strategic hiring and retention interview guidebook
Post on 18-Oct-2014
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Interviewing CandidatesTRANSCRIPT
Strategic Hiring & Strategic Hiring & RetentionRetention
INTERVIEW GUIDEBOOKINTERVIEW GUIDEBOOK
Presented by:
Araceli Martin
Human Resources Generalist
Staffing FlowchartStaffing FlowchartStaffing Need is identified by
Supervisor
Hiring Manager send Staffing Communication Packet to HR
Staffing Communication Packet
Received Completed
Staffing Communication Packet is sent back to Hiring Manager
Failure to submit a complete Staffing Communication Packet prolongs approval
for position to be advertised or hired.
Supervisor and CEO discuss the hiring justification, job description,
salary range, start date, etc.
Not Approved, further need for justification or denied
Staffing Communication Packet
Approved – The Go Ahead to Advertise & Hiring given.
Interviewing and Assessing Interviewing and Assessing Job CandidatesJob Candidates
Prepare for the Interview Review relevant documents Identify Core Competencies required for the job Develop Behavior-Based questions Review “Begin the Job Interview” Estimate the time to complete the interview Review the Application for completion ^
Interviewing and Assessing Interviewing and Assessing Job Candidates ContinuedJob Candidates Continued
Begin the Job Interview Build rapport Clarify the purpose Review the interview agenda Describe the job as well as the benefits of working
at EDWARDS LABEL Review applicant’s prior job experiences
Interviewing and Assessing Interviewing and Assessing Job Candidates ContinuedJob Candidates Continued
Collect Data Ask Behavior-Based Questions Probe, check, and clarify Record responses
Interviewing and Assessing Interviewing and Assessing Job Candidates ContinuedJob Candidates Continued
Assess and Select the Candidate Complete individual rating sheets All interviewers meet as a group to discuss
candidates Complete group rating sheet Reach Consensus
Interviewing and Assessing Interviewing and Assessing Job Candidates ContinuedJob Candidates Continued
Conclude the Interview Ask applicant if he or she has any questions, and
respond to them Ask applicant why working at EDWARDS LABEL
would be a good “fit” for him or her Restate the benefits of working at EDWARDS
LABEL Describe next steps, and thank applicant for his or
her time
Prepare for the Prepare for the InterviewInterview
Checklist of Steps
ChecklistChecklist
Review relevant documents on the job applicant. Identify the Core Competencies required for the
specific job position. Develop Behavior-Based Questions, which link
to Core Values and Core Competencies. Review the Behavior-Based Questions in your “Core
Values and Core Competencies Questions” booklet. Select the appropriate questions and develop new ones, and record them on the Interview Worksheets in the Interview Guidebook.
Checklist ContinuedChecklist Continued
Review “Begin the Job Interview” Estimate the time to complete the interview,
and set your pace to meet the available time.
Begin the Job Begin the Job InterviewInterview
Checklist of Steps
ChecklistChecklist
Build rapport with the applicant by welcoming him or her and making an appropriate statement.
Clarify the purpose of the interview Possible statements:
To get to know your background and job qualifications. To help you understand EDWARDS LABEL and the job
positions. To determine if there is a good job “fit”.
Checklist ContinuedChecklist Continued
Review the interview agenda with the applicant.
Describe the job. Describe the benefits of working at
EDWARDS LABEL. Review the applicant’s prior job experiences.
Record the applicant’s responses on the Prior “Job” form.
Prior JobPrior Job
Job Title:______________ Dates:_______
Major Responsibilities:
What did you like most about the job? Why?
What did you like Least? Why?
Collect Data During Collect Data During the Interviewthe Interview
Checklist of Steps
ChecklistChecklist
Ask Behavior-Based questions which are open-ended and specifically focus on past job experiences. Explain to the applicant that you will be asking specific
questions about his or her prior work experiences that directly relate to the Values, skills, and knowledge required for the job. And, you will be taking notes to capture what is said. Probe with additional questions until you have the data you
need to determine if the applicant has demonstrated the Core Values and Core Competencies required for the job.
Check for understanding Clarify areas that are incomplete or confusing.
Checklist ContinuedChecklist Continued
Record the applicant’s responses on the “Interview Worksheets” Sample Probing Questions and Statements What Happened
Describe a specific situation when you used that approach.
Why did you take that approach? Describe the circumstances.
Checklist ContinuedChecklist Continued
Actions Describe specifically what you did. What was your role in the job assignment? What did you do next?
Outcome What was the result? How did your actions influence the results? What did you learn from the project?
Core Values Core Values QuestionsQuestions
For Organizational Fit
The Individual Must Be The Individual Must Be RespectedRespected
1. Provide a specific work example in which you demonstrated respect for another individual(s). What happened? What did you do? What was the outcome of your actions?
2. Describe a work environment in which you feel you are the MOST effective.
3. When were you the most satisfied/dissatisfied in your most recent job position? What about the job position made is satisfying/dissatisfying?
4. How do you like to be recognized and rewarded for a job well done?
The Individual Must Be The Individual Must Be Respected ContinuedRespected Continued
1. If you were working for EDWARDS LABEL and were offered another job paying around the same amount of money, what factors would you consider before making a decision?
The Customer Must Be Given The Best The Customer Must Be Given The Best Possible ServicePossible Service
1. Describe a difficult situation in which you had to handle servicing either an internal or external customer. What was the situation? How did you respond? What was the outcome for the company and the customer?
2. Describe a situation in which your work team provided superior customer service. Specifically, how did you contribute to the success of the project?
The Customer Must Be The Customer Must Be Given The Best Possible Given The Best Possible Service ContinuedService Continued
1. Provide an example in which you were responsible for developing and maintaining ongoing work relationships with others. How did you develop the relationship? Give examples of the approach you took to maintain the relationship.
Excellence and Superior Excellence and Superior Performance Must Be Performance Must Be PursuedPursued
1. What business accomplishment is your greatest source of pride? What obstacles did you have to overcome to make this happen? What would you do differently?
2. Give me an example of a time when someone challenged you to personally do something that you felt was beyond your ability. What was the challenge? How did you respond? What happened?
Excellence and Superior Excellence and Superior Performance Must Be Performance Must Be PursuedPursued
1. What motivates you the most to improve yourself at work? Provide a specific example in the past in which you were motivated to improve. What happened? What motivated you to improve?
2. Describe a work situation in which continuous learning was necessary and important for you to stay effective. What did you do? What happened as a result of your actions?
Excellence and Superior Excellence and Superior Performance Must Be Performance Must Be PursuedPursued
1. Professionally, who is the best person you have worked for, and why? What would he or she tell me was your greatest strength? What would he or she tell me was an area for improvement?
Interview WorksheetInterview Worksheet
Core Value: Behavior-Based
Questions
Interview WorksheetInterview Worksheet
The Individual Must Be Respected:
The Customer Must Be Given The Best Possible Service:
Excellence And Superior Performance Must Be Pursued:
Conclude the Conclude the InterviewInterview
Checklist of Steps
Conclude the InterviewConclude the Interview
Ask the applicant: “What questions do you have?” Ask the applicant to consider why working at
EDWARDS LABEL is a “good fit” for him or her. Allow a few minutes for the applicant’s response.
Review your completed Interview Worksheets while the applicant is thinking, and note any required additional information.
Ask for applicant’s answer. Ask any final questions. Restate the benefits of working at EDWARDS LABEL. Describe next steps, and thank the applicant for his or
her time.
Q & A
Questions & Answers
THE END
Thank you very much.