Post on 28-Nov-2014
description
transcript
Hire Like You Just Beat Cancer
Jim RoddyPresident, Business Solutions MagazineAuthor, Hire Like You Just Beat Cancer
Disclaimer
• This presentation should serve only as a general guide and not as the ultimate source of subject information.
• This presentation contains information that might be dated and is intended only to educate and entertain.
• The presenter, Jameson Publishing, and the RSPA shall have no liability or responsibility to any person or entity regarding any loss or damage incurred, or alleged to have been incurred, directly or indirectly, by the information contained in this presentation.
• Have a nice day.
Why Cancer & Hiring?
• Primary Goal: Learn time-tested hiring best practices you can implement at your organization immediately.
• Secondary Goal: When cancer invades your life, fight back!
Your First Hire = Your Worst Hire
• We all make hiring mistakes – you, me, your favorite boss – everybody.
• There’s no substitute for experience and learning from your mistakes.
• Hire Like You Just Beat Cancer is based upon 30 years of hiring mistakes and success.
Shameless Book Plug #2
“I highly recommend Hire Like You Just Beat Cancer and have added the book to my success library. Jim Roddy’s insight into the technical nature of hiring forces a discipline on managers with hiring responsibility to move beyond the shortcut we call gut instinct.”
Steve Cuntz, President, BlueStar
What to Look for During the Interview
• Skills• Personality• Character• Mapping
Character Traits
• Prudence: Doesn’t make reckless choices. Keeps things in perspective.
• Justice: Doesn’t advantage self, family, or friends at the expense of others.
• Fortitude: Does the hard thing. Encounters adversity or bears pain with a pleasant disposition.
• Temperance: Exhibits self-discipline and emotional control. Confronts personal failings; doesn’t excuse them.
• Ambition: Is driven by desire to realize personal potential and improve self, your organization, and society.
• Work Ethic: Demonstrates initiative, determination to succeed, and quality workmanship.
Mapping
• The psychological makeup to be inclined to perform the activities of your job consistently, independently, and above your company standard.
Raise Your Standards
• Hire for Skills, Personality, Character, AND Mapping.
• Hold out for a candidate who fits your target – not the “least worst” candidate who applies for your job.
Shameless Book Plug #3
“Hire Like You Just Beat Cancer reinvigorated my dedication to the hiring process and my excitement around getting the best person in the position. Jim Roddy’s use of storytelling allows the reader to easily connect to the points being made.”
Justin Scopaz, VP and General Manager Ingram Micro DC/POS Division
Behavior-Focused Interviewing
• Ask open-ended, past-tense questions like: “What exactly did you say to him?”
• Don’t use theoretical questions like: “How do you typically handle tough customers?” Instead, ask a behavior-focused question like: “Can you give me an example of how you handled a tough customer?”
Behavior-Focused Interviewing
• Don’t ask leading questions like: “Did you do that to motivate the group?” Ask the behavior-focused version: “Why did you do that?”
• Don’t provide leading information like: “We look for candidates who are committed to working here for 10 years or more.”
• Don’t ask close-ended questions like: “Would you say you’re comfortable having hard conversations?” Use the behavior-focused approach: “How do you feel after having a hard conversation?”
Behavior-Focused Interviewing
• Why?• Thank you. Can you give me another
example?
Shameless Book Plug #4
“The probing questions during an interview in this book are a huge value in the hiring process all by themselves. Over the years, our company has used a lot of what is documented in this book. It works!”
Dean Crotty, President North Country Business Products
former RSPA Chairman of the Board
Conduct Multiple Interviews
• Opportunity to reflect on the candidate’s answers and prepare targeted follow-ups.
• Observe whether the candidate’s answers remain consistent.
• Better compare/contrast various candidates.
• Assess fortitude and perseverance.
• Allow the candidate (and their family) to reflect on the situation.
5 Hiring Don’ts
1. Don’t hire someone with below-average presentation.
2. Don’t offer a job to a candidate who won’t work at your company at least 10 years.
3. Don’t hire candidates who frequently switch companies or careers.
4. Don’t offer a full-time job to a candidate whose history shows no financial need to work.
5. Don’t predetermine how much your company is willing to pay a candidate.
Final Shameless Book Plug
“Jim’s commentary and ideas will provide you with the reasons for hiring the right employees for your team and provide you with some great ideas to help you bring the best people into your organization.”
Joe Finizio, President & CEO, RSPA
Q&A
HireLikeYouJustBeatCancer.comEmail: Jim.Roddy@BSMinfo.com
Twitter: @Jim_RoddyNewsletter: BSMinfo.com, “Free Newsletter”
Free Magazine: sub.BSMinfo.com
Newsletter: BSMinfo.com, “Free Newsletter”