Recruiting in the Digital Era: Guidance for HR Professionals, Recruiters, and Hiring Managers
Hiring Managers And Interviewing - Training for Recruiters
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Transcript of Hiring Managers And Interviewing - Training for Recruiters
MichiganRecruitersConference 1@peopleshark
Hiring managers and interviewing“Talent advise” your way to better outcomes
Carmen Hudson | principal consultant | recruiting toolbox
MichiganRecruitersConference 2@peopleshark
Today’s agenda
Whatwecandotoensurebetterresults?
Whyareourhiringmanagerssochallenging?
Coaching,cajoling,andherdingcats hiringmanagers
MichiganRecruitersConference 3@peopleshark
Who is this chick?Made in Detroit
PrincipalConsultantRecruiting toolbox
yahoo
Talent42Co-Founder
starbucks
recruiterhuntFounder
microsoft
Seattle youthcareBoardofDirectors
amazon
MichiganRecruitersConference 7@peopleshark
The baristaI make it look easy. Until it’s hard.
Sourcing isn’t my thingEverycandidateisintheATS,amiright?
Why should I interview candidates?Idon’tknowwhatthey’llbedoinganyway
Double tall skinny reqItakeordersallday
Hr who?Disconnectedfromtalentstrategy
Hiring managers are scaryNoneedtomeetwith’em,ifI
canavoidit
I have no point of viewYouwantastrawberrycappuccinowithpumpkinspicefoam?Noskinoffmyback
MichiganRecruitersConference 8@peopleshark
Hair on fire
“Sure, let’s just start over on this one”Arecruiter’sfavoritewords
“you asked that during the interview??You’dbesurprised
Some of my reqs have birthdaysAlwaysacandidate,nevera
hire
Why won’t they send me feedback?Inwhineyvoice
What’s candidate experience?Talktothehand
I’m pretty sure they selected the wrong candidateJusthowwasthatdecisionmade?
MichiganRecruitersConference 9@peopleshark
I got thisI talent advise the #$^&* outta this
“Not on my watch”12-personinterviewteams?
Nope.Illegalquestions.Won’thappen.
If you want it put a date on itEveryprojecthasatargetenddate.
I know my capacity and manage to itIonlyagreetorealisticstrategiesandtimelines
Always preparedResearchanddataaremyfriends
Hiring managers call me for hr adviceTooksometime,buttheyview
measanexpert
I’m like “this” with HR & LeadershipIpartnerwiththefolkswhocanhelpmeavoidbigmistakes
what talent advisors doRecruiting is a calling, talent advising is
philosophy
partner Coach and influence
prepare alignment
measure
Leverage data
teach
strategize
lead
Project manage
Secret sauce
After training 1.800+ managers and interviewers
Hiring managers want to know
Hiringmanagersareoftenasnervousasthecandidatesanddon’tknowhowtofollowuporprobefordeeperanswers
What should I ask to fill the time?
1 Managerswanttomakesurenewemployeescanperformintheenvironment,butareunsureabouthowtogoaboutit
How do I interview for “culture fit”?
2
Hiringmanagersareoftenconfusedattheendofaninterviewbecauseinterviewslackdepth
How do I tell if someone is faking?
3 Interviewersareuncertainabouthowtomanagetimeduringinterviews
How do I stop someone who talks too much?
4
Managersappreciatearefresheraboutyourprocess,.theirroleandwheretheycanfindhelp
Managers often don’t know the process
5 Interviewersareoftenuncertainaboutthedecisioncriteria,andthehiringbar
I like everyone I interview. How can I decide?
6
Your org’s talent philosophy? your hiring managers? Are you aligned?
What is your (interviewing) philosophy?
Isrecruitinga”service”ordoesitrequirepartnership?
Who ”owns” recruiting?
Dohiringmanagersgetthefinalsay?Leaders?HR?Isconsensusimportant?Whoapprovesoffers?
How are decisions made?
IsnepotismOK?Howdopoliticsplayout?Whathappensifsomeisobservedactingunethically?
Do we hire the boss’ nephew?
Howseriouslydomanagersandinterviewerstakeinterviewing?Isitviewedasaskill?Whataretheconsequencesofnotfollowingtheprocess?
Do we adhere to the process? SLA?
Areallinterviewerscommittedtoprotectingtheemployerbrand?
How important is candidate experience?
Doyoucomparethecandidatetocriteria,ordoyouwaittocomparecandidatestoeachother?Doyouwaitinordertohirethebesttalent,orhirethebestofwhat’savailable?
Assess against the job or other candidates?
Do your homeworkIt’s the secret to life
Lastly,createaninitialplan.Selectinterviewersandassigntopicareas.Howwillyousellthepositiontotopcandidates?Howwillyouovercomecompetitivechallenges?
3
2 Researchtheexternaltalentmarket:salary,competitiveinsights,candidateexperience
1Beforeyoumeetwiththemanager,researchinternaldata:estimatedtimeline,conversiondata,sourcingROI
ExternalSalaryRange:$62,117-$118,152
WhatCandidatesWantOurNarrative
Motivation1Narrative1
ExternalMedianSalary:$ 88,427
Motivation2Narrative2
Motivation3Narrative3
TimelineStepsDays(avg) Days(expected)
Moreexternalsalaryinformationforthisrole: ClickHere
StrategyMeeting5
5
Sourcing
1514
Screens
85
InternalSalaryRange:$71,000-$105,000
Interviews
128
Offer
53
InternalMedianSalary:$ 82,500
TOTAL
4535
Top3TargetCompanies: Company1,Company2,Company3
BestInterviewersFocusAreas
RecrScreens30
Name1TechnicalSkillsandMotivation
WhyWeHireFromTheseCompanies:
Name2Skills1and2,Attributes1and2
Company1Reasons
Name3Skills3and4,Attributes3and4
HMPhone20
Company2Reasons
Name4AllAttributes
Company3Reasons
Name5Motivation,JobFit,Closing
HMOnsite15
RecentHiresFromTheseCompanies: Person1,Person2
OffersMade10
RecentDeparturesForTheseCompanies: Person1(Company),Person2
Hires8
TitlesatTheseCompanies: Title1,Title2,Title3,Title4,Title5
GlassdoorRecommendtoaFriend:67%
HistoricalChallenges OurPlantoOvercomeChallenges?
Compensation
GlassdoorCEOApproval:82%
BadProcessHMAvailability
GlassdoorRating:
3.5 outof5
MisalignmentDiversity
Ourinternalcandidatesurveyscores:X outofY
TopComplaints/ConcernsfromCandidates:Complaint1Complaint2Complaint3
Timeline/ExpectationsforFillingThisRole
Conversion-HowMuchWorkWillItTaketoFillThisRole?
HistoricalSourceofHireforThisRole
INTERNALDATA
TALENTADVISORCONVERSATIONTOOLSOFTWAREDEVELOPERINSEATTLESalaryInsights(fromPayscale.comandinternalHRdata)
CompetitionInsights
OurCandidateExperience
SellingCandidatesforThisRole
EXTERNALCOMPARISONDATA
PLANS
InterviewingCandidatesforThisRole
BiggestChallengesWeWillLikelyFace
515
812
5
StrategyMeeting Sourcing RecruiterScreen Interviews Offer
02
46
810
12
SearchFirm
Internal
JobBoards
DirectContact
EmpReferral
Get alignedUse the strategy meeting to agree on hiring criteria, timeline & approach
Diagram the job External researchJob description
DataWarehouseDeveloper
DataModeling Conceptual,logical,physicalmodels
ETL– Extract,Transform,Load
DatasourcesincludeXML,relational
databases,flatfilesornonrelational
OracleDataIntegrator
IBMDatastage
MSFTSSIS
Informatica
BIIntegration
SQLDatabases
ScriptingLanguage Ruby,Python,PHP,Perl,Javascript
Get alignedUse the strategy meeting to agree on hiring criteria, timeline & approach
DataWarehouseDeveloper
DataModeling Conceptual,logical,physicalmodels
ETL– Extract,Transform,Load
DatasourcesincludeXML,relational
databases,flatfilesornonrelational
OracleDataIntegrator
IBMDatastage
MSFTSSIS
Informatica
BIIntegration
SQLDatabases
ScriptingLanguage Ruby,Python,PHP,Perl,Javascript
use dataTo educate and influence hiring managers about the market
BLS.gov LinkedInTopics Payscale.com GlossaryTech
DiceTechSkillsMap Glassdoor TheOfficialBoard Connect.data.com
set expectationsAgree to strategy, set timelines and communicate consequences
Unsuccessful hiring managersSuccessful hiring managersEngaged,responsive,partnership Frustrated,passive,bystander,critical
Weak interviewer, hires for short-termHigh bar, assesses talent, thinks long-term
“not my job”Actively sources & markets positions
Unresponsive, unprepared, indecisive, waitsResponsive, fast, prepared, decisive
Unrealistic, “I’ll know it when I see it”Realistic, articulates needs, makes good tradeoffs
Does not sell, not involvedPersonally involved in closing candidates
Lacks respect for recruiter, skirts processTreats recruiter with respect, partner
Meet the hiring managersRemember, you are the expert
New managerUnbridled “enthusiasm”
Hesitantindecisive
Experienced managerJaded
ClosedAnchored in the past
Poor interviewerIndecisive
Craves “consistency”Lacks confidence
Under pressureUnresponsive/slow
fear-based decisionsDesperation hires
MichiganRecruitersConference 21@peopleshark
what talent advisors doRecruiting is a calling, talent advising is
philosophy
Partner & hold accountable
Coach and influence
prepare alignment
Measure & communicate
Leverage data
teach
strategize
lead
Project manage
Secret sauce
non negotiablesEmbed these in your process
Prepped interview team
Asmallteamofwell-traineddecisionmakersshouldbeassignedfocusareasandpreppedonexpectations
Candidate experience
Adeepcommitmenttothecandidateexperiencemustbeupheldbyallinvolved
Articulated profile/standards
Theinterviewshouldberootedinwell-articulated
skillsandcompetencies,andstandardsfornailingorfailingtheinterview
Feedback/debrief
Interviewingisaprivilegeandcomeswiththe
responsibilitytosharewhatyoulearnedwiththeteam
Communicating upUse every written communication to influence
Decision follow upInterview debriefs
Weekly recruiting updateOngoing.Pipeline.Interviews.Offers.Noshows/challenges.Sharerelevantarticles
Ghostwritereferralemails,prepemailsanddecisionemailsforyourhiringmanagerifitwillhelp
Workwithyourinterviewteamtocreateacustomizedphonescreenandinterviewguides
Be a ghost writer
Strategy meeting and email follow up
�
2-week check-in
Interview team prep
Interviewing rigorouslyGet A 360° picture
BehavioralCompetencies– howdoesthecandidatereactinsituationsorenvironmentslikeyours?3
2PastAchievements– towhatextenthasthecandidateperformed,atwhatlevel,scopeandscale.Canheorsheperformsimilarlyinthisenvironment?
1 PastExperience– whathasthecandidatedone,whatexpertisedoesheorshehave,whattoolsandtechnologywereused
Motivation – isthecandidateexcitedbythisjob,inthisenvironment?Isitagoodmatchforhisorherlevelandambition?
4
Identify hiring criteriaEliminate “culture fit” from your vocabulary
Whatwillyouasktodetermineifthecandidatesisskilledat[problemsolving]Howdoweknowifthecandidatenailsthequestion?Atwhatlevelwillwehire?
Compareanswerstothestandardsyouhavesetbefore theinterview
?Whatwasthemostdifficultproblemyouhavefacedasaprojectmanager?
Whenyouledthesoftwaremigrationatyourlastjob,whatchallengesdidyouface?
Howlongdidthemigrationtake?Whatwastheinitialtimeline?Howemanysystemusers?Howdidyoupreventtheproblemfromhappeningagain….
How to build interviewing confidencelimited time to collect a lot of data
behavioral situational
probe competencies Behavioral + situational | skills + competenices
tell me about a time you grew revenue for a
struggling product
Take a look at this marketing plan. How
would you improve it to grow revenue?
What was the product? What was the revenue
before? After? How long did it take to achieve growth….
[innovation]what new marketing tactics did you try?
How did you convince leadership to invest…
Legal bingoBrown bag exercise
What’s your favorite book?
Are you able to travel 3 days
out of the month?
Did you receive an honorable
discharge?
Where did yougrow up?
How long wasyour commute?
debrief meetingThe key to a talent focused organization
Ensure that everyone –including less experienced
teammembers – givesfeedback
Everyone shares
Continuously discusshiring standardsand
emphasize theimportance of
keeping thebarhigh
set criteria
Use thedebrief tocourse correct,identify goodinterviewers
Observe and coach
Encourageinterviewerstosharegreat questions,make soliddecisions
Build confidence
MichiganRecruitersConference 31@peopleshark
Thank youStay in touch with us!
facebook.com/recruitingtoolbox Linkedin.com/carmenhudson [email protected]/peopleshark
Talent advising
ExternalSalaryRange: $62,117-$118,152 WhatCandidatesWant OurNarrativeMotivation1 Narrative1
ExternalMedianSalary: $ 88,427 Motivation2 Narrative2Motivation3 Narrative3
TimelineSteps Days(avg) Days(expected) Moreexternalsalaryinformationforthisrole: ClickHere
StrategyMeeting 5 5Sourcing 15 14Screens 8 5 InternalSalaryRange: $71,000-$105,000Interviews 12 8
Offer 5 3 InternalMedianSalary: $ 82,500TOTAL 45 35
Top3TargetCompanies: Company1,Company2,Company3 BestInterviewers FocusAreasRecrScreens 30 Name1 TechnicalSkillsandMotivation
WhyWeHireFromTheseCompanies: Name2 Skills1and2,Attributes1and2Company1 Reasons Name3 Skills3and4,Attributes3and4
HMPhone 20 Company2 Reasons Name4 AllAttributesCompany3 Reasons Name5 Motivation,JobFit,Closing
HMOnsite 15RecentHiresFromTheseCompanies: Person1,Person2
OffersMade 10RecentDeparturesForTheseCompanies: Person1(Company),Person2
Hires 8TitlesatTheseCompanies: Title1,Title2,Title3,Title4,Title5
GlassdoorRecommendtoaFriend: 67% HistoricalChallenges OurPlantoOvercomeChallenges?Compensation
GlassdoorCEOApproval: 82% BadProcessHMAvailability
GlassdoorRating: 3.5 outof5 MisalignmentDiversity
Ourinternalcandidatesurveyscores: X outofY
TopComplaints/ConcernsfromCandidates:Complaint1Complaint2Complaint3
Timeline/ExpectationsforFillingThisRole
Conversion-HowMuchWorkWillItTaketoFillThisRole?
HistoricalSourceofHireforThisRole
INTERNALDATA
TALENTADVISORCONVERSATIONTOOLSOFTWAREDEVELOPERINSEATTLE
SalaryInsights(fromPayscale.comandinternalHRdata)
CompetitionInsights
OurCandidateExperience
SellingCandidatesforThisRole
EXTERNALCOMPARISONDATA PLANS
InterviewingCandidatesforThisRole
BiggestChallengesWeWillLikelyFace
5 15 8 12 5
StrategyMeeting Sourcing RecruiterScreen Interviews Offer
0 2 4 6 8 10 12
SearchFirm
Internal
JobBoards
DirectContact
EmpReferral