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BUILDING YOUR TEAMBEFORE THEY ARRIVE
The University of AlabamaW. Michael George, University Registrar
Teresa Faulkner, Human ResourcesSACRAO 2015
Answer:
You want talentedemployees who will
represent your department well and fit into your
culture.
So what are you going to do?
Prepare for your candidates and the interview process the same way you would
prepare for and serve your customers!
“Take your time on the front end so that you can enjoy having the
RIGHT PEOPLE on your team.”-David Cottrell
• Position descriptions, the Job Analysis, (KSAs)
• Past Job Behavior = Future Job Performance
• Training the Interview Team – (legal matters, etc.)
• The STAR Method - Situation, Task, Action & Result
• Jumpstarting Onboarding Process
PREPARE• Develop your plan: – timeline, data, systems, marketing, approvals,
team• Create/Update: – job description, duties and task list, week at-a-
glance guide, “culture caption”• Communicate: – post position, tap into employee networks,
connect efficiently and appropriately with applicants/candidates (before, during and after)
Just as you are evaluating the applicant, they are evaluating you. Prepare for, communicate with, and welcome them appropriately – online, face-to-face, etc. throughout the process.
TOOLS• Position/Job Description– Use this information to build your interview
questions, develop activities, etc.
• Behavioral Based Interviewing (STAR)– Use a proven method/technique
• Interview Team– Equip your team with legal and effective interview
skills and techniques
STAR MethodSituation or
Task
Describe the situation that you were in or the task that you needed to accomplish. You must describe a specific event or situation, not a generalized description of what you have done in the past. Be sure to give enough detail for the interviewer to understand. This situation can be from a previous job, from a volunteer experience, or any relevant event.
Action you took
Describe the action you took and be sure to keep the focus on you. Even if you are discussing a group project or effort, describe what you did -- not the efforts of the team. Don't tell what you might do, tell what you did.
Results you achieved
What happened? How did the event end? What did you accomplish? What did you learn?
PLAN (Ahead)• Orientation and Onboarding Strategies
– Consider your organization and develop an orientation and onboarding plan for the First Day, First Week, First Month….First Year for your new hire. This should go from specific to broad and involve a technical orientation as well as a socialization component.
• What might that look like?–Welcome– Technical– Team
• You become an Employer of Choice• Future job searches will be successful• The best equipped applicants are hired to
represent your department• What else?
What are the Benefits of Building Your Team Before They Arrive