The Art of Strategic Interviewing
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The Art of Strategic Interviewing

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What is strategic interviewing, and how can you use it to more quickly and effectively select and hire the right candidates? We take a deep dive into prescreening, interviewing and selection to bring ...

What is strategic interviewing, and how can you use it to more quickly and effectively select and hire the right candidates? We take a deep dive into prescreening, interviewing and selection to bring you actionable tips on how to use these tools to take your hiring process to the next level.

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The Art of Strategic Interviewing The Art of Strategic Interviewing Presentation Transcript

  • © 2014 CareerBuilder© 2014 CareerBuilder Presented by: Keith Hadley, Practice Leader, Employment Branding, CareerBuilder Jennifer Way, President, Way Solutions THE ART OF STRATEGIC INTERVIEWING #hrconnect
  • © 2014 CareerBuilder OUR SPEAKERS 1 | Keith Hadley Practice Leader, Employment Branding CareerBuilder @keithhadley Jennifer Way President Way Solutions @waysolutions #hrconnect
  • © 2014 CareerBuilder INTERVIEW EFFECTIVENESS 2 | What makes one interview more effective than another? #hrconnect
  • © 2014 CareerBuilder JOB SEEKERS SAY 3 | Source: CareerBuilder 2013 Candidate Behavior Study of candidates agree that their experience during the hiring process impacts their offer decision. #hrconnect
  • © 2014 CareerBuilder COMPETITION FOR TALENT 4 | 40% of employers say they have difficulty retaining critical- skill employees 70% of Americans are not engaged at the workplace 59% of hiring managers are concerned about the growing skills gap. 5 in 10 H.R. managers say they have open positions for which they cannot find qualified candidates. #hrconnect
  • © 2014 CareerBuilder SUPPLY AND DEMAND MATTERS 5 | #hrconnect Source: CareerBuilder Supply & Demand Portal
  • © 2014 CareerBuilder© 2014 CareerBuilder6 | Prepare to Leverage Interview Time Design an Experience that Drives Results Design High-Value Pre-Screens #hrconnect
  • © 2014 CareerBuilder QUALITY OF INTERVIEWS 7 | Strategic Tactical Efficient use of time Lack focus; may take longer 3 interviews / 2 visits max Many interviews / many visits Assigned interviewer roles Unprepared interviewers Invest time in the interview plan Prep consists of resume review Defined question/answer expectations Ill defined questions/answers Leverage prescreen Remedial prescreen Value HR Support Over/under dependent on HR support #hrconnect
  • © 2014 CareerBuilder 3 KEY ADVANTAGES 8 | Strong Pre-Screens Assigned Interview Roles Quality Questions & Answers Relevant Information Improves Selection. #hrconnect
  • © 2014 CareerBuilder USE METRICS 9 | Where does the greatest number of candidates come from? (QUANTITY) What source provides the greatest number of hires? (QUALITY) Ensure a diverse candidate slate. What is the average number of interviews to offer? #hrconnect
  • © 2014 CareerBuilder LOOK AT TALENT DIFFERENTLY 10 | Don’t ignore the long-term unemployed Don’t look for past job titles only on resumes Resume John Smith Job Title Lorem ipsum dolor sit amet, consectetur adipiscing elit. Pellentesque tellus eros, euismod quis. Special Skills Lorem ipsum dolor sit amet, consectetur adipiscing elit. Pellentesque tellus eros, euismod quis. Set realistic expectations on job descriptions Help Wanted Data Corp. Job Description Lorem ipsum dolor sit amet, consectetur adipiscing elit. Pellentesque tellus eros, euismod quis. Skills Lorem ipsum dolor sit amet, consectetur adipiscing elit. Pellentesque tellus eros, euismod quis. Hire for potential – and train them #hrconnect
  • © 2014 CareerBuilder KNOWLEDGE/SKILLS 11 | #hrconnect Source: EMSI
  • © 2014 CareerBuilder SKILLS – KNOWLEDGE & ABILITY 12 | #hrconnect Source: EMSI
  • © 2014 CareerBuilder STRONG PRESCREENS 13 | Invest Time with Hirable Candidates Consistent Questions Identify Top Talent Reduce Candidate Pool Fatigue #hrconnect
  • © 2014 CareerBuilder PRESCREENING CALL CONTENT 14 | • Opportunity to engage candidate interest • Ask key differentiator questions • Set process expectations • Gather salary information • Briefly explain role • Gather competitive intelligence • Determine interest in moving forward #hrconnect
  • © 2014 CareerBuilder CHANGE PRESCREEN QUESTIONS 15 | Tactical Pre-Screen • “Tell me about your sales experience.” • “Do you have Microsoft Office experience?” • “Tell me about a time when you handled a frustrated customer.” Strategic Pre-Screen • “What percentage of sales was new business?” • “How did you use Excel in your last position?” • “Tell me about your best/worst customer experience.” #hrconnect
  • © 2014 CareerBuilder REINFORCE CANDIDATE DECISIONS 16 | “Would you be interested in moving forward?” “We’ll call you if we’re interested.” “This may or may not be the right role for you.” “Here is the next step…” “Would you be interested in having a conversation with our hiring manager?” “Follow our process.” #hrconnect
  • © 2014 CareerBuilder© 2014 CareerBuilder17 | Design an Experience that Drives Results Prepare to Leverage Interview Time Design High-Value Pre-Screens #hrconnect
  • © 2014 CareerBuilder PREPARE CANDIDATES TO PERFORM 18 | Provide Directions and Dress Code Declare Experience of Interest Avoid Revealing Areas to be Screened #hrconnect
  • © 2014 CareerBuilder PREPARE THE HIRING MANAGER 19 | Reinforce Manager Values. Interview Plan Prioritize Interview Questions Assign Roles to the Team Provide a Consistent Story #hrconnect
  • © 2014 CareerBuilder ASSIGN INTERVIEW ROLES 20 | Assess Cultural Fit Assess Technical Skills Sell Value Proposition Reduce Redundancy and Increase Breadth of Information. #hrconnect
  • © 2014 CareerBuilder DESIGN STRONG QUESTIONS 21 | Questions • Avoid direct or leading questions • Elicit revealing answers • Focus on the “how” – Beyond the tasks Answers • Anticipate possible answers • Rate range of answers – Excellent, good, neutral, poor • Note answers that are an immediate flag #hrconnect
  • © 2014 CareerBuilder ADDRESSING CULTURAL FIT 22 | Vs. #hrconnect
  • © 2014 CareerBuilder Age Race Religion Family Status Residence Disability Citizenship or Nationality Arrest or Conviction APPROPRIATE VS. INAPPROPRIATE 23 | Avoid Protected Classes. #hrconnect
  • © 2014 CareerBuilder Contrast Effect • A strong candidate appears more qualified when interviewed after a weak candidate Halo/Horn Effect • One element overshadows all others o Halo Effect: A candidate’s benefit o Horn Effect: A candidate’s detriment INTERVIEW BIASES 24 | #hrconnect
  • © 2014 CareerBuilder MORE CANDIDATES? 25 | Reasoning Reality Impact on Candidates Someone better might come along More candidates won’t change market conditions Longer process = increased drop off Looking for an “A” player Is a solid player good enough? Interviewing more people fosters candidate desire to continue interviewing Lack enough info to make decision Reevaluate the priorities of the role Wasted time with ineffective interviews Fewer interviews means a “lack of thoroughness” Fear making wrong decision Damages limited candidate pool over time #hrconnect
  • © 2014 CareerBuilder© 2014 CareerBuilder26 | Design High-Value Pre-Screens Design an Experience that Drives Results Prepare to Leverage Interview Time #hrconnect
  • © 2014 CareerBuilder CRAFT A POSITIVE EXPERIENCE 27 | Every interaction affects future performance. #hrconnect
  • © 2014 CareerBuilder CANDIDATE PERCEPTIONS 28 | #hrconnect Source: CareerBuilder 2013 Candidate Behavior Study Perceptions When Working with the Hiring Manager/Recruiter During the Hiring Process
  • © 2014 CareerBuilder IMPACT OF POOR CANDIDATE CARE 29 | #hrconnect Source: CareerBuilder 2013 Candidate Behavior Study Action Taken After Having a Bad Experience with a Company During the Application Process Number of People Told About the Bad Experience
  • © 2014 CareerBuilder WHAT’S THE OPPORTUNITY? 30 | of candidates feel companies have been responsive during the job search process. candidates say they would accept less than their minimum salary requirement from an organization that provided a good impression during the hiring process. Source: CareerBuilder 2013 Candidate Behavior Study 68% #hrconnect
  • © 2014 CareerBuilder OF CANDIDATES WHO HAD A GOOD HIRING PROCESS EXPERIENCE… would tell others to apply. would be more likely to purchase products or services. would seek employment with the company again. Source: CareerBuilder 2012 Applicant Experience Study 31 | #hrconnect
  • © 2014 CareerBuilder KEY TAKEAWAYS 32 | Conduct quality prescreens: Use questions that differentiate fit and use them consistently. Leverage interview time: Define key questions and rank potential answers. Assess technical skills, cultural fit, and sell the value proposition. Positive candidate experience: Build an experience to attract high quality talent and create strategic advantage. #hrconnect
  • © 2014 CareerBuilder© 2014 CareerBuilder33 | Keith Hadley Practice Leader, Employment Branding CareerBuilder @keithhadley Jennifer Way President Way Solutions @waysolutions #hrconnect