hiring managers and interviewing - training for recruiters

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Michigan Recruiters Conference 1 @peopleshark Hiring managers and interviewing “Talent advise” your way to better outcomes Carmen Hudson | principal consultant | recruiting toolbox

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MichiganRecruitersConference 1@peopleshark

Hiring managers and interviewing“Talent advise” your way to better outcomes

Carmen Hudson | principal consultant | recruiting toolbox

MichiganRecruitersConference 2@peopleshark

Today’s agenda

Whatwecandotoensurebetterresults?

Whyareourhiringmanagerssochallenging?

Coaching,cajoling,andherdingcats hiringmanagers

MichiganRecruitersConference 3@peopleshark

Who is this chick?Made in Detroit

PrincipalConsultantRecruiting toolbox

yahoo

Talent42Co-Founder

starbucks

recruiterhuntFounder

microsoft

Seattle youthcareBoardofDirectors

amazon

MichiganRecruitersConference 4@peopleshark

Who is this chick?www.recruitingtoolbox.com

MichiganRecruitersConference 5@peopleshark

Who is this chick?www.recruiterhunt.com

MichiganRecruitersConference 6@peopleshark

Your recruiting brand

MichiganRecruitersConference 7@peopleshark

The baristaI make it look easy. Until it’s hard.

Sourcing isn’t my thingEverycandidateisintheATS,amiright?

Why should I interview candidates?Idon’tknowwhatthey’llbedoinganyway

Double tall skinny reqItakeordersallday

Hr who?Disconnectedfromtalentstrategy

Hiring managers are scaryNoneedtomeetwith’em,ifI

canavoidit

I have no point of viewYouwantastrawberrycappuccinowithpumpkinspicefoam?Noskinoffmyback

MichiganRecruitersConference 8@peopleshark

Hair on fire

“Sure, let’s just start over on this one”Arecruiter’sfavoritewords

“you asked that during the interview??You’dbesurprised

Some of my reqs have birthdaysAlwaysacandidate,nevera

hire

Why won’t they send me feedback?Inwhineyvoice

What’s candidate experience?Talktothehand

I’m pretty sure they selected the wrong candidateJusthowwasthatdecisionmade?

MichiganRecruitersConference 9@peopleshark

I got thisI talent advise the #$^&* outta this

“Not on my watch”12-personinterviewteams?

Nope.Illegalquestions.Won’thappen.

If you want it put a date on itEveryprojecthasatargetenddate.

I know my capacity and manage to itIonlyagreetorealisticstrategiesandtimelines

Always preparedResearchanddataaremyfriends

Hiring managers call me for hr adviceTooksometime,buttheyview

measanexpert

I’m like “this” with HR & LeadershipIpartnerwiththefolkswhocanhelpmeavoidbigmistakes

MichiganRecruitersConference 10@peopleshark

Getting your act together

what talent advisors doRecruiting is a calling, talent advising is

philosophy

partner Coach and influence

prepare alignment

measure

Leverage data

teach

strategize

lead

Project manage

Secret sauce

After training 1.800+ managers and interviewers

Hiring managers want to know

Hiringmanagersareoftenasnervousasthecandidatesanddon’tknowhowtofollowuporprobefordeeperanswers

What should I ask to fill the time?

1 Managerswanttomakesurenewemployeescanperformintheenvironment,butareunsureabouthowtogoaboutit

How do I interview for “culture fit”?

2

Hiringmanagersareoftenconfusedattheendofaninterviewbecauseinterviewslackdepth

How do I tell if someone is faking?

3 Interviewersareuncertainabouthowtomanagetimeduringinterviews

How do I stop someone who talks too much?

4

Managersappreciatearefresheraboutyourprocess,.theirroleandwheretheycanfindhelp

Managers often don’t know the process

5 Interviewersareoftenuncertainaboutthedecisioncriteria,andthehiringbar

I like everyone I interview. How can I decide?

6

Your org’s talent philosophy? your hiring managers? Are you aligned?

What is your (interviewing) philosophy?

Isrecruitinga”service”ordoesitrequirepartnership?

Who ”owns” recruiting?

Dohiringmanagersgetthefinalsay?Leaders?HR?Isconsensusimportant?Whoapprovesoffers?

How are decisions made?

IsnepotismOK?Howdopoliticsplayout?Whathappensifsomeisobservedactingunethically?

Do we hire the boss’ nephew?

Howseriouslydomanagersandinterviewerstakeinterviewing?Isitviewedasaskill?Whataretheconsequencesofnotfollowingtheprocess?

Do we adhere to the process? SLA?

Areallinterviewerscommittedtoprotectingtheemployerbrand?

How important is candidate experience?

Doyoucomparethecandidatetocriteria,ordoyouwaittocomparecandidatestoeachother?Doyouwaitinordertohirethebesttalent,orhirethebestofwhat’savailable?

Assess against the job or other candidates?

Do your homeworkIt’s the secret to life

Lastly,createaninitialplan.Selectinterviewersandassigntopicareas.Howwillyousellthepositiontotopcandidates?Howwillyouovercomecompetitivechallenges?

3

2 Researchtheexternaltalentmarket:salary,competitiveinsights,candidateexperience

1Beforeyoumeetwiththemanager,researchinternaldata:estimatedtimeline,conversiondata,sourcingROI

ExternalSalaryRange:$62,117-$118,152

WhatCandidatesWantOurNarrative

Motivation1Narrative1

ExternalMedianSalary:$ 88,427

Motivation2Narrative2

Motivation3Narrative3

TimelineStepsDays(avg) Days(expected)

Moreexternalsalaryinformationforthisrole: ClickHere

StrategyMeeting5

5

Sourcing

1514

Screens

85

InternalSalaryRange:$71,000-$105,000

Interviews

128

Offer

53

InternalMedianSalary:$ 82,500

TOTAL

4535

Top3TargetCompanies: Company1,Company2,Company3

BestInterviewersFocusAreas

RecrScreens30

Name1TechnicalSkillsandMotivation

WhyWeHireFromTheseCompanies:

Name2Skills1and2,Attributes1and2

Company1Reasons

Name3Skills3and4,Attributes3and4

HMPhone20

Company2Reasons

Name4AllAttributes

Company3Reasons

Name5Motivation,JobFit,Closing

HMOnsite15

RecentHiresFromTheseCompanies: Person1,Person2

OffersMade10

RecentDeparturesForTheseCompanies: Person1(Company),Person2

Hires8

TitlesatTheseCompanies: Title1,Title2,Title3,Title4,Title5

GlassdoorRecommendtoaFriend:67%

HistoricalChallenges OurPlantoOvercomeChallenges?

Compensation

GlassdoorCEOApproval:82%

BadProcessHMAvailability

GlassdoorRating:

3.5 outof5

MisalignmentDiversity

Ourinternalcandidatesurveyscores:X outofY

TopComplaints/ConcernsfromCandidates:Complaint1Complaint2Complaint3

Timeline/ExpectationsforFillingThisRole

Conversion-HowMuchWorkWillItTaketoFillThisRole?

HistoricalSourceofHireforThisRole

INTERNALDATA

TALENTADVISORCONVERSATIONTOOLSOFTWAREDEVELOPERINSEATTLESalaryInsights(fromPayscale.comandinternalHRdata)

CompetitionInsights

OurCandidateExperience

SellingCandidatesforThisRole

EXTERNALCOMPARISONDATA

PLANS

InterviewingCandidatesforThisRole

BiggestChallengesWeWillLikelyFace

515

812

5

StrategyMeeting Sourcing RecruiterScreen Interviews Offer

02

46

810

12

SearchFirm

Internal

JobBoards

DirectContact

EmpReferral

Get alignedUse the strategy meeting to agree on hiring criteria, timeline & approach

Diagram the job External researchJob description

DataWarehouseDeveloper

DataModeling Conceptual,logical,physicalmodels

ETL– Extract,Transform,Load

DatasourcesincludeXML,relational

databases,flatfilesornonrelational

OracleDataIntegrator

IBMDatastage

MSFTSSIS

Informatica

BIIntegration

SQLDatabases

ScriptingLanguage Ruby,Python,PHP,Perl,Javascript

Get alignedUse the strategy meeting to agree on hiring criteria, timeline & approach

DataWarehouseDeveloper

DataModeling Conceptual,logical,physicalmodels

ETL– Extract,Transform,Load

DatasourcesincludeXML,relational

databases,flatfilesornonrelational

OracleDataIntegrator

IBMDatastage

MSFTSSIS

Informatica

BIIntegration

SQLDatabases

ScriptingLanguage Ruby,Python,PHP,Perl,Javascript

use dataTo educate and influence hiring managers about the market

BLS.gov LinkedInTopics Payscale.com GlossaryTech

DiceTechSkillsMap Glassdoor TheOfficialBoard Connect.data.com

set expectationsAgree to strategy, set timelines and communicate consequences

Unsuccessful hiring managersSuccessful hiring managersEngaged,responsive,partnership Frustrated,passive,bystander,critical

Weak interviewer, hires for short-termHigh bar, assesses talent, thinks long-term

“not my job”Actively sources & markets positions

Unresponsive, unprepared, indecisive, waitsResponsive, fast, prepared, decisive

Unrealistic, “I’ll know it when I see it”Realistic, articulates needs, makes good tradeoffs

Does not sell, not involvedPersonally involved in closing candidates

Lacks respect for recruiter, skirts processTreats recruiter with respect, partner

MichiganRecruitersConference 19@peopleshark

Diagnosing and coaching

Meet the hiring managersRemember, you are the expert

New managerUnbridled “enthusiasm”

Hesitantindecisive

Experienced managerJaded

ClosedAnchored in the past

Poor interviewerIndecisive

Craves “consistency”Lacks confidence

Under pressureUnresponsive/slow

fear-based decisionsDesperation hires

MichiganRecruitersConference 21@peopleshark

what talent advisors doRecruiting is a calling, talent advising is

philosophy

Partner & hold accountable

Coach and influence

prepare alignment

Measure & communicate

Leverage data

teach

strategize

lead

Project manage

Secret sauce

non negotiablesEmbed these in your process

Prepped interview team

Asmallteamofwell-traineddecisionmakersshouldbeassignedfocusareasandpreppedonexpectations

Candidate experience

Adeepcommitmenttothecandidateexperiencemustbeupheldbyallinvolved

Articulated profile/standards

Theinterviewshouldberootedinwell-articulated

skillsandcompetencies,andstandardsfornailingorfailingtheinterview

Feedback/debrief

Interviewingisaprivilegeandcomeswiththe

responsibilitytosharewhatyoulearnedwiththeteam

Communicating upUse every written communication to influence

Decision follow upInterview debriefs

Weekly recruiting updateOngoing.Pipeline.Interviews.Offers.Noshows/challenges.Sharerelevantarticles

Ghostwritereferralemails,prepemailsanddecisionemailsforyourhiringmanagerifitwillhelp

Workwithyourinterviewteamtocreateacustomizedphonescreenandinterviewguides

Be a ghost writer

Strategy meeting and email follow up

2-week check-in

Interview team prep

Interviewing rigorouslyGet A 360° picture

BehavioralCompetencies– howdoesthecandidatereactinsituationsorenvironmentslikeyours?3

2PastAchievements– towhatextenthasthecandidateperformed,atwhatlevel,scopeandscale.Canheorsheperformsimilarlyinthisenvironment?

1 PastExperience– whathasthecandidatedone,whatexpertisedoesheorshehave,whattoolsandtechnologywereused

Motivation – isthecandidateexcitedbythisjob,inthisenvironment?Isitagoodmatchforhisorherlevelandambition?

4

Identify hiring criteriaEliminate “culture fit” from your vocabulary

Whatwillyouasktodetermineifthecandidatesisskilledat[problemsolving]Howdoweknowifthecandidatenailsthequestion?Atwhatlevelwillwehire?

Compareanswerstothestandardsyouhavesetbefore theinterview

?Whatwasthemostdifficultproblemyouhavefacedasaprojectmanager?

Whenyouledthesoftwaremigrationatyourlastjob,whatchallengesdidyouface?

Howlongdidthemigrationtake?Whatwastheinitialtimeline?Howemanysystemusers?Howdidyoupreventtheproblemfromhappeningagain….

How to build interviewing confidencelimited time to collect a lot of data

behavioral situational

probe competencies Behavioral + situational | skills + competenices

tell me about a time you grew revenue for a

struggling product

Take a look at this marketing plan. How

would you improve it to grow revenue?

What was the product? What was the revenue

before? After? How long did it take to achieve growth….

[innovation]what new marketing tactics did you try?

How did you convince leadership to invest…

Legal bingoBrown bag exercise

What’s your favorite book?

Are you able to travel 3 days

out of the month?

Did you receive an honorable

discharge?

Where did yougrow up?

How long wasyour commute?

debrief meetingThe key to a talent focused organization

Ensure that everyone –including less experienced

teammembers – givesfeedback

Everyone shares

Continuously discusshiring standardsand

emphasize theimportance of

keeping thebarhigh

set criteria

Use thedebrief tocourse correct,identify goodinterviewers

Observe and coach

Encourageinterviewerstosharegreat questions,make soliddecisions

Build confidence

Hiring manager whispererThe secret sauce

MichiganRecruitersConference 30@peopleshark

Q&AWhat’shappeninginyourorg?

MichiganRecruitersConference 31@peopleshark

Thank youStay in touch with us!

facebook.com/recruitingtoolbox Linkedin.com/carmenhudson [email protected]/peopleshark

Talent advising

ExternalSalaryRange: $62,117-$118,152 WhatCandidatesWant OurNarrativeMotivation1 Narrative1

ExternalMedianSalary: $ 88,427 Motivation2 Narrative2Motivation3 Narrative3

TimelineSteps Days(avg) Days(expected) Moreexternalsalaryinformationforthisrole: ClickHere

StrategyMeeting 5 5Sourcing 15 14Screens 8 5 InternalSalaryRange: $71,000-$105,000Interviews 12 8

Offer 5 3 InternalMedianSalary: $ 82,500TOTAL 45 35

Top3TargetCompanies: Company1,Company2,Company3 BestInterviewers FocusAreasRecrScreens 30 Name1 TechnicalSkillsandMotivation

WhyWeHireFromTheseCompanies: Name2 Skills1and2,Attributes1and2Company1 Reasons Name3 Skills3and4,Attributes3and4

HMPhone 20 Company2 Reasons Name4 AllAttributesCompany3 Reasons Name5 Motivation,JobFit,Closing

HMOnsite 15RecentHiresFromTheseCompanies: Person1,Person2

OffersMade 10RecentDeparturesForTheseCompanies: Person1(Company),Person2

Hires 8TitlesatTheseCompanies: Title1,Title2,Title3,Title4,Title5

GlassdoorRecommendtoaFriend: 67% HistoricalChallenges OurPlantoOvercomeChallenges?Compensation

GlassdoorCEOApproval: 82% BadProcessHMAvailability

GlassdoorRating: 3.5 outof5 MisalignmentDiversity

Ourinternalcandidatesurveyscores: X outofY

TopComplaints/ConcernsfromCandidates:Complaint1Complaint2Complaint3

Timeline/ExpectationsforFillingThisRole

Conversion-HowMuchWorkWillItTaketoFillThisRole?

HistoricalSourceofHireforThisRole

INTERNALDATA

TALENTADVISORCONVERSATIONTOOLSOFTWAREDEVELOPERINSEATTLE

SalaryInsights(fromPayscale.comandinternalHRdata)

CompetitionInsights

OurCandidateExperience

SellingCandidatesforThisRole

EXTERNALCOMPARISONDATA PLANS

InterviewingCandidatesforThisRole

BiggestChallengesWeWillLikelyFace

5 15 8 12 5

StrategyMeeting Sourcing RecruiterScreen Interviews Offer

0 2 4 6 8 10 12

SearchFirm

Internal

JobBoards

DirectContact

EmpReferral