Title VII – BFOQ if “reasonably necessary to the
normal operations of the business or enterprise.”
Carefully scrutinized by the courts
Example: Undergarment models
www.svsu.edu/careers
Practical Examples
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EEOC v. Abercrombie and Fitch
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April 2013
Applicant wore a hijab to an interview
Hijabs inconsistent with “Abercrombie look.”
http://www.eeoc.gov/eeoc/newsroom/release/7-1511a.cfm
EEOC v. Hollister (hypothetical)
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Not filed, but could it?
“Hollister all about the appearance”
http://www.valleyvanguardonline.com/?p=4045
www.svsu.edu/careers
ENFORCEMENT STATISTICS
Source: Masud Law Group
VSHRM Presentation 9/10/13
A. The EEOC
99,412 charges of discrimination
The EEOC filed a total of 122 lawsuits, 26
alleging systemic discrimination
Collected more than $365.4 million from
employers
B. The MDCR
Staffed at 118 full time employees
Budget of $12,778,700
1445 charges of employment
discrimination
$2.28 million in settlements involving alleged
discrimination
HOT TOPICS IN ENFORCEMENT
Source: Masud Law Group
VSHRM Presentation 9/10/13
1. EEOC Strategic Enforcement Plan for Fiscal Years 2012 to
2016
a. Eliminating Barriers in Recruitment and Hiring
b. Protecting Immigrant, Migrant and Other Vulnerable
Workers
c. Addressing Emerging and Developing
Issues
d. Enforcing Equal Pay Laws
e. Preserving Access to the Legal System
f. Preventing Harassment Through
Systemic Enforcement and Targeted
Outreach
Beware the “Purple Squirrel”
Urban dictionary definiton:
“metaphor used by recruiters to
identify the unrealistic
expectations of a company.”

Job Title: “Graphic Designer”
Screening:
-3.0 GPA
-Graphic Design Majors
-Seniors
Eliminated: BFA, PTW, Marketing, Art,
Communication & Digital Design,
Graduate students, Alumni
www.svsu.edu/careers
EDUCATION
Bachelor of Arts in Communication
Second Major: Spanish
Saginaw Valley State University, University Center, MI
GPA: 3.7
Do you think this person
would qualify to do
“Graphic Designer” work?
RELEVANT EXPERIENCE
Marketing/Graphic Design Intern
Charlotte Checkers, Charlotte, NC
Created flyers and mailers to advertise upcoming events using Adobe Photoshop and
Quark
Wrote the Checkers Kids Club Summer Newsletter and designed a new template
Cut out and edited photos in Adobe Photoshop for new version of Charlotte Checkers
website
COMPUTER SKILLS
Graphic Design: Adobe Creative Suite (Photoshop Illustrator, InDesign, Fireworks)
Multimedia / Video Applicantions: Adobe Premier; Final Cut Express; Macromedia
Flash
Operating Systems: Windows 1995-XP; Macintosh OS X
www.svsu.edu/careers
www.svsu.edu/careers
Overall Search Process

Key word?
 Consistency
• Resumes / cover letters going to the next round
have similar qualifications
• Hire my cousin – hardest worker you’ll have!
• Use Rubrics
• All applicants asked same questions &
conducted in the same manner
• Telephone vs. Skype vs. in-person interviews

Discussion item – E-portfolios / LinkedIn /
Facebook / are there EOE issues?
www.svsu.edu/careers
Job ID: 18752
Job Title: Business Systems Administrative Assistant Employer: ATI Group Contact: Sherri West
Position Type: Career/Degreed 0-5 yrs experience, Career/Degreed 5+ yrs experience, Full Time
Description Reports To: Business Systems Manager Employees reporting To: None
Primary Function:
Assist the Business Systems Manager with the company financial programs including General Ledger, Payroll,
Accounts Payable, Accounts Receivable, Insurance and Retirements plans.
Areas of Responsibility and Accountability
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Accounts Payable:
Assist Business Systems Manager to reconcile vendor invoices to jobs & Purchase orders. Learn how to enter information into the
company accounting program and generate checks for payment. Make copies & mail payments when due.
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Accounts Receivable:
Assist Business Systems Manager and learn to enter cash receipts into accounting program and reconcile receipts at month end.
Pull customer invoice from file, attach check stub & file in Paid accounts file. Fill out deposit slip and make bank deposit daily when
Manager is out of office.
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Payroll:
Learn to set up and maintain employee payroll files in accounting system. Input hours from weekly timesheets for payroll generation.
Be able to call in direct deposit by the stipulated time to ensure that funds are in employee’s accounts on time and call in tax
information, generate & mail child support & 401k & union contribution checks when Manager is out of office. Generate layoff checks
as required. Learn to track and balance Union & 401k contributions.
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Service Billing:
Know how to Generate & mail monthly contract billings as a backup for Manager. Process work order billings weekly as directed by
Manager. Generate SCJ billings weekly and maintain spreadsheet. Learn how to enter & track Dow CPAY weekly billings as needed.
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Account Reconciliation and Reporting:
Be trained to do the following as a backup for Manager: pull required reports daily, weekly & monthly for review or reconciliation.
Balance checking accounts. Perform Month End procedures to close out all accounts monthly.
Qualifications: Bachelor's degree in business or related field.
Cardinal Career
Network
www.svsu.edu/careers
Cardinal Career Network Activity Summary (17 JUN 12 – 05 MAY 13)
Total Employers
3,489 (+33%)
New Employers*
574
Total Contacts
5,937 (+15%)
New Contacts*
1,156
Total External Jobs Posted*
4,298 (+39%)
Unique Student/Alumni Logins*
7,035 (+14%)
Total External Job Views*
256,774
Total # of resumes submitted by students and alumni for vacancies
35,754
www.svsu.edu/careers
2012-2013 Jobs by Position Type
Frequency
1,937
Percent
45.1%
1,127
26.2%
155
3.6%
2,533
58.9%
Internship / Externship
356
8.3%
On-Campus Student Employment
248
5.8%
Part Time
932
21.7%
Seasonal / Temporary
236
5.5%
36
0.8%
Career/Degreed 0-5 yrs experience
Career/Degreed 5+ yrs experience
Co-op
Full Time
Volunteer
*Jobs posted between 6/17/12-5/6/13
#Unique jobs posted = 4,298
www.svsu.edu/careers
Cardinal Career Network Tips
Login at http://www.svsu.edu/careers
 Cardinal Job Postings
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Recruited / posted exclusively for SVSU
NACElink Extended Job Search
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National Association of Colleges & Employers
Create Job Search Agents
 Personalize resumes/cover letters for
positions that accept them in CCN
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www.svsu.edu/careers
Winning Résumés
www.svsu.edu/careers
What is the purpose of a resume?
www.svsu.edu/careers
Value Proposition
 What
will you bring to the
organization?
 Do you have the skills necessary
to do the work?
 Do you have the experience that
the organization desires?
www.svsu.edu/careers
Importance of Effective Bullet Statements
 “A picture is worth 1,000 words”
 Paint a picture in the employer’s mind
 Statements should be clear, concise and
detailed
 “Presented to a group of students” vs.
“Presented to a group of 35 college
freshmen”
www.svsu.edu/careers
If this is like your resume, come see us!
Fry Cook
McDonald’s Restaurant
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Helped customers
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Stocked shelves
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Used cash register
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Cleaned store
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Dealt with complaints
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
Not very impressive
Tasks implied by the title
Add no value to resume
www.svsu.edu/careers
This is a little better, but still not great Crew Member
McDonald’s Restaurant
 Assisted customers in a warm and friendly manner
 Stocked shelves during down times to ensure a
professional environment
 Processed financial transactions through the cash
register in a fast and efficient manner
 Cleaned store to maintain an appealing atmosphere
to enhance customer satisfaction
www.svsu.edu/careers
“Say More with Less”
 Describe accomplishments and achievements
 Increase something good or decrease something
bad?
 Employers want individuals who will make a
difference
Crew Member
McDonald’s Restaurant
 Earned Crew Member of the Month in June 2012
for consistently providing outstanding service
www.svsu.edu/careers
Other Activities
Volunteer, Big Brothers / Big Sisters of Midland
May 2006 – Present
* Received ultimate brother award by successfully logging over 1,000 hours
of volunteer service, assisting four youths who all went on to attend college
Member, Delta Sigma Pi Business Fraternity
Sept. 2008 – Present
* Served as treasurer for an on-campus organization of over 50 members
and $10,000 in resources
Recipient, SVSU Award for Excellence Scholarship Aug. 2007 – May 2008
Marketing Project, Saginaw Valley State Tennis
Jan. 2006 – May 2006
Marketing 331 Course, Saginaw Valley State University
* Created a brochure using Adobe InDesign to advertise a series of summer
tennis fundraising tournaments generating a total ROI of more than $2,000
* Organized a bowling-event fundraiser that generated over $600 in revenue
www.svsu.edu/careers
Last words on documents…
Review, review, review!
 Career Services

964-4954
 Appointments & Workshops with staff
 SVSU Writing Center

Faculty members
 Guidelines and Tutorials available:


http://www.svsu.edu/careers
www.svsu.edu/careers
ADA & ACCOMMODATIONS
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ADA passed in 1990
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Rehabilitation Act of 1973
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First introduced by Tom Harkin
Prohibits discrimination based on physical or
mental disabilities
Employers required to provide reasonable
accommodations
15 or more employees
 Employees must file a charge (180 days/300 in MI)

www.svsu.edu/careers
REASONABLE ACCOMODATION

Case-by-case basis
Step 1: Individual asks for accommodation
Step 2: Identify the barriers to performance of essential job
functions for each individual
Step 3: Identify possible accommodations that might be
helpful in overcoming the barriers
Step 4: Assess the reasonableness of the accommodations,
including whether they are the employer’s responsibility and
whether they pose an undue hardship
Step 5: Choose the appropriate accommodation for each
individual
www.svsu.edu/careers
REASONABLE ACCOMMODATIONS?
Assigning a reader to help an applicant
who is visually impaired
 Constructing ramps or providing a
wheelchair-accessible desk
 Lowering counters or drinking fountains
 Designing alternative formats for
employee training
 Providing a telephone device for a person
who is hearing-impaired

www.svsu.edu/careers
Interview Process
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Step 1: Introductory State
 First impressions are made
 Building a rapport
Step 2: Review qualifications
 30 Second Pitch
 Focus on strengths & skills (candidate’s goal)
 Use research and establishing a good fit in their
culture (candidate’s goal)
 Give concise and thorough responses
www.svsu.edu/careers
Interview Process
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Step 3: Matching
 Does candidate fit in the corporate culture?
 Is candidate coach-able?
 Does candidate have the passion and drive to
be successful in the position?
 Interviewer should explain job in detail
Step 4: Conclusion
 Candidate asks questions and discuss selection
timeline
 Collect business cards for writing thank you
notes (good idea for candidates)
www.svsu.edu/careers
Types of Interview Questions
1. Traditional
2. Behavioral
3. Situational
4. Experiential
www.svsu.edu/careers
Traditional Questions
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Common interview questions
“Tell us a little bit about yourself.”
“Where do you see yourself in five years?”
“If you were a type of salad dressing, what
one would you be?”
 Describe yourself with 30 second pitch
 Clear, concise and thorough
 Describe thought process when necessary
www.svsu.edu/careers
Behavioral Interviewing
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Question about something that happened
Past actions are predictors of future behavior
“Describe a time when you had to work in a team
environment.”
“Tell me about a time you had to deal with a co-worker
who didn’t complete their ‘fair share’ of the workload
Be specific: “A time” is one event
www.svsu.edu/careers
Situational Interviewing
 Hypothetical circumstances
 Predictor about how you would handle an event if it
actually happened
 “What would you do if you had a dispute with a coworker?”
 “How would you handle a client who is upset with the
organization?”
 Tell a story of anecdote if one is available
www.svsu.edu/careers
Experiential Interviewing
 Experience with a certain task
 “Have you ever completed tax audits?”
 “What type of experience do you have managing
clients?”
 “Have you ever completed a marketing plan?”
 Be thorough and specific
 Elaborate upon the depth of your experience
www.svsu.edu/careers
S.T.A.R Approach

Situation
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
Task
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Share more details about the problem, challenge, or task that you
needed to address
Action
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Briefly provide a broad description of the background where your
example is taking place
Describe several possible courses of action and explain why the one
you chose was best. Give details that illustrate what you were like in
action
Result

Analyze the outcome of your action and the resolution of the situation.
Indicate whether or not you would follow the same course in the future
www.svsu.edu/careers
Steps for Managing an Interview
Interact with the entire panel
1.
Make direct eye contact with the individual asking the
question
2.
Begin by directly responding to the interviewer
3.
Make eye contact with remaining panel members as
you answer
4.
Finish response with initial interviewer
www.svsu.edu/careers
Final thoughts on interviewing
Questions must be the same for each
candidate
 Use a rubric
 Use an interview summary

OFFERS AND REGRETS
Verbal offer
 Formal offer
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
Regrets
THE EQUAL EMPLOYMENT
OPPORTUNITY COMMISSION
Source: Masud Law Group
VSHRM Presentation 9/10/13
2. Composition
a. Jacqueline A. Berrien, Chair (from NAACP)
b. Constance S. Barker, Commissioner (small business – AL)
c. Chai Feldblum, Commissioner (Law Prof @ Georgetown)
d. Victoria A. Lipnic, Commissioner (US Asst. Sec of Labor)
e. Jenny Yang, Commissioner (partner in a private firm)
THE EQUAL EMPLOYMENT
OPPORTUNITY COMMISSION
Source: Masud Law Group
VSHRM Presentation 9/10/13
3. The General Counsel
a. David Lopez, General Counsel
Oversees federal court litigation
THE MICHIGAN CIVIL RIGHTS COMMISSION
AND DEPARTMENT OF CIVIL RIGHTS
Source: Masud Law Group
VSHRM Presentation 9/10/13
1. Jurisdiction
a. The Elliott Larsen Civil Rights Act
b. The Persons With Disabilities Civil Rights Act
THE MICHIGAN CIVIL RIGHTS COMMISSION
AND DEPARTMENT OF CIVIL RIGHTS
Source: Masud Law Group
VSHRM Presentation 9/10/13
2.
Composition
a. J. Michael Zelly, Chair
Founder and President, Disability Network
b. Lisa Peeples-Hurst, Vice Chair
Certified Prevention Specialist, Berrien CHD
c. Jared Rodriguez, Secretary
President, West Michigan Policy Forum
d. Linda Gobler
President/CEO, Michigan Grocers Association
e. Deloris Hunt
Senior VP/HR, Detroit Medical Center
f. Rasha Demashkieh
Pharmacist, CVS Pharmacy
g. Agustin Arbulu
CEO, Hospice Solutions, Inc.
h. Arthur Horwitz
President, Renaissance Media (Parent of Detroit Jewish News)
3. Legal Affairs Department
ENFORCEMENT STATISTICS
Source: Masud Law Group
VSHRM Presentation 9/10/13
A. The EEOC
99,412 charges of discrimination
The EEOC filed a total of 122 lawsuits, 26
alleging systemic discrimination
Collected more than $365.4 million from
employers
B. The MDCR
Staffed at 118 full time employees
Budget of $12,778,700
1445 charges of employment
discrimination
$2.28 million in settlements involving alleged
discrimination
HOT TOPICS IN ENFORCEMENT
Source: Masud Law Group
VSHRM Presentation 9/10/13
1. EEOC Strategic Enforcement Plan for Fiscal Years 2012 to
2016
a. Eliminating Barriers in Recruitment and Hiring
b. Protecting Immigrant, Migrant and Other Vulnerable
Workers
c. Addressing Emerging and Developing
Issues
d. Enforcing Equal Pay Laws
e. Preserving Access to the Legal System
f. Preventing Harassment Through
Systemic Enforcement and Targeted
Outreach
HOW A CHARGE IS PROCESSED
A. The EEOC
1. 300 days to file a charge of discrimination with the EEOC
2. Will accept a letter as a charge if it contains sufficient information
B. THE MDCR
1. Individual may also file a charge of discrimination with the
MDCR
2. The MDCR determines that the individual’s issue is within its
jurisdiction, a civil representative will assist the individual in
drafting a formal charge
Source: Masud Law Group
VSHRM Presentation 9/10/13
FURTHER INVESTIGATION
Source: Masud Law Group
VSHRM Presentation 9/10/13
1.
2.
3.
4.
5.
6.
7.
Initially, an employer is offered mediation. The parties may
reach voluntary settlement
Absent settlement, employers are usually requested to provide
a written statement explaining their side of the story. The
position statement provides the employer with the opportunity
to present additional facts that show the real reason behind an
employment action
The applicable agency may also request additional information
(“interrogatories”)
If an employer fails/refuses to provide answers to the
interrogatories, the agency can seek a judicial subpoena
requiring disclosure
Once the investigation is complete the MDCR may choose to
litigate the matter before an Administrative Law Judge
The EEOC could file a federal lawsuit
If the EEOC decides not to sue, it will issue the individual
what is know as a “Notice of Right to Sue.” The MDCR
would dismiss the administrative charge
THE NOTICE OF RIGHT TO SUE
Source: Masud Law Group
VSHRM Presentation 9/10/13
1. To file a federal lawsuit under Title VII or the ADA, an individual
must receive a Right to Sue letter from the EEOC
2. The EEOC has 180 days to investigate a charge of discrimination
before a Right to Sue letter will issue
MEDIATION
1. Typically the offer to mediate is included when
both parties are mailed the formal charge
documents
2. Mediators do not make any decisions on the
outcome of a charge. Settlement is voluntary
and only occurs when both claimant and
respondent reach a settlement that both parties
are willing to sign
3. Claimants and respondents may have
representation at mediation including but not
limited to an attorney
4. All mediation participants must sign a
confidentiality agreement at the start of
mediation
SETTLEMENT AGREEMENT
Source: Masud Law Group
VSHRM Presentation 9/10/13
1. If the parties mediate or otherwise come to a voluntary settlement,
the EEOC/MDCR will issue a proposed settlement agreement
RECENT EEOC REGULATIONS
Source: Masud Law Group
VSHRM Presentation 9/10/13
A. Final Rule Concerning Disparate Impact and Reasonable Factor(s)
Other Than Age (RFOA)
B. Final Regulations Implementing the ADAAA
C. Final Regulations Regarding GINA
D. Consideration of Arrest and Conviction Records in Employment
Decisions Under Title VII of the Civil Rights Act of 1964
What are the “hot” career fields?

Governor’s Economic Summit (3/19/13)

Top 4 talent needs in Michigan:
•
•
•
•
IT Professionals
Skilled Workers
Project Managers
Engineers
Manufacturing is still the base of Michigan’s
economy
 Experiential learning must happen in any
career pathway

www.svsu.edu/careers
Resources available from Career Services


Resume and cover letter building and critiques
Online Tutorials








Resume, Cover Letter, Interviewing, Job Search Strategies
Mock interviews and interview coaching
Network development
Career fairs on campus exclusively for SVSU students to
network with potential employers
Internship/Co-op advising
Job search strategies
Developing personal brand
On-campus student employment
www.svsu.edu/careers
THANK YOU
[email protected]
989.964.7130
www.svsu.edu/careers
64