BENDIGO REGIONAL HR

NETWORK EVENT JULY 17TH, 2014

Hiring the Best People

Dr. Ken Byrne

Director, SAFESELECT

Some Questions:

True or False? 1. I have worked with a hiring mistake.

2. I have worked for a hiring mistake.

3. I have made a hiring mistake.

4. I am a hiring mistake.

I. Impact of a Selection

Mistake?

II. Cheap Attraction Strategies

1. Create a psychologically rewarding

environment.

2. Why work for you? ( must answer WIFM)

3. Recruit 24/7

Cheap Attraction Strategies

4. Engage your entire staff and customers

5. Email everyone you know

6. Get free publicity

7. Keep in touch with people who leave

Cheap Attraction Strategies

Most importantly:

• Identify and reward your best people

• The best people are free

III. Fundamental Principals Most

Often Overlooked

1. Nothing is more important than hiring.

2. Hiring is always Risk Assessment

IV. TEN COMMON REASONS

FOR

SELECTION MISTAKES

1. Limited recruitment strategies

• You can’t select the best people unless

you’re meeting the best

Ten Common Causes for

Selection Mistakes

2. Lowering standards

• When you're desperate, almost anyone

looks good….

Is almost anyone good enough?

Ten Common Causes for

Selection Mistakes

3. Rushing: businesses tend to hire quickly

and then fire slowly.

This formula should be reversed.

Ten Common Causes for

Selection Mistakes

4. We hire for knowledge, skills or

experience…..

or by

“gut feel”…..e.g., “They seem like a nice

person”.

Ten Common Causes for

Selection Mistakes

Think of someone you’ve worked with…?

Someone you love, who also can be irritating…?

Ten Common Causes for

Selection Mistakes

…..we wish to fire people because of

who they are.

Ten Common Causes for

Selection Mistakes

5. Compassion or desperation win over

obligation.

6. “Surface” Interviews.

7. Having only one interview

8. Limited listening and observation.

Ten Common Causes for

Selection Mistakes 8. Believing the resume/application

9. Casual (or no) reference checking

10. Selecting the wrong boss

#11. The Biggest Mistake

Assuming that people know how to hire

….even without training

V.. PEOPLE WHO MAKE A

DIFFERENCE

Solves Problems Creates Problems

GOLD!

Hire and Look After

Needs Development

FRAUD

High Risk

POISON!

Never Hire

Givers

Takers

Consider Hiring

VI. What Makes Someone

Gold? • Honesty

• They look out for the companies interests

• Flexibility

What Makes Someone Gold?

• They get along with others

• They get the right things done right

• Naturally customer focused

• Strong work ethic

VII. IMPROVING THE INTERVIEW

The objective is to find out....

….who this person really is, not just who

they say they are.

Some Opening Questions

1. How did you decide to apply for this job?

2. What about this job do you think you

would like most?

Some Opening Questions

3. Please describe an achievement you feel

proud of?

4. Describe a tough problem that you

solved successfully?

More Probing Questions

5. Can you describe a time when you felt a

deep sense of satisfaction?

More Probing Questions

6. What do you know will tend to irritate

you?

7. When was the last time you lost your

temper at work?

More Probing Questions

8. Everyone has had times when they feel

they have just been pushed too far…can

you describe a time this happened to you?

About Psychometric Testing

1. They come in all shapes/sizes

2. You get what you pay for

3. No single test will do the job

4. Greater risk – more in-depth testing

5. You want an opinion – not a score

VIII. Five Questions You Must

Answer

1. Can this person learn the job?

2. Will they do the job?

3. Will they fit in?

VIII. Five Questions You Must

Answer

4. Will they stay?

5. Is this an acceptable risk?

IN SUMMARY

1.REMAIN ALERT TO GOOD PEOPLE

2.DO EVERYTHING TO FIND OUT WHO

THE PERSON IS

3.HIRE FOR CHARACTER – TEACH

SKILLS