Zweig Group BBR webinar interviews and offers - session 5

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IMAGINE DOING ALL of this work and not having a plan in place for properly executing interviews and even more important, offers. Based on our years of experience we will walk you through an ideal interview environment and what the candidate should experience. Once the interview process is complete we will go over the best methods for delivering an employment offer and also discuss some the deal breakers that we normally see come that are easily avoidable.

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Zweig Group BBR webinar interviews and offers - session 5

  1. 1. –Johnny Appleseed “Type a quote here.”
  2. 2. © Zweig Group 2016 More than half of firms surveyed (57%) conduct background checks on potential new hires. - 2016 Zweig Group Recruitment & Retention Survey
  3. 3. © Zweig Group 2016 1. Treat every job candidate like gold. 2. Plan every detail for your interviews/ meetings. 3. Get all of the candidate’s compensation details. 4. Stop being obsessed with why the job candidate wants to make a change. Mark Zweig’s Tips for Recruitment Success
  4. 4. © Zweig Group 2016 5. Get a realtor involved.* 6. Look for a way to talk to the spouse. Mark Zweig’s Tips for Recruitment Success
  5. 5. © Zweig Group 2016 Questions you should be asking during the interview process - (Hint, focus on candidates qualifications.) • Tell me about your biggest success to date or in the last X years? • Tell me about your biggest failure to date or in the last X years, what did you learn from it? • Discuss the kinds of challenges that they would face in this role and ask them how they would handle it?
  6. 6. © Zweig Group 2016 Questions you should be asking during the interview process - (Hint, focus on candidates qualifications.) • Based on our job description what do you think you will have the most fun doing? • Based on our job description what do you think will be your biggest challenge? • What are one or two things that you’ve done in the recent past that has prepared you the most for this job?
  7. 7. © Zweig Group 2016 Questions NOT to ask during the Interview Process. • What’s your background? • What’s your biggest weakness? • What’s your salary history? • Do you think you can handle this workload? • If we offered you the job would you accept it? • Why do you want to leave your present firm?
  8. 8. © Zweig Group 2016 Illegal Questions NOT to ask during the Interview Process. • What is your religious affiliation? • Are you pregnant? • What is your political affiliation? • What is your race, color or ethnicity? • How old are you? • Are you disabled? • Are you married? • Do you have children or plan to? • Are you in debt? • Do you socially drink or smoke?
  9. 9. © Zweig Group 2016 Be very careful about how you ask certain questions during the Interview Process. Where do you live? Sounds simple enough but asking a candidate where they live is illegal because it could be interpreted as a way to discriminate based on their location. A better way to phrase the questions is to ask them if they are willing to relocate?
  10. 10. © Zweig Group 2016 Be very careful about how you ask certain questions during the Interview Process. What was the nature of your military discharge? Asking why a military veteran was discharged is illegal. However, employers can ask what type of education, training or work experience a candidate received while in the military.
  11. 11. © Zweig Group 2016 Be very careful about how you ask certain questions during the Interview Process. Are you a U.S. citizen? While you can ask if a candidate is legally eligible for employment in the U.S., it’s illegal to ask about citizenship or national origin.
  12. 12. © Zweig Group 2016 Things to do back at the office… Know Your Numbers 1. Go over all of your numbers and find a format to keep track of them; Excel, SalesForce, Jibe, Taleo. 2. Develop a monthly reporting mechanism to help you keep track of recruiting. Determine the frequency of other KPI reports (Monthly, Quarterly, Annually) 3. Share monthly reports with your entire firm! 4. Try to focus on these metrics for optimum results: Sourcing, Interviewing, Hiring, and Team Performance Management.
  13. 13. © Zweig Group 2016 Show Me The Money! The Offer Stage
  14. 14. © Zweig Group 2016 The majority of firms (47%) say it takes 30-60 days on average to hire a candidate after making them an offer. - 2016 Zweig Group Recruitment & Retention Survey
  15. 15. © Zweig Group 2016 Mark Zweig’s Tips for Recruitment Success 1. Write a good offer. 2. Don’t give the candidate forever to make their decision. 3. Ask the candidate how he/she will respond to a counteroffer, should one be made (and it probably will be!).
  16. 16. © Zweig Group 2016 Mark Zweig’s Tips for Recruitment Success 4. If the candidate tells you they’ll accept but want to wait until they turn their notice in to their boss, discourage that. 5. Always get a backup candidate. 6. If someone turns down your job offer, ask them why.
  17. 17. © Zweig Group 2016 More than half of firms surveyed (61%) have probationary periods for new employees. This probationary period is typically three months or less. - 2016 Zweig Group Recruitment & Retention Survey Mark Zweig says: “This is a bad practice!”
  18. 18. © Zweig Group 2016 Things to do back at the office… Interviews and Offers 1. Go over and share illegal interview questions tip sheet with hiring managers. 2. Create interview protocol that your organization will follow. Determine who needs to be a part of the process and who doesn't. 3. Develop a variety of options for conducting interviews, Go-to- Meeting, Google Hangout, Join.Me, and Skype.
  19. 19. © Zweig Group 2016 Things to do back at the office… Interviews and Offers (cont) 4. Create a consistent offer letter and protocol for extending offers. 5. Discuss the probability of a counteroffer with each hiring manager and train them on having the counteroffer discussion with the candidate. 6. If you do a lot of relocations take time to find a good Realtor in your community.
  20. 20. © Zweig Group 2016 Q&A Post your questions online onTwitter using hashtags #ZweigGroup or #BBRWebinar We will respond to ALL questions
  21. 21. TIP SHEET HTTP://BIT.LY/ZGBBRTIPS
  22. 22. EMPLOYER SURVEY http://bit.ly/aecemployer
  23. 23. Up Next!
  24. 24. Upcoming Webinar Schedule
  25. 25. Continue the discussion about recruitment and retention online. Use the hashtags #BBRWebinar and #ZweigGroup. We will respond to anything posted on Social Media on this topic. Presenter: Randy Wilburn 617-828-9093 rwilburn@zweiggroup.com @randywilburn Thank You!

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