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10 Steps to Hiring Right the First Time
May 22, 2013
Presented by: Amanda Ono, Organizational Development Manager
Drake International
For audio, it is recommended you dial in A copy of the slides + recording will be available post webinar
AUDIO: 1-877-668-4493 Access Code: 662 132 266
Event Password: 1234 WebEx Support: 1-866-863-3910
Today’s Agenda
• Step 1: Know Who You Are Looking For
• Step 2: Target Your Ideal Candidate
• Step 3: Pre-Screen The Applicant Flow
• Step 4: Rank Your Applicants
• Step 5: Interview & Evaluate
• Step 6: Match the Top Candidates to the Position
• Step 7: Check for Red Flags
• Step 8: Make the Job Offer
• Step 9: Integrate Hew Hires
• Step 10: Assess Your Recruitment Process
2
For more information, call 416.216.1067
Free Offer
We’re offering a free 30-minute consultation on how to
improve your internal hiring practices.
Contact Maysa to take advantage of this exclusive offer!
416.216.1067
For more information, call 416.216.1067
Quick Poll
Where is your hiring gap?
a. Realistic Profile: do the candidates who match your
requirements exist in the market?
b. Finding the Right People: from job postings to various
methods of sourcing to outsourcing, are you finding the
right people?
c. Interviewing and Evaluating: do you screen people in
or screen people “out”?
d. Integrating and On-boarding: are your employees
accelerating once hired?
For more information, call 416.216.1067
Reality Check: Hiring ROI
• How do you invest in your human capital?
– 50-70% of operating costs are spent on human capital
(hiring, on-boarding, salary, benefits, etc.).
• How do you measure cost per hire?
– Recruitment, selection, interviewing?
• How do you measure performance or return on your
employees?
– Revenue-generation, cost-savings, time-savings?
• How do you measure cost of turn-over?
Reality Check: Hiring ROI
6
Cost of Turnover Calculator (Drake International website)
$36,000 Base Salary $72,000 Base Salary
1
5
20
= $12, 212 =$17,248
= $61,060 =$97,620
=$244,240 =$390,480
Step 1: Know Who You Are Looking For
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Knowledge Do they know how to
do it?
Skills Do they have a track
record/experience of
doing it?
Attitude Do they have the right
“fit” , attitude and
motivation for your
company?
Step 1: Know Who You Are Looking For
• Consult with Hiring Managers
– Feedback loop between HR and Hiring Managers
• Consult the Market
– Salary Surveys
– Your Competitors
• Understand the Core Competencies (K, S, A):
– What makes an employee a “top performer”?
– What makes an employee a “low performer”?
What would be the value in replicating your top
performers?
Step 1: Profiling Top Performers
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Step 2: Target Your Ideal Candidate
Your Corporate Brand Differentiator: why do people want
to work for your company?
• The Applicant Search Process: top 3-5 selling features
(professional development, work environment, work-life
balance).
• Writing the Ad: focus on the WHIFM and selling
features of the company – use the AIDA principle!
• Strategic Targeting: non-active, high potential
candidates, diversify avenues, social media, recruitment
partners.
10
Step 3: Pre-Screen the Applicant Flow
• Applicant Resume Pre-qualifying
• Applicant Tracking Systems
• Pre-qualifying Questionnaires
– Emphasis on core competencies
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Are you doing “quality assurance” on your
candidate pool or do you have a resu-MESS?
Step 4: Rank Your Applicants
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Candidate 1
Candidate 2
Candidate 3
Knowledge (Education, Designations)
3 3 5
Skills (Experience, Accomplishments)
4 1 5
Attitude 3 5 1
Total 10 9 11
Weighting (% per score)
Step 5: Interview & Evaluate Your Candidates
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“It takes 20 years to build a reputation, and five
minutes to ruin it. If you think about that, you’ll do
things differently.” - Warren Buffet
Step 5: Interview & Evaluate Your Candidates
• Focus on building the
relationship and mutual fit.
• Interrogative or
intimidating interview
methods are an outdated
strategy.
• Interview questions should
be linked to the job and the
company.
14
Step 5: Interview & Evaluate Your Candidates
Behavioural-Description Interviews
• S: The situation in which the candidate was involved
• T: The task(s) that the candidate was completing or
attempting to complete
• A: actions taken by the candidate to complete the task
• R: results of the action taken
15
Step 6: Match the Top Candidates
to the Position
• Explore the gaps by asking specific questions that will
determine if the candidate is able to make changes by
“flexing” up or down as required to be successful.
• Second interview or team interview is all about “fit” and
checking gaps.
• Focus on attitude and potential rather than just check-
boxes!
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Step 7: Check for Red Flags
Avoid the ‘Mis-Hire’ and Counterfeit Candidates!
Reference Checking Tips:
1. Obtain permission
2. Be mindful of legislation (Human Rights, Privacy)
3. Plan your questions in advance
4. Include additional background checks as needed:
– Criminal
– Credit
– Education verification
– Social media check (LinkedIn)
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Step 8: Make the Job Offer
• Verbal AND written offer
• Communicate how the offer will be presented (email,
hard copy, etc.)
• Make applicable parties available for clarification of your
employment contract
• Give employees a minimum of 48-72 hours to review
and consult with a lawyer (as needed)
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Step 9: Integrate New Hires
“87% of people who leave their organization or their team
do so because of personality conflicts, not capability.”
- Dr. Kurt Einstein
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• Orientation: where do I start?
– Who’s who, introduction to company, introduction to
policies (health and safety, corporate)
• On-boarding: how do I get there?
– Training: systems, “how to”
– Integrating: team members and management
Step 10: Assess Your Recruitment Process
• Are they fitting into the company culture?
• Have they integrated into their team successfully?
• Have they eased into their role quickly and efficiently?
• Are they productive and contributing at a high level?
• How are you measuring success?
– Revenue increases or decreases?
– Interview to hire ratios?
– Turnover rates? Exit interviews?
– Engagement?
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Key Take-Aways
• Step 1: Know Who You Are Looking For
• Step 2: Target Your Ideal Candidate
• Step 3: Pre-Screen The Applicant Flow
• Step 4: Rank Your Applicants
• Step 5: Interview & Evaluate
• Step 6: Match the Top Candidates to the Position
• Step 7: Check for Red Flags
• Step 8: Make the Job Offer
• Step 9: Integrate Hew Hires
• Step 10: Assess Your Recruitment Process
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For more information, call 416.216.1067
QUESTIONS?
Thank You For Attending
For questions, please contact Maysa Hawwash
National Manager for Talent Management Solutions
416.216.1067