© 2014 CareerBuilder© 2014 CareerBuilder
Presented by:
Keith Hadley, Practice Leader, Employment Branding, CareerBuilder
J...
© 2014 CareerBuilder
OUR SPEAKERS
1 |
Keith Hadley
Practice Leader, Employment Branding
CareerBuilder
@keithhadley
Jennife...
© 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 thei...
© 2014 CareerBuilder
COMPETITION FOR TALENT
4 |
40%
of employers say
they have difficulty
retaining critical-
skill employ...
© 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
De...
© 2014 CareerBuilder
QUALITY OF INTERVIEWS
7 |
Strategic Tactical
Efficient use of time Lack focus; may take longer
3 inte...
© 2014 CareerBuilder
3 KEY ADVANTAGES
8 |
Strong Pre-Screens
Assigned Interview
Roles
Quality Questions &
Answers
Relevant...
© 2014 CareerBuilder
USE METRICS
9 |
Where does the
greatest number of
candidates come
from?
(QUANTITY)
What source provid...
© 2014 CareerBuilder
LOOK AT TALENT DIFFERENTLY
10 |
Don’t ignore
the long-term
unemployed
Don’t look for
past job titles
...
© 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
R...
© 2014 CareerBuilder
PRESCREENING CALL CONTENT
14 |
• Opportunity to engage candidate interest
• Ask key differentiator qu...
© 2014 CareerBuilder
CHANGE PRESCREEN QUESTIONS
15 |
Tactical Pre-Screen
• “Tell me about your sales
experience.”
• “Do yo...
© 2014 CareerBuilder
REINFORCE CANDIDATE DECISIONS
16 |
“Would you be
interested in moving
forward?”
“We’ll call you if
we...
© 2014 CareerBuilder© 2014 CareerBuilder17 |
Design an
Experience
that Drives
Results
Prepare to
Leverage
Interview
Time
D...
© 2014 CareerBuilder
PREPARE CANDIDATES TO PERFORM
18 |
Provide
Directions and
Dress Code
Declare
Experience of
Interest
A...
© 2014 CareerBuilder
PREPARE THE HIRING MANAGER
19 |
Reinforce Manager Values.
Interview Plan
Prioritize
Interview
Questio...
© 2014 CareerBuilder
ASSIGN INTERVIEW ROLES
20 |
Assess
Cultural Fit
Assess
Technical
Skills
Sell Value
Proposition
Reduce...
© 2014 CareerBuilder
DESIGN STRONG QUESTIONS
21 |
Questions
• Avoid direct or leading
questions
• Elicit revealing answers...
© 2014 CareerBuilder
ADDRESSING CULTURAL FIT
22 |
Vs.
#hrconnect
© 2014 CareerBuilder
Age
Race
Religion
Family Status
Residence
Disability
Citizenship or Nationality
Arrest or Conviction
...
© 2014 CareerBuilder
Contrast Effect
• A strong candidate appears more
qualified when interviewed after a
weak candidate
H...
© 2014 CareerBuilder
MORE CANDIDATES?
25 |
Reasoning Reality
Impact on
Candidates
Someone better might come
along
More can...
© 2014 CareerBuilder© 2014 CareerBuilder26 |
Design High-Value
Pre-Screens
Design an
Experience
that Drives
Results
Prepar...
© 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...
© 2014 CareerBuilder
IMPACT OF POOR CANDIDATE CARE
29 |
#hrconnect
Source: CareerBuilder 2013 Candidate Behavior Study
Act...
© 2014 CareerBuilder
WHAT’S THE OPPORTUNITY?
30 |
of candidates feel companies have been
responsive during the job search ...
© 2014 CareerBuilder
OF CANDIDATES WHO HAD A GOOD
HIRING PROCESS EXPERIENCE…
would tell others to apply.
would be more lik...
© 2014 CareerBuilder
KEY TAKEAWAYS
32 |
Conduct quality prescreens:
Use questions that differentiate fit and
use them cons...
© 2014 CareerBuilder© 2014 CareerBuilder33 |
Keith Hadley
Practice Leader, Employment Branding
CareerBuilder
@keithhadley
...
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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 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

  1. 1. © 2014 CareerBuilder© 2014 CareerBuilder Presented by: Keith Hadley, Practice Leader, Employment Branding, CareerBuilder Jennifer Way, President, Way Solutions THE ART OF STRATEGIC INTERVIEWING #hrconnect
  2. 2. © 2014 CareerBuilder OUR SPEAKERS 1 | Keith Hadley Practice Leader, Employment Branding CareerBuilder @keithhadley Jennifer Way President Way Solutions @waysolutions #hrconnect
  3. 3. © 2014 CareerBuilder INTERVIEW EFFECTIVENESS 2 | What makes one interview more effective than another? #hrconnect
  4. 4. © 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
  5. 5. © 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
  6. 6. © 2014 CareerBuilder SUPPLY AND DEMAND MATTERS 5 | #hrconnect Source: CareerBuilder Supply & Demand Portal
  7. 7. © 2014 CareerBuilder© 2014 CareerBuilder6 | Prepare to Leverage Interview Time Design an Experience that Drives Results Design High-Value Pre-Screens #hrconnect
  8. 8. © 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
  9. 9. © 2014 CareerBuilder 3 KEY ADVANTAGES 8 | Strong Pre-Screens Assigned Interview Roles Quality Questions & Answers Relevant Information Improves Selection. #hrconnect
  10. 10. © 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
  11. 11. © 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
  12. 12. © 2014 CareerBuilder KNOWLEDGE/SKILLS 11 | #hrconnect Source: EMSI
  13. 13. © 2014 CareerBuilder SKILLS – KNOWLEDGE & ABILITY 12 | #hrconnect Source: EMSI
  14. 14. © 2014 CareerBuilder STRONG PRESCREENS 13 | Invest Time with Hirable Candidates Consistent Questions Identify Top Talent Reduce Candidate Pool Fatigue #hrconnect
  15. 15. © 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
  16. 16. © 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
  17. 17. © 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
  18. 18. © 2014 CareerBuilder© 2014 CareerBuilder17 | Design an Experience that Drives Results Prepare to Leverage Interview Time Design High-Value Pre-Screens #hrconnect
  19. 19. © 2014 CareerBuilder PREPARE CANDIDATES TO PERFORM 18 | Provide Directions and Dress Code Declare Experience of Interest Avoid Revealing Areas to be Screened #hrconnect
  20. 20. © 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
  21. 21. © 2014 CareerBuilder ASSIGN INTERVIEW ROLES 20 | Assess Cultural Fit Assess Technical Skills Sell Value Proposition Reduce Redundancy and Increase Breadth of Information. #hrconnect
  22. 22. © 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
  23. 23. © 2014 CareerBuilder ADDRESSING CULTURAL FIT 22 | Vs. #hrconnect
  24. 24. © 2014 CareerBuilder Age Race Religion Family Status Residence Disability Citizenship or Nationality Arrest or Conviction APPROPRIATE VS. INAPPROPRIATE 23 | Avoid Protected Classes. #hrconnect
  25. 25. © 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
  26. 26. © 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
  27. 27. © 2014 CareerBuilder© 2014 CareerBuilder26 | Design High-Value Pre-Screens Design an Experience that Drives Results Prepare to Leverage Interview Time #hrconnect
  28. 28. © 2014 CareerBuilder CRAFT A POSITIVE EXPERIENCE 27 | Every interaction affects future performance. #hrconnect
  29. 29. © 2014 CareerBuilder CANDIDATE PERCEPTIONS 28 | #hrconnect Source: CareerBuilder 2013 Candidate Behavior Study Perceptions When Working with the Hiring Manager/Recruiter During the Hiring Process
  30. 30. © 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
  31. 31. © 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
  32. 32. © 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
  33. 33. © 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
  34. 34. © 2014 CareerBuilder© 2014 CareerBuilder33 | Keith Hadley Practice Leader, Employment Branding CareerBuilder @keithhadley Jennifer Way President Way Solutions @waysolutions #hrconnect
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