WI Number:

WI-00327

*WI Title:
Recruiting Process

Date Effective:
23/10/2015

Revision:
6

Content was verified for adequacy and

applicability during the periodic review on by

Additional Authors/Editors:
Organization:

Busines Functional Area:

s Unit:
COR
COR
Administration
Department:
Department Description:
5305
Human Resources
Distribution:
*BMS Requirement:
MasterActiveUsers Resource Management
References:

Originator:
Connie J Caverno

Supersedes:
4
Revision Summary:
1) The name of the work instruction was changed to
"Recruiting," instead of "Salary Recruiting" to include all
recruiting that is not covered by a collective bargaining
agreement. 2) The intent of the Interview Evaluation Form
was clarified. 3) The definition of an applicant was added.
(Applicants must apply on-line.)

Beth Noakes, Lori Baccari, Kathi Reinhart, Brian Lapp, Jason Reynolds, Amanda Polinsky, Megan Hamm,

Ownership:
Brian Lapp

Other Affected Departments:

All
Associated Forms:
Form 3272 Notes Link Interview Evaluation Form
Form 3155 Notes Link Employee Referral Form
Form 3147 Notes Link Internal Position Application Cover

Is this a safety related instruction? No

Purpose:

The purpose of this document is to define the recruiting process for Elliott employees, excluding
any recruiting process that is covered by a collective bargaining agreement.
Background:

It is Elliott's intention to hire the most qualified employees for every available position in the
organization. Human Resources (H.R.) oversees the recruiting function; however, H.R. may enlist
the services of an outside party to perform the recruiting function under H.R.'s direction. For
purposes of this work instruction, the term H.R. will be inclusive of any outside recruiting
organizations contracted to perform the recruiting function for Elliott.
1.0 Activity:
1.1

The hiring manager completes a "Create Position" request on Workday and submits it to the next person on the approval chain.
Required approvals are as follows:

All Elliott Group Global Locations - All professional salary positions included and approved in the current fiscal business plan will
require management approval up to and including the Functional and Business Unit Vice President. Positions not included in
the current fiscal business plan will require management approval up to and including the Chief Executive Officer for Elliott
Group. Professional positions would include: Management, Administrative, Technical, Engineering, Sales, Marketing, Drafting,
Finance, Information Technology, Legal, Human Resource, Customer Service, Purchasing, Production Planning, etc.

All production shop positions will require appropriate management approval via the Workday approval process.

1.2

Once all electronic approvals have been received, the hiring manager and Human Resources (H.R.) may begin recruiting for the
position.

1.3

For all global locations except Sodegaura, H.R. will create a Position Notice (mandatory for positions at Grade 28 and below; optional
for positions Grade 29 and above.)

1.4

H.R. will conduct an intake meeting with the Hiring Manager to better understand the requirements of the position.

1.5

H.R. will source candidates through various channels including, but not limited to:
Internal postings
On-line external posting services
Elliott's Career website: http://www.elliott-turbo.com/Careers
Employee Referrals (See WI-00395, Employee Referral Program Notes Link)
Review of identified high potentials & successor candidates
Review of current candidate database
Newspaper advertisements, online recruiting sources
Recruiting agencies
Recruitment fairs, campus visits, etc.
(Specific sourcing strategies will be determined based upon local practices)

1.6

Once an acceptable candidate base has been identified, H.R. will complete an initial screening to align a candidate's skills, education
and qualifications with those identified by the hiring manager. Within the U.S., Elliott adheres to all US hiring regulations as an Equal
Opportunity and an Affirmative Action Employer. Applicants are considered for positions and are evaluated without regard to mental
or physical disability, race, religion, sexual orientation, color, gender, national origin, age, marital status, military or veteran status or
any other protected local, state or federal regulations unrelated to the performance of the minimum requirements of the job.
Resumes meeting the hiring criteria will be referred to the hiring manager for review.

1.7

The hiring manager further screens the resumes referred by review of the candidate's qualifications, phone interview, etc. and
determine which candidate(s) would be invited in for an on-site interview.

1.8

EXTERNAL CANDIDATES:
An external applicant is defined as:
- One who applies for a position on-line via Elliott's website. Note: No other expressions of interest other than an on-line application
make a person a candidate for a position. Paper applications are not accepted.
- One who is qualified. If a person does not meet the minimum qualifications, they are not considered an applicant.
- One who does not later indicate a lack of interest in the position.

H.R. will set up the interview schedule with the interview team and the external candidate(s). The selected candidate(s) complete
the interview process, which includes, where legally permitted, authorizing a background check and release. The interview team,
either by panel or individual discussion, assesses the candidate's qualifications, skills and behavioral competencies in relation to the
job specific requirements. Interviewers may use an Interview Evaluation Record (Form 3272 Notes Link) to assist with evaluating
candidates.
1.9. INTERNAL CANDIDATES:
H.R. advises the hiring manager of all internal applicants who apply for the position. The Hiring Manager is responsible for setting up
interviews with the internal applicants.
- Existing employees are only eligible to apply for job postings if they have served in their current role for a minimum of two
years. They should complete the Internal Position Application, Form 3147 (Notes Link) and return it to the Human Resources
Department within two working days after the end of the posting period. Those applications received after that date will only be
considered if resumes are still being accepted.
- Existing employees interested in applying for a posted position must notify their department manager of their interest prior to
applying.
- IMPORTANT: Hiring managers must not directly approach employees who have not applied for their position without talking to
the employee's supervisor first to determine if it would be appropriate to approach that employee. The Hiring Manager should
also check with H.R. before approaching an existing employee about a position to make sure the employee has the proper
credentials to be considered. Typically, an employee should not move more than two salary grade levels at one time.
- All internal applicants should be interviewed if they meet the minimum qualifications of the position. If an internal applicant
does not meet the minimum qualifications, the hiring manager should contact the employee, thank them for their interest, and
advise them of steps they could take to become eligible for a similar position in the future.
- The interview team, either by panel or individual discussion, would assess the candidate's qualifications, skills and behavioral
competencies in relation to the job specific requirements. Team members may use Interview Evaluation Record (Form 3272
Notes Link) to assist with evaluating candidates. .
1.10 The interview team then reviews the evaluations to determine if the candidate's skill set is the right fit for the available position. If
an external candidate is selected to receive an offer, candidate reference and background checks would be completed by Human
Resources on the top candidate(s) for the position, where legally permitted. A candidate's compensation requirements would also be
verified.
1.11 Once a candidate has been selected that best fits the position requirements, the hiring manager and HR Manager would determine
an appropriate compensation and employment package to be offered to the candidate. The HR Manager presents the compensation
and benefit package to the candidate in writing. Where legally permitted, all external offers of employment are to be made
contingent to the candidate passing a physical, including drug screen. (US only: This is not required for internal offers because those
steps have already been taken, except for internal employees who are moving from hourly to salary, or salary to hourly; which
requires a complete change of employment status.) If accepted by the candidate, the H.R. Manager would coordinate an appropriate
starting date with the candidate and the hiring manager.
1.12 Once the starting date has been confirmed, the hiring manager will make all necessary arrangements to ensure successful transition
of the new hire. These arrangements would include phone service, office location, computer, determining job specific training plan,
coworker introductions, etc.
1.14 H.R. will coordinate the candidate's benefit orientation upon their arrival. The candidate will also be scheduled for the next
available orientation training.