3 STEPS   A
STEP 1     DEFINE     YOURSKILL     ANDTALENT     REQUIREMENTS
DEVELOPING ATALENTPROFILE
TALENT PROFILE1.-------------------------------------------------------------------------2.------------------------       ...
TALENT PROFILE1.-------------------------------------------------------------------------2.------------------------       ...
TALENT PROFILE1.-------------------------------------------------------------------------                              As...
1. Be sure the positions are critical          to identify the expertise, experience   to your organization          and o...
Specific job-                 related skills                                    Technical  Basic skills                   ...
to identify the expertise, experience       and other qualities       you want in your new team members4. Identify previou...
STEP 2     ATTRACT     THERIGHT     PEOPLE
MAKEEMPLOYEES COMETO YOUR
HALF-TIMEOR FULL-TIME?SEASONAL EMPLOYEE?INTERN?
Your personal and                                 Colleges, universities  professional                   and technical sch...
STEP 3     SELECT     THEBEST     PERSON
SCREENCANDIDATES
INVOLVE YOUREMPLOYEES    HIRING PROCESS  IN THE
USEYOURTALENT PROFILE  TO    EVALUATE  CANDIDATES
SKILLS, WORK EXPERIENCEAND EDUCATION/TRAININGYOU REQUIREDSUCCESSFUL IN THE PREVIOUSJOBCOMMITMENT TO THE WORKTHEY HAVE CHOSEN
SCREENPOTENTIAL      CANDIDATES      OVERTELEPHONE
!    TIPS FOR INVERTIEW OVER TELEPHONE    -Call applicants when you will not be interrupted    -Open the conversation by a...
INTERVIEW   CANDIDATES
Interview top candidates face-to-face              using a systematic process•A warm welcome to the candidate•A review of ...
?QUESTIONS TO ASK            ?      INTERVIEW? DURING
TRADITIONAL INTERVIEW           OPEN-ENDED            QUESTIONS JOB OR  WORK                  SKILLSINTEREST             W...
THE BEHAVIOR-BASED        INTERVIEW skills  Candidates are asked to describe a situation  that require problem solving   ...
• Structured interview with layered questions      Series of behavioral questions      and non-behavioral questions      ...
• Informal interview      Casual and relaxed      Easily eliminate individuals from      the candidate pool at an early ...
FOLLOW-UP  INTERVIEW
2nd, 3rd …               interview?Confirm that                  Make final they have                     decision found t...
• Meeting with the same interviewer?   Easily, just focus on cementing rapport!• Meeting with a new interviewer?Choose th...
CHECKREFERENCES
REFERENCE-CHECKING IS CRITICAL!CHOOSE THE MOST SUITABLE PERSON FORTHE POSITION, OTHERWISE IT WOULDENDANGER THE WORKING ASM...
!    TIPS FOR CONDUCTING REFERENCE CHECKS    -If possible, have candidates ask their    references to call you    -Keep yo...
MAKE YOUR  FINAL
As far as possible, make sure your top choice willfit into the internal culture of your organization
!    FINAL TIPS: TRUST YOUR INSTINCTS!    -Poor “chemistry” between a new addition to    your team and your existing team ...
THANK YOU FORCONCLUSION FOLLOWING OUR  PRESENTATION!
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How to attract the right people

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The ways to attract the right people for your company

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How to attract the right people

  1. 1. 3 STEPS A
  2. 2. STEP 1 DEFINE YOURSKILL ANDTALENT REQUIREMENTS
  3. 3. DEVELOPING ATALENTPROFILE
  4. 4. TALENT PROFILE1.-------------------------------------------------------------------------2.------------------------ Don’t delegate this work--------------------------- to someone else!-------------------------- DO IT ON YOUR OWN!3.------------------------------------------------------------------------------
  5. 5. TALENT PROFILE1.-------------------------------------------------------------------------2.------------------------ Consider whether this--------------------------- position is really needed?-------------------------- COMBINE TASKS?3.------------------------------------------------------------------------------
  6. 6. TALENT PROFILE1.------------------------------------------------------------------------- Ask the people who have2.--------------------------------------------------- experience in this particular job-------------------------- -WHAT DO THEY LIKE ABOUT THE JOB?3.------------------------ -WHICH SKILL DO THEY USE THE MOST?--------------------------- -REQUIREMENTS ON CO-WORKERS?---------------------------
  7. 7. 1. Be sure the positions are critical to identify the expertise, experience to your organization and other qualities2. Define you want in your new team members primary roles and responsibilities3. Define the critical skills and characteristics required
  8. 8. Specific job- related skills Technical Basic skills skills critical skillsPersonal characteristic Interpersonal and and characteristics communication skillsand values
  9. 9. to identify the expertise, experience and other qualities you want in your new team members4. Identify previous experience and achievement level5. Define education or training required6. Review and finalize your talent profile
  10. 10. STEP 2 ATTRACT THERIGHT PEOPLE
  11. 11. MAKEEMPLOYEES COMETO YOUR
  12. 12. HALF-TIMEOR FULL-TIME?SEASONAL EMPLOYEE?INTERN?
  13. 13. Your personal and Colleges, universities professional and technical schools networkMainstream mediaadvertising Employment Online agencies recruiting
  14. 14. STEP 3 SELECT THEBEST PERSON
  15. 15. SCREENCANDIDATES
  16. 16. INVOLVE YOUREMPLOYEES HIRING PROCESS IN THE
  17. 17. USEYOURTALENT PROFILE TO EVALUATE CANDIDATES
  18. 18. SKILLS, WORK EXPERIENCEAND EDUCATION/TRAININGYOU REQUIREDSUCCESSFUL IN THE PREVIOUSJOBCOMMITMENT TO THE WORKTHEY HAVE CHOSEN
  19. 19. SCREENPOTENTIAL CANDIDATES OVERTELEPHONE
  20. 20. ! TIPS FOR INVERTIEW OVER TELEPHONE -Call applicants when you will not be interrupted -Open the conversation by asking candidates how they heard about the job -Explain the basic job requirement -Ask them what their interests are in cultural activities -Take careful notes. -Ask everyone the same questions so you can make clear comparisons
  21. 21. INTERVIEW CANDIDATES
  22. 22. Interview top candidates face-to-face using a systematic process•A warm welcome to the candidate•A review of what you want to accomplishduring the interview•A description of the job opportunity and your company•Gather information from the candidateby asking open-ended or problem-solving questions•An opportunity for the candidate to ask questions•A clear statement of the next steps in your hiring process•A positive closing
  23. 23. ?QUESTIONS TO ASK ? INTERVIEW? DURING
  24. 24. TRADITIONAL INTERVIEW OPEN-ENDED QUESTIONS JOB OR WORK SKILLSINTEREST WORK EXPERIENCE
  25. 25. THE BEHAVIOR-BASED INTERVIEW skills Candidates are asked to describe a situation that require problem solving Flexibility Leadership Conflict resolution Multi-tasking Initiative Stress management
  26. 26. • Structured interview with layered questions Series of behavioral questions and non-behavioral questions Questions often overlap Gather information about each of the employer’s major issues.
  27. 27. • Informal interview Casual and relaxed Easily eliminate individuals from the candidate pool at an early stage Confirm that a candidate is particularly well-qualified
  28. 28. FOLLOW-UP INTERVIEW
  29. 29. 2nd, 3rd … interview?Confirm that Make final they have decision found the between a ideal short-list of candidate candidates OR
  30. 30. • Meeting with the same interviewer? Easily, just focus on cementing rapport!• Meeting with a new interviewer?Choose the interviewing style and format …..that are best suited to the needs of bothyour organization and its potential employees
  31. 31. CHECKREFERENCES
  32. 32. REFERENCE-CHECKING IS CRITICAL!CHOOSE THE MOST SUITABLE PERSON FORTHE POSITION, OTHERWISE IT WOULDENDANGER THE WORKING ASMOSPHERE OFYOUR ORGANIZATION!
  33. 33. ! TIPS FOR CONDUCTING REFERENCE CHECKS -If possible, have candidates ask their references to call you -Keep your questions focused in what you need to know about the candidate’s performance in previous jobs -Keep your questions consistent from reference to reference so you can compare their responses
  34. 34. MAKE YOUR FINAL
  35. 35. As far as possible, make sure your top choice willfit into the internal culture of your organization
  36. 36. ! FINAL TIPS: TRUST YOUR INSTINCTS! -Poor “chemistry” between a new addition to your team and your existing team sabotages the success of new hires more often than anything else. -If you sense an even slightly negative quality, think very hard before hiring that individual
  37. 37. THANK YOU FORCONCLUSION FOLLOWING OUR PRESENTATION!

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