how to execute an effective recruting and selection process

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PRE-GAME Create a profile of what your ideal

candidate would look like Transform your profile into actionable

items know as a performance profile Example: Implement a constant contact

system within the first 30 days.Deliver an average of 100 new leads per

month through optimization of marketing messages.

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Must Haves Nice to Have Doesn't matter Absolutely Not

Assertive Good ListenerAdvance educational degrees Meek

Good Communicator Hard worker Detail oriented 9 to 5 Mentality

mentally quick Completed High school patient Bad attitude

Impulsive Industry experienceHas paperwork avoidance Shy

Persuasive Competitive High Intelligence Has analyzer logical personality

Willing to travel Warm & Friendly OrganizedOverly exaggerates everything

Willing to work base plus commission Animated Drug user

Literate to eighth grade level

Expressive social personality

Is not worse than an average liar

Self-starter Builds Rapport quickly Minimum of two years of successful sales track record

Interested in the job

Measurable results produced

Willing to do necessary paperwork

Prefers to work for commission



Common Mistakes Made by Interviewers Don’t get emotional attached to candidates

Ever have a manger tell you they like a candidate but have no facts to back it up.

Spend more time talking than the candidate does

Jumping to conclusions and making assumptions

Projecting answers by prefacing questions and asking questions that obviously express a desired answer

Projecting judgment and judging a candidate too quickly



Who is involved: Hiring manager Hiring manager’s supervisor Other managers from different departments

Hiring manager should be involved in all interviews but only dominate the one they lead, Good to ask clarifying questions.

Peers Consider having job shadowing days to allow your

candidate to get to know your company and you to get to know them more



Finding candidates Key is to speak with as many people as possible,

this is a numbers game. Make an investment in time needed to find the best people and establish a well thought out process

Referrals The best source of good candidates

Job Boards Post on more than one. Optimize for best placement

Industry specific job boards and associations Social Media outlets Direct contact



Finding candidates… Temp Agencies

Good for filling lower level positions without much effort, takes the pressure off to find the best or discover the temp meets your expectation.

Recruiting firms Will typically provide good candidates just be careful.

Outsourced labor solutions Direct inquiries through career page on web site Sourcing

Contacting passive candidates



Resume Screening Looking for longevity

This is getting harder to do 3 years for lower level people 4-5 for mid High level positions are wild cards

Career development Moving up within an organization Significantly better positions each move Involved in lots of activities and associations

Clear successes Look for instance where the candidate sites specific

accomplishments that are measurable and significant



Resumes continued… Gaps in employment

Great people find jobs in any economy

References Look for those who list past supervisors as references,

either way you need them. These people are proud and not afraid for you to speak with their past bosses

Education Very little value unless the position absolutely requires

some type of special training, other indicators are better predictors of success.



Resumes continued… Gaps in employment

Great people find jobs in any economy References

Look for those who list past supervisors as references, either way you need them. These people are proud and not afraid for you to speak with their past bosses

Cover letters I don’t read these until I am serious about a candidate,

before the first in person interview. Pay history

Visualize whether this person fits your pay range based on their experience, education and credentials. Are they overqualified?



Phone screen Make them feel comfortable

Briefly discuss what you do and the position

Find out what they know about your company and the position, don’t worry if they don’t know much. The ones that know a lot give them a gold star.

Do a chronological interview, find out about all their jobs what they did and why they left. Find out pay history, and future expectations. Manage your time with this one.



Phone Screen continued…. Discuss deal breakers

Money Commute Schedule Missing relevant skills Criminal or Credit background issues Driving record Lack of good references- Make sure candidate knows you

will be checking these upfront



Phone Screen continued….

Give them an opportunity to ask questions, the type of questions they ask tell you a lot. Take note of these.

Keep it short, under 15 minutes

Reiterate the next steps and set the expectation.



Skill or other testing This is a great time to give candidates a skill test

or multiple skill tests. If they pass then you know they are worth spending more time with.

Special assignment For more advanced positions you may want to give them

a mini assignment to work on. A coding project or develop a marketing idea. The quality and thoughtfulness of the work is what is most important. Do not mark candidates down for having a poor idea.



In Person Meeting Keep pleasantries short, but don’t skip this step.

Be prepared and professional, don’t be late or take phone calls if possible.

Have your interview questions ready. Focus these on accomplishments and work history.

Have follow up questions from the phone screen ready to dig deeper in to areas you have questions about.



In Person Meeting… Give the interview at least 20 minutes before

passing any judgment

If you like the candidate at the end give them a quick tour, introduce them to a few folks along the way see what happens

Have them do the more in depth assessments at this time.



Two Really Good Interview Questions What is the most significant

accomplishment you have made in your professional career?

If you got this job how would you handle this problem or significant challenge?



What is the most significant accomplishment you have made in your professional career? What challenges did you overcome?

What was the result of the accomplishment? Why were you chosen? What was your title and title of those you worked with? What skills did you use to accomplish this task? What was your plan for achieving this goal? How did you

contribute to the creation of this plan? Do have examples of where you used initiative? Do you have examples of how you coached or mentored others? When did you have to influence and persuade others? What conflicts did you face and resolve? How did you grow through out this process? What was your favorite and least favorite part of this project? Did you receive recognition for your efforts?



If you got this job how would you handle this problem or significant challenge? This is a give and take. An opportunity to work

through a real problem or challenge in an open environment.

Give the candidate some tools and information to assist.

Present this question in the phone interview give the candidate some time to ask questions and prepare. Look for the candidate to ask good questions



Second Interview Interview to get more info on questionable areas Include a new leader in your organization, make

sure hiring manager is there too Take advantage of interview questions provided

from their test results Questions this day should be more behavior

questions touching on soft skills or other qualities that are important to success in the position.



What’s next? Reference checks

Introduce yourself, make friends if you want this person to open up to you.

Have some basic questions ready, that cover attitude, competency overall ability. Ask good follow up questions to uncover the whole story

Ask about areas you had concerns about in the interview process. If you hit a sore subject you’ll be surprised how candidate they will get.

Check social media, web for issue with candidate

Back ground check, drug screen, credit issues



Fourth Contact More follow up interviews

Dinner with spouses

Completion of assigned or presentation

Making the offer


how to execute an effective recruting and selection process

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