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Impact Hiring Process

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Hiring, assessment and selection of the BEST of the BEST is a difficult task. Especially, when the decision you make WILL fundamentally improve or hurt your team’s sales revenue production, morale and …

Hiring, assessment and selection of the BEST of the BEST is a difficult task. Especially, when the decision you make WILL fundamentally improve or hurt your team’s sales revenue production, morale and entire structure.

This decision is too important to NOT have a proven, detailed, step by step process. You need a tool that helps remove the guess work, will make your job easier, and ensure an equal playing field for all candidates.
The Impact Hiring Process© has been used in over 150 companies and has helped to hire over 1000 sales people. The process works but it won’t do the work for you. If you have questions on any of the steps or the overall process itself, give us a call.

Good Luck and Good Hunting!


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  • 1. Impact Hiring Process © Prepared by John C. Kolencik Copyright 2011 by Matrix Impact
  • 2. Hiring, assessment and selection of the BEST of theBEST is a difficult task. Especially, when thedecision you make WILL fundamentally improve orhurt your team’s sales revenue production, moraleand entire structure.This decision is too important to NOT have a proven,detailed, step by step process. You need a tool thathelps remove the guess work, will make your jobeasier, and ensure an equal playing field for allcandidates. But don’t listen to me here is MatrixImpact’s resident expert… Hi my name is Gauge. The Impact Hiring Process© has been used in over 150 companies and has helped to hire over 1000E sales people. The process works but it won’t do the work for you. If you have questions on any of the steps or the overall process itself, give us a call. Good Luck and Good Hunting!
  • 3. XXXXX Sales Selection ProcessSteps Objectives Actions Tools1 Benchmark the Position Determine Gather data to create the benchmark Previous/Existing Benchmarks Conducted by Hiring Mgr Talent/Traits, Skill Sets, experience for position Top performers and/or HR and Chemistry/Culture Assess and benchmark current top Required vs desired performers2. Sourcing Insure adequate flow of surface Place ad on Recruiting/Service Process Conducted by Hiring Mgr and/or qualified applicants Internet job boards Internet Job Board HR Linked In Linked In Post ad Internally Internal Networking Functions Networking Functions Associations Associations College Boards College Boards3. Initial Phone Screens Screen out the unqualified based on Call resume’ owner Phone Interview Script Conducted by Hiring Mgr and/or Talent/Traits, Skill Sets, Allow 10-15 minutes per call Matrix Impact Training HR Chemistry/Culture Screen through questions Debrief with JCK as needed Location, hrs available & salary Ask natural follow-up questions Initial Intangibles but don’t spin too far Be warm, but professional4.1st In-Person Interview Gather more data on Explain in some detail company & Use ad for specifics on the Conducted by Hiring Mgr Values/Work Ethic position (2-5 minutes) job Experience Screen through questions for Question Script Chemistry/Culture Values/Work Ethic Listening and natural follow- Talent/Traits & Skill Sets Experience up questions Chemistry/Culture Recording Device Talent/Traits & Skill Sets Record Interview5. Review of 1st Interview Assess gathered data on Review recording and notes Notes from interview Conducted by Hiring Mgr Values/Work Ethic If candidate has met criteria Interview recording Experience Conduct Intra-Interview call Intra-Interview Questions Chemistry/Culture Set up 2nd Interview/ Matrix Impact Training Talent/Traits & Skill Sets Cover key areas to explore with Debrief with JCK as needed next interviewer6.2nd In-Person Interview Gather more data on weak or More in-depth explanation of Question Script/Resume Conducted by TBD questionable areas from the 1st position Notes from interview Interview Screen through questions for Interview recording Get a second opinion from a Weak V. Strong, Skill Sets & Matrix Impact Training different set of “eyes” Traits/Talents, Chemistry/Culture Debrief with JCK as needed Record so that Hiring Mgr. can screen also review
  • 4. 7. Review of 2nd Interview Assess & determine fit between Review recording and notes Question Script Conducted by Hiring Mgr and candidate and Debrief interviewer Notes from interview TBD Position requirements If candidate has met criteria Interview recording Talent/Traits, Skill Sets, Conduct Intra-Interview call Matrix Impact Training Chemistry/Culture fit with Co./Mgr. Set up simulation/testing appt. Debrief with JCK as needed Develop simulation/testing based on candidate Cover key areas to explore with any sim/testing participants8. Reference Checks Gather data on candidates work Call at least 3 references Reference Check Script Conducted by Hiring Mgr and habits Conduct 5-10 minute interview with Notes from interview TBD Confirm experience and strengths contacts Interview recording Matrix Impact Training Debrief with JCK as needed9. Check security background Determine candidate’s security viability Contact security firm to perform check Information provided by security Conducted by Hiring Mgr and firm TBD10. Simulation(s) and critique Determine and assess candidates’ Involve multiple people Notes from previous Conducted by Hiring Mgr and Ability to perform in real world Deploy multiple simulations interviews TBD situations Conduct critique based on Interview recordings Ability to handle critique of simulation performance Critique Question Format performance Matrix Impact Training Make it REAL WORLD Debrief with JCK as needed11. Intelligence/Behavioral Testing Determine and assess the level and Deploy per instructions, don’t deviate Multiple tests are availableand review ability of intelligence and behavioral as the tests were designed to produce Matrix Impact Training Conducted by Hiring Mgr and normative values accurate data based on their Debrief with JCK as needed TBD guidelines12. Shadow day with various Gather more data on Ride along with sales person on Rep’s schedule of activitypositions (shadow is determined Chemistry/Culture actual sales activities for ½ day. Briefing to sales rep andon position) Weak Talent/Traits and Skill Sets Sit with other departments to ask other participants Intangibles questions and observe13. Review of all gathered Interview Determine if candidate is indeed Review material and questions of Notes from previousProcess performance data hirable. all who participated in the process interviews Conducted by Hiring Mgr and (from reception to top levels) Interview recordings TBD Make decision to move forward or Matrix Impact Training to move on to next candidate Debrief with JCK as needed Conduct Intra-Interview Call to schedule 3rd interview or call to thank for their time Prepare briefing for 3rd Interview
  • 5. 14. 3rd Interview Let highest possible reporting position Interview candidate Conducted by Hiring take the measure of the candidate Look for specific Talent/Trait, Skill Questions formatted for Mgr/President/Owner armed with all possible data available. Set weaknesses/strengths specific candidate Probe deeper for chemistry and Specific scenarios provided culture fit by Hiring Mgr & resume’ Challenge conclusions that have Matrix Impact Training been established Debrief with JCK as needed15. Review of 3rd Interview Reassess candidate’s Discuss results with interviewer Interviewer’s feedback Conducted by Hiring Talent/Traits, Skill Sets focusing on Questions formatted for Mgr/President/Owner Chemistry/Culture Talent/Traits. Skill Sets specific candidate Fit Chemistry/Culture Specific scenarios provided based on feedback from 3rd Interviewer Fit by Hiring Mgr & resume’ that are in question Matrix Impact Training Debrief with JCK as needed16. Choose qualified candidates Find best candidate with highest Study all candidates from feedback All information gathered in Conducted by Hiring Mgr Talent/Traits, Skill Sets, and notes from all interviewers and Interview Process Chemistry/Culture, fit and experience make a decision Position checklist templates Prepare ALL pieces of Position Checklist Conduct Intra-Interview Call Set-up Offer Meeting17. Offer of Employment Ensure that candidate understands all Hiring interview Position Checklist includes Conducted by Hiring Mgr that is required to become part of the Position Contract and explanation Position Contract XXXXX Team Rules of the Road explanation Rules of the Road Delivery of Offer Letter Offer letter Benefit Package Explanation Benefit Package Compensation Package Compensation Package (negotiation if needed) Signing the Position Contract*16A 4th Interview (President & Reassess Chemistry, culture fit and Interview candidate for chemistry, Resume’, feedback from otherHiring Manager) Dinner skill level based on a more traditional culture and skill level interviewers and specific interview format questions from Hiring Manager*17A Review of 4th Interview Reassess candidate traits and compare Discuss interview with President and President’s feedback and to feedback from President compare/contrast against all other discussion of interview interview results*18A. 5th interview (by member of Reassess chemistry, culture fit and Interview candidate for chemistry, Resume’, feedback from otherXXXXX who has not yet skill level based on a more traditional culture and skill level with a focus on interviewers, President andinterviewed this candidate, try to interview format candidate traits and areas of concern listed from the Hiring specific questions from Hiringhave opposite job type, compare/contrast to feedback from Manager Manager feedback and“operations, accounting”, interview interviewers, sales rep, Manager & discussion of interviewat this stage for good compare and Presidentcontrast information) Steps noted by asterisk* to be used if deemed necessary by the Hiring Manager/Team The Hiring Impact Process© and all information in this document has been copyrighted by Matrix Impact 2011.