For audio, it is recommended you dial in
A copy of the slide and the recording will be available post webinar
Audio: 1-877...
AGENDA
2. Objective “Hiring for Fit”
3. 10 Steps for an Effective Hiring Process
5. Benefits of Hiring for Fit
5. Q&A
1. T...
1. The Consequences of Wrong Hires
Employers reported that bad hires lowered their
company’s productivity and affected emp...
1. The Consequences of Wrong Hires
Hiring the wrong candidate can have a negative
impact on:
► Organizational Performance ...
2. Objective “Hiring for Fit”
Culture
Values
Environment
Leadership
Organizational Fit
Tasks
Duties
Responsibilities
Motiv...
3. 10 Steps to Hiring Right
6
► Step 1: Know Who You Are Looking For
► Step 2: Target Your Ideal Candidate
► Step 3: Pre-S...
Step 1: Know Who You Are Looking For
7
Knowledge
Do they know how to do it?
Skills
Do they have a track
record/experience ...
► Consult with Hiring Managers and the HR team
– Feedback loop between HR and Hiring Managers
► Consult the Market
– Salar...
Step 1: Profiling Top Performers
9
► Top Performers Profiles
► Job Expert Inputs
► Job profile which
describe the ideal
ca...
Step 1: Profiling Attitude
10
Attitude impacts productivity of the individual; cohesiveness
of the team…and retention of y...
Step 2: Target Your Ideal Candidate
Your Corporate Brand Differentiator: why do people want
to work for your company?
►The...
Step 2: Target Your Ideal Candidate
12
Define the Ideal Profile
Write a Job description focusing on behaviour
expectations...
Step 3: Pre-Screen the Applicant Flow
►Applicant Resume Pre-qualifying
►Applicant Tracking Systems
►Pre-qualifying Questio...
Step 4: Rank Your Applicants
14
Candidate
1
Candidate
2
Candidate
3
Knowledge
(Education, Designations)
3 3 5
Skills
(Expe...
Step 5: Interview & Evaluate Your
Candidates
15
“It takes 20 years to build a reputation, and five
minutes to ruin it. If ...
Step 5: Interview & Evaluate Your
Candidates
►Focus on building the
relationship and mutual fit.
►Interrogative or
intimid...
Step 5: Interview & Evaluate Your
Candidates
Behavioural-Description Interviews
17
Understand the candidates behaviour
Ass...
Step 6: Match the Top Candidates
to the Position
18
► Assess and analyze
personality traits of your
candidates
► Better un...
Step 6: Match the Top Candidates
to the Position
19
► Compare the
candidate personality
to the job profile to
identify lev...
Step 6: Match the Top Candidates
to the Position
► Explore the gaps by asking specific questions that will
determine if th...
Step 7: Check for Red Flags
Avoid the ‘Mis-Hire’ and Counterfeit Candidates!
Reference Checking Tips:
► Obtain permission
...
Step 8: Make the Job Offer
► Verbal AND written offer
► Communicate how the offer will be presented (email,
hard copy, etc...
Step 9: Integrate New Hires
“87% of people who leave their organization or their team
do so because of personality conflic...
Step 9: Integrate New Hires
24
New Employee Direct Manager Peers Subordinates
Facilitate the
communication
Understand key
...
Step 10: Assess Your Recruitment
Process
►Are they fitting into the company culture?
►Have they integrated into their team...
Step 10: Assess Your Recruitment
Process - ROI
26
►How do you invest in your human capital?
– 50-70% of operating costs ar...
Step 10: Assess Your Recruitment
Process
27
Cost of Turnover Calculator
$36,000 Base Salary $72,000 Base Salary
1
5
20
$36...
Step 10: Assess Your Recruitment
Process
28
4. Personality in the hiring process
29
Step 1: Know Who You Are Looking For
Step 2: Target Ideal Candidate
Step 5: Interv...
Conclusion: Benefits of Hiring for Fit
30
Hiring
Right the
First
Time
Performance
EngagementReputation
Cost
31
FREE OFFER
We’re offering a free 30-minute consultation to discuss on
how to measure your Recruitment process effective...
32
Q & A
Paula Calderon
Talent Management Solutions Consultant
pcalderon@na.drakeintl.com
416-216-1094
Upcoming Webinar:
September ...
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10 Steps to Hiring Right the First Time

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Hiring an employee is like making an important investment decision, with the candidate representing the capital: human capital. Like any investment decision, you want to make the right choice - the first time. Effective talent acquisition is a complex process. In the hiring, onboarding, and retention process, either you are going to yield a great return for your company, or your actions and processes may result in costly mistakes and turnover.

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10 Steps to Hiring Right the First Time

  1. 1. For audio, it is recommended you dial in A copy of the slide and the recording will be available post webinar Audio: 1-877-668-4493 Access Code: 667 544 236 Event Password: 1234 WebEx Support: 1-866-863-3910 10 Steps to Hiring Right, the First Time! August 13th, 2014 Paula Calderon Talent Management Solutions Consultant
  2. 2. AGENDA 2. Objective “Hiring for Fit” 3. 10 Steps for an Effective Hiring Process 5. Benefits of Hiring for Fit 5. Q&A 1. The Consequences of Wrong Hires 4. Focus: Personality in the Hiring Process
  3. 3. 1. The Consequences of Wrong Hires Employers reported that bad hires lowered their company’s productivity and affected employee morale and even resulted in legal issues Employee Turnover is due to bad hiring decisions The cost of turnover is at least one-third of a new hire’s annual salary 69% 80% Harvard Business Review, 2013 Hiring Site-Career Builder, 2011 30% Efinancial Careers, 2011
  4. 4. 1. The Consequences of Wrong Hires Hiring the wrong candidate can have a negative impact on: ► Organizational Performance and Productivity ► Employee Morale and Engagement Levels ► Your Professional Reputation ► Public Reputation and Customer Relationships ► Cost of Recruitment, Onboarding, Training and Turnover
  5. 5. 2. Objective “Hiring for Fit” Culture Values Environment Leadership Organizational Fit Tasks Duties Responsibilities Motivation Job Fit What is “Fit”? ► Behaviours and Characteristics required to be successful in an organization and job
  6. 6. 3. 10 Steps to Hiring Right 6 ► Step 1: Know Who You Are Looking For ► Step 2: Target Your Ideal Candidate ► Step 3: Pre-Screen The Applicant Flow ► Step 4: Rank Your Applicants ► Step 5: Interview & Evaluate ► Step 6: Match the Top Candidates to the Position ► Step 7: Check for Red Flags ► Step 8: Make the Job Offer ► Step 9: Integrate Hew Hires ► Step 10: Assess Your Recruitment Process
  7. 7. Step 1: Know Who You Are Looking For 7 Knowledge Do they know how to do it? Skills Do they have a track record/experience of doing it? Attitude Do they have the right “fit” , attitude and motivation for your company?
  8. 8. ► Consult with Hiring Managers and the HR team – Feedback loop between HR and Hiring Managers ► Consult the Market – Salary Surveys – Your Competitors ► Understand the Core Competencies (K, S, A): – What makes an employee a “top performer”? – What makes an employee a “low performer”? What would be the value in replicating your top performers? Step 1: Know Who You Are Looking For
  9. 9. Step 1: Profiling Top Performers 9 ► Top Performers Profiles ► Job Expert Inputs ► Job profile which describe the ideal candidate for the role within your organization
  10. 10. Step 1: Profiling Attitude 10 Attitude impacts productivity of the individual; cohesiveness of the team…and retention of your customers! ►89% of new hires fail for attitudinal reasons. ►Technical skills can be tested, attitude is demonstrated. ►Tips: – Step 2: profile “attitude” when attracting candidates. – Step 5: when interviewing, focus on behaviour-based questions (initiative, conscientiousness) and VALUES-based recruitment
  11. 11. Step 2: Target Your Ideal Candidate Your Corporate Brand Differentiator: why do people want to work for your company? ►The Applicant Search Process: top 3-5 selling features (professional development, work environment, work-life balance). ►Writing the Ad: focus on the WHIFM and selling features of the company – use the AIDA principle! ►Strategic Targeting: non-active, high potential candidates, diversify avenues, social media, recruitment partners. 11
  12. 12. Step 2: Target Your Ideal Candidate 12 Define the Ideal Profile Write a Job description focusing on behaviour expectations Screen out inappropriate candidate Target only candidates who fit within the job profile
  13. 13. Step 3: Pre-Screen the Applicant Flow ►Applicant Resume Pre-qualifying ►Applicant Tracking Systems ►Pre-qualifying Questionnaires – Emphasis on core competencies 13 Are you doing “quality assurance” on your candidate pool or do you have a resu-MESS? Are you tracking and analysing the quality of your candidate application?
  14. 14. Step 4: Rank Your Applicants 14 Candidate 1 Candidate 2 Candidate 3 Knowledge (Education, Designations) 3 3 5 Skills (Experience, Accomplishments) 4 1 5 Attitude 3 5 1 Total 10 9 11 Weighting (% per score)
  15. 15. Step 5: Interview & Evaluate Your Candidates 15 “It takes 20 years to build a reputation, and five minutes to ruin it. If you think about that, you’ll do things differently.” - Warren Buffet
  16. 16. Step 5: Interview & Evaluate Your Candidates ►Focus on building the relationship and mutual fit. ►Interrogative or intimidating interview methods are an outdated strategy. ►Interview questions should be linked to the job and the company. 16
  17. 17. Step 5: Interview & Evaluate Your Candidates Behavioural-Description Interviews 17 Understand the candidates behaviour Assess the organizational and job fit
  18. 18. Step 6: Match the Top Candidates to the Position 18 ► Assess and analyze personality traits of your candidates ► Better understand their personality style ► Evaluate candidate behavioural preferences and tendencies in the workplace
  19. 19. Step 6: Match the Top Candidates to the Position 19 ► Compare the candidate personality to the job profile to identify level of fit and gap areas ► Understand the energy and effort required to adjust to the role
  20. 20. Step 6: Match the Top Candidates to the Position ► Explore the gaps by asking specific questions that will determine if the candidate is able to make changes by “flexing” up or down as required to be successful. ► Second interview or team interview is all about “fit” and checking gaps. ► Focus on attitude and potential rather than just check- boxes! 20
  21. 21. Step 7: Check for Red Flags Avoid the ‘Mis-Hire’ and Counterfeit Candidates! Reference Checking Tips: ► Obtain permission ► Be mindful of legislation (Human Rights, Privacy) ► Plan your questions in advance ► Include additional background checks as needed: – Criminal – Credit – Education verification – Social media check (LinkedIn) 21
  22. 22. Step 8: Make the Job Offer ► Verbal AND written offer ► Communicate how the offer will be presented (email, hard copy, etc.) ► Make applicable parties available for clarification of your employment contract ► Give employees a minimum of 48-72 hours to review and consult with a lawyer (as needed) 22
  23. 23. Step 9: Integrate New Hires “87% of people who leave their organization or their team do so because of personality conflicts, not capability.” - Dr. Kurt Einstein 23 ►Orientation: where do I start? – Who’s who, introduction to company, introduction to policies (health and safety, corporate) ►On-boarding: how do I get there? – Training: systems, “how to” – Integrating: team members and management
  24. 24. Step 9: Integrate New Hires 24 New Employee Direct Manager Peers Subordinates Facilitate the communication Understand key motivators Adjust behaviours and communication styles Identify the different personality style Avoid conflicts
  25. 25. Step 10: Assess Your Recruitment Process ►Are they fitting into the company culture? ►Have they integrated into their team successfully? ►Have they eased into their role quickly and efficiently? ►Are they productive and contributing at a high level? ►How are you measuring success? – Revenue increases or decreases? – Interview to hire ratios? – Turnover rates? Exit interviews? – Engagement? 25
  26. 26. Step 10: Assess Your Recruitment Process - ROI 26 ►How do you invest in your human capital? – 50-70% of operating costs are spent on human capital (hiring, on-boarding, salary, benefits, etc.). ►How do you measure cost per hire? – Recruitment, selection, interviewing? ►How do you measure performance or return on your employees? – Revenue-generation, cost-savings, time-savings? ►How do you measure cost of turn-over?
  27. 27. Step 10: Assess Your Recruitment Process 27 Cost of Turnover Calculator $36,000 Base Salary $72,000 Base Salary 1 5 20 $36,000 Base Salary $72,000 Base Salary 1 5 20 = $12, 212 =$17,248 = $61,060 =$97,620 =$244,240 =$390,480
  28. 28. Step 10: Assess Your Recruitment Process 28
  29. 29. 4. Personality in the hiring process 29 Step 1: Know Who You Are Looking For Step 2: Target Ideal Candidate Step 5: Interview & Evaluate Step 6: Match the Candidate & the Job Step 9: Integrate New Hire Define “Fit” Attract for “Fit” Identify “Fit” Hire for “Fit” Reinforce “Fit”
  30. 30. Conclusion: Benefits of Hiring for Fit 30 Hiring Right the First Time Performance EngagementReputation Cost
  31. 31. 31 FREE OFFER We’re offering a free 30-minute consultation to discuss on how to measure your Recruitment process effectiveness. Contact Paula to take advantage of this exclusive offer! pcalderon@na.drakeintl.com 416.216.1094
  32. 32. 32 Q & A
  33. 33. Paula Calderon Talent Management Solutions Consultant pcalderon@na.drakeintl.com 416-216-1094 Upcoming Webinar: September 10, 12pm EDT The ‘How to’ For Developing Great Leaders Visit: drake-webinars.com
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