Hiring for Success

October, 2014

Gavin D Morris

EMEA RPO MSPConsultant

Hiring for Success

“Why”

Best Practices

Process

Behavioral Interviewing

Selling the opportunity

Other fascinating

tidbits…

What we’ll cover…

Confidence to Hiring Top Talent

POLLING QUESTIONS:

Approximately how many candidates have you hired?

Do you use the Interview guide to assess candidate competency fit?

How many of those would you rehire?

What percentage left before a year?

On a scale of 1 – 5, how comfortable are you hiring Top Talent?

3

Hired few staff, lack confidence, Have had no specific training in this area, find this area a challenge

Hired many staff, very confident of process, received specific training to make great new hire decisions

1 5

1 5

Building a Strong Sales Organization

Top Talent• A key factor that will drive

innovation, execution and speed

Attracting, Hiring, & Developing• People with the right skills

and capabilities will help you reach this goal and create a strong competitive advantage

Building a Diverse Company• Equally critical to

ensure our employee population reflects the diverse marketplace we serve

5

Recruitment LifecycleCreate

requisition and seek approval

Brief Talent Acquisition on specific needs

Define interview

process and identify

interviewers

Interview shortlisted candidates

Seek feedback from:

Interviewers, HR, Talent

Acquisition.

Offer Candidate and disqualify all

others

On-board candidate

Cost of “Who” mistakes

$100,000

Hiring mistake often cost 15 times an

employee’s base salary in hard costs and

productivity**

1.5M

A hiring blunder on a $100,000 employee can cost a company

$1.5M or more

** Source - ghSmart

Share…

Best & Worst Interview Experiences

7

What questions are off-limits?

Screening out members of a protected category such as:

Age Sexual Orientation

Race Gender Identity

Color Gender

Disability Martial Status

Religion Military Service

National Origin Political Belief

…or any other category protected by applicable laws

In-Appropriate Questions

Positive Candidate Experience is a Competitive Advantage

Defined Interview Process for EMEA Sales:

1. Identify your interview team (3-5 interviewers) 2. Plan interview logistics with recruiter (dates, rooms, schedule etc.)

3. Prepare!!!4. Conduct structured Behavioral Interviewing using the guides provided5. Work with your interview team to select final candidate

Strategy: SELECT

Behavioural Interviewing Skills

Analyse Skill

s

• Gain knowledge of the specific skills required for the job

Define Skill

s

• Define skills by behaviours required for the job

Develop

Questions

• Create a structured interview that contains questions that refer to the job related skills

Conduc

tinterview

• Conduct the interview in a way that will help the candidate describe job-related, past experiences

Rate

skills

• Objectively rate current and past behaviour to determine how individual skills match the job requirements

The Process for Behavioural Interviewing

Interview technique which:

Asks open-ended questions

Allows the candidate to give concrete examples about past experiences

Asks questions by using the “STAR” method as appropriate

Behavioral Interviews Techniques: STAR

Past Performance

Future Behavi

or

Using the STAR method

Behavioral Interviews and STARs

S

T

A

R

Situation/

Task

Action

Result

• Base questions on actual behaviors

• Stress on what was learned and applied

• Ask ‘open’ vs. ‘closed’ questions• Ask for details• Stress individual contributions vs.

team generalizations• Ask for both success and failure

stories

16

What are STAR question examples?

SITUATION/TASK ACTION RESULT

Describe a situation when...

Tell me about a time when...

What was your most memorable...

What challenges did you face?

What made the task difficult?

Who/What impacted you achieving the goal?

Exactly what did you do?

Describe specifically how you did that.

What was your role on the team?

Walk me through the steps you took.

What was the result?

How did it work out?

What problems/ successes resulted from...?

What feedback did you receive?

What did you learn?

What would you change?

What would YOU do differently?

Who could you collaborate with next time?

Verbal Interview Behavior Description of Traits Descriptions of past behaviors “I am creative” “In January 2012, I designed a new

process….” “I am a leader” “In June 2013, I attended the 3 day LDP

program @CA, I learnt and applied….” “I am good with people” “Last week I settled a disagreement

between……” “I am reliable” “In the past 8 years I have had 1 day

sick due to …..”

Non-verbal Interview Behavior Body Language Facial Expressions Folded arms Smile Fidgeting Eye contact/movement Clenched fists Flushed cheeks Sitting on edge of chair Frowning

Traits vs. Behaviour

Unconscious Bias – The GUT Reaction

Hiring in your own Image:

Less about visual image – more about shared experience!

Consider [differences] from yourself, do you:

Tolerate the differences?Accept the differences?

Appreciate the differences?Value the differences?

Listen to those around you for wider views

Selling : The Story

Hiring for Success: Sell the Opportunity

Behavioural Interview Breakdown

5%10%

60%

10%

10%5% Introduction

Interviewer talk time

Candidate talk time

Sell the role

Feedback/concerns

Wrap up/next steps

24

Interview all candidates shortlisted by Talent Acquisition

Review Interview Guides from each interviewer and assess against role brief

Schedule time to debrief with all interviewers: including Talent Acquisition, HR

Make a decision!

How to make a decision

25

Prepare for a structured interview

Build rapport

Create an agenda

Ask open-ended questions

Tolerate interview silence

Make a note of responses

Seek contrary information

Control the interview

Probe for more information

Reminders

The Time is NOW!

1. Take advantage of the process and tools

2. Communicate with your recruitment team

3. Prepare & Focus on Candidate Experience

4. Select & Hire Top Talent

Your Call To Action

Confidence to Hiring Top Talent

POLLING QUESTIONS:

Was this helpful? Yes/No/Maybe

Would you like further information/training? Yes/No Interview Guides and how to use them effectively Unconscious Bias in recruitment and business Interview Workshops Other

27

1 5

Questions?