Four Elements of Successful Hiring ©1987 – 2009 Allen E. Fishman.
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Transcript of Four Elements of Successful Hiring ©1987 – 2009 Allen E. Fishman.
![Page 1: Four Elements of Successful Hiring ©1987 – 2009 Allen E. Fishman.](https://reader035.fdocuments.net/reader035/viewer/2022062422/56649f2f5503460f94c4911d/html5/thumbnails/1.jpg)
Four Elements of Successful HiringFour Elements of Successful Hiring
©1987 – 2009 Allen E. Fishman
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Here’s Why We Have Hiring Issues
Jobs keep changing!
The workplace keeps changing!
Employee turnover costs have exploded!
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High Cost of Hiring & Firing
What was your biggest hiring mistake? How long did it take to remedy it? How much did it cost?
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Cost of Bad Hires• Advertising• Time plowing
through resumes• Hours/days in
interviewing• Time in carefully
preparing offers• Train new people• Compensation of
under-performers
• Time developing unsuitable people
• Lost productivity from poor performance
• Legal costs on firings• Morale impact from
turnover• Potential liabilities
of bad hires• Opportunity costs of
bad fits
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Four Elements of Successful HiringFour Elements of Successful Hiring
1. Recruiting for qualified candidates
2. Screening the candidates
3. Interviewing the candidates
4. Assessing the candidates
1. Recruiting for qualified candidates
2. Screening the candidates
3. Interviewing the candidates
4. Assessing the candidates
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RECRUITING FOR QUALIFIED CANDIDATES
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Beginning the Search
You need:
Job description
Key accountabilities
Job benchmarking
Interview questions
Hard skill assessment
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Job DescriptionsSeven Elements of a Complete Job Description
1. Job Title
2. Basic Function (defined)
3. Reporting Relationship (up/down/sideways)
4. Authority (defined)
5. Responsibility (defined)
6. Principle Duties (defined)
7. Standards & Measurement of Performance
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Job Description
How arethey used?
RecruitingRecruiting
InterviewingInterviewing
TrainingTraining
Performance ReviewPerformance Review
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Recruiting Knowledge of the position to be
filled and the ability to communicate it.
Where are the candidates?
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Recruiting
PrintMediaPrint
MediaInternetInternet
NetworkingNetworking Recruiters Recruiters
Your OwnWeb SiteYour OwnWeb Site
EmployeeReferralEmployeeReferral
SocialNetworks
SocialNetworks
CompanyAlumni
CompanyAlumni
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Employee Referral Recruiting Program
Let your employees know who you are looking for
Provide an award (not too little or too much)Payout over two or more months (½ &
½ or 1/3, 1/3, 1/3)
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Cast a Wide NetCast a Wide Net
Temp to perm
Recruit from competitors
Professional journals
Signs
Posters
Job fairs
Temp to perm
Recruit from competitors
Professional journals
Signs
Posters
Job fairs
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Your Web Site Keep a Line Out 24/7Your Web Site Keep a Line Out 24/7
Talent has a choice—be user friendly
Attract targets to your Web site Engage them Inform them Answer two questions:
Why should I come? Why do people stay?
Make it believable and supportable
Talent has a choice—be user friendly
Attract targets to your Web site Engage them Inform them Answer two questions:
Why should I come? Why do people stay?
Make it believable and supportable
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SCREENING THE CANDIDATES
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Resume Review Look for tenure in jobs and upward
progression in career
Look for disconnect between titles and responsibilities—often happens at smaller companies
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Selection Process Initial Screening Resume review (ranking 1-5)
1= Must see2= Strong interest 3= I have a gut feeling4= Not this position but have an interest 5= Not on my watch
Rank the top 5 resumes to pursue
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Initial Telephone Screening
During the initial screening, find out:
Why they are interested in this job
Why they left their previous job
If all the time frames on the resume are covered
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Initial ScreeningInitial ScreeningScreen for the following: Company fit?
Problem solvers, entrepreneurs, etc. Team fit?
Right qualities, personality Role fit?
Technical & leadership qualifications Use the Internet (MySpace,
Facebook), but remember you were once young too
Screen for the following: Company fit?
Problem solvers, entrepreneurs, etc. Team fit?
Right qualities, personality Role fit?
Technical & leadership qualifications Use the Internet (MySpace,
Facebook), but remember you were once young too
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Before the Interview
Consider having candidates complete an IQ test and behavior assessment, such as DISC, prior to inviting them to an on-site interview
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INTERVIEWING THE CANDIDATES
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Interviewing the Candidates
Plan for the interview
Set the agenda
Use of a Patterned Interview Guide
Listen 75%—Talk 25%
The interview close
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The Interview Ask all the candidates the same
questions
Ensure the questions are open ended (i.e., do not require yes/no responses)
Interview on an equal basis
Record your feeling as to how well they meet the needed characteristics
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Document the Interview Decide on the
weight of each of the categories
Record each candidates score and notes on each candidate
Tabulate all candidates
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Interview QuestionsInterview Questions What will your past employer tell us in
the area where you could use improvement?
What has been the most difficult obstacle you overcame?
Tell me about a time when you identified a problem and came up with a solution? What were the results? What skills did this require you to use?
What will your past employer tell us in the area where you could use improvement?
What has been the most difficult obstacle you overcame?
Tell me about a time when you identified a problem and came up with a solution? What were the results? What skills did this require you to use?
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Interview QuestionsInterview Questions
If their resume states they achieved various increases or goals, ask how they did it.
How do people perceive you?
What do you believe are your weak areas?
If their resume states they achieved various increases or goals, ask how they did it.
How do people perceive you?
What do you believe are your weak areas?
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Warning Sign
Be particularly concerned if someone is taking a lower position. This may very well be their desire, but they may also be using you while they continue to look for another job. Probing questions are needed in this area.
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ASSESSING THECANDIDATE
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Assessing the Candidate
Value of testing
Skills testing
Profile testing Fit into company culture? Potential for further growth?
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Group Interview/LunchSuggest a group lunch with the
department so peers can get a better feel for the “fit” with the team.
Have others interview the candidate.
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Checking References
Do ask about:
Ability to meet job requirements
Ability to work certain hours
Work ethic/habits
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Sample Questions to Ask References
Did this employee have a problem with absenteeism?
Did the employee give you two weeks notice?
On a scale of 1-10, how would you rate the employee on [insert skill here]?
Would you rehire this employee if they wanted to come back?
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Sample Questions to Ask References
What dates was this person employed with your company?
What was your reporting relationship with the employee?
What was the employee’s scope of responsibility?
Did the employee ask for more responsibility or do exactly as they were told?
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Screening the CandidatesScreening the Candidates Background Investigation checks
Check for what you can legally ask DMV, credit reports, criminal record,
workers comp records
Consider drug testing
Background Investigation checks Check for what you can legally ask DMV, credit reports, criminal record,
workers comp records
Consider drug testing
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The key to successful individual excellence lies in the combination of a person’s behaviors, values and personal skills.
Behavior How
Personal SkillsWhat
Values
Why
Individual Excellence
(WILL)
The Complete Picture
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Final Selection
Final Interview and Job Offer
Details and specifics
Employee policy manual
Compensation policy
Verbal Close
Follow up in writing
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Let’s Hear About Your Hiring Challenges