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Hire Right the First Time
 

Hire Right the First Time

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  • Here are tips to accelerate and facilitate your search for candidates and interview process.
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  • Welcome everyone - Jay
  • Thanks Jay I'm very pleased to be presenting this webinar today as this topic is a real passion of mine and its really an important part of business to get right. Compared to this time last year, stats Canada report that in may employment increased 1.2% or 203,000 jobs. Virtually all of this growth was in full-time positions Although this isn't staggering growth it is a good sign for things to come. Today we are going to cover; CLICKFrom todays session we’re hoping you take away some ideas and really get you thinking on how to redefine and enhance your recruitment processes, looking at recruitment from a more strategic perspective’.When you’re listing the items in the agenda you should end it off with something along the lines of ‘we’re hoping that from today’s session you’ll take away some ideas on how to redefine and enhance your recruitment processes, looking at them from a more strategic perspective’.
  • Thanks Jay I'm very pleased to be presenting this webinar today as this topic is a real passion of mine and its really an important part of business to get right. Compared to this time last year, stats Canada report that in may employment increased 1.2% or 203,000 jobs. Virtually all of this growth was in full-time positions Although this isn't staggering growth it is a good sign for things to come. Today we are going to cover; CLICKFrom todays session we’re hoping you take away some ideas and really get you thinking on how to redefine and enhance your recruitment processes, looking at recruitment from a more strategic perspective’.When you’re listing the items in the agenda you should end it off with something along the lines of ‘we’re hoping that from today’s session you’ll take away some ideas on how to redefine and enhance your recruitment processes, looking at them from a more strategic perspective’.
  • Personality fit is the main reason for turnover, particularly within the first three months.If you don’t understand the role what happens?Your recruitment teams waste hours sourcing and screening Line managers frustratedEnd result = Wrong “fit”
  • This is an example of our P3 top performer profileThis report is generated from results to a survey undertaken by the top performer or top performers in a certain role as well as input from management and direct supervisors This is the benchmark we use when recruiting
  • “53% of people lie on their resume, in one way or another.” - SHRM
  • How you handle the job offer process sets the tone for a positive employer–employee relationship
  • Thanks Jay I'm very pleased to be presenting this webinar today as this topic is a real passion of mine and its really an important part of business to get right. Compared to this time last year, stats Canada report that in may employment increased 1.2% or 203,000 jobs. Virtually all of this growth was in full-time positions Although this isn't staggering growth it is a good sign for things to come. Today we are going to cover; CLICKFrom todays session we’re hoping you take away some ideas and really get you thinking on how to redefine and enhance your recruitment processes, looking at recruitment from a more strategic perspective’.When you’re listing the items in the agenda you should end it off with something along the lines of ‘we’re hoping that from today’s session you’ll take away some ideas on how to redefine and enhance your recruitment processes, looking at them from a more strategic perspective’.

Hire Right the First Time Hire Right the First Time Presentation Transcript

  • 10 Steps to Hiring Right the First TimeMay 22, 2013Presented by: Amanda Ono, Organizational Development ManagerDrake InternationalFor audio, it is recommended you dial inA copy of the slides + recording will be available post webinarAUDIO: 1-877-668-4493Access Code: 662 132 266Event Password: 1234WebEx Support: 1-866-863-3910
  • Today’s Agenda• 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 Process2
  • For more information, call 416.216.1067Free OfferWe’re offering a free 30-minute consultation on how toimprove your internal hiring practices.Contact Maysa to take advantage of this exclusive offer!mhawwash@na.drakeintl.com416.216.1067
  • For more information, call 416.216.1067Quick PollWhere is your hiring gap?a. Realistic Profile: do the candidates who match yourrequirements exist in the market?b. Finding the Right People: from job postings to variousmethods of sourcing to outsourcing, are you finding theright people?c. Interviewing and Evaluating: do you screen people inor screen people “out”?d. Integrating and On-boarding: are your employeesaccelerating once hired?
  • For more information, call 416.216.1067Reality Check: Hiring ROI• 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 youremployees?– Revenue-generation, cost-savings, time-savings?• How do you measure cost of turn-over?
  • Reality Check: Hiring ROI6Cost of Turnover Calculator (Drake International website)$36,000 Base Salary $72,000 Base Salary1520= $12, 212 =$17,248= $61,060 =$97,620=$244,240 =$390,480
  • Step 1: Know Who You Are Looking For7KnowledgeDo they know how todo it?SkillsDo they have a trackrecord/experience ofdoing it?AttitudeDo they have the right“fit” , attitude andmotivation for yourcompany?
  • Step 1: Know Who You Are Looking For• Consult with Hiring Managers– 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 topperformers?
  • Step 1: Profiling Top Performers9
  • Step 2: Target Your Ideal CandidateYour Corporate Brand Differentiator: why do people wantto work for your company?• The Applicant Search Process: top 3-5 selling features(professional development, work environment, work-lifebalance).• Writing the Ad: focus on the WHIFM and sellingfeatures of the company – use the AIDA principle!• Strategic Targeting: non-active, high potentialcandidates, diversify avenues, social media, recruitmentpartners.10
  • Step 3: Pre-Screen the Applicant Flow• Applicant Resume Pre-qualifying• Applicant Tracking Systems• Pre-qualifying Questionnaires– Emphasis on core competencies11Are you doing “quality assurance” on yourcandidate pool or do you have a resu-MESS?
  • Step 4: Rank Your Applicants12Candidate1Candidate2Candidate3Knowledge(Education, Designations)3 3 5Skills(Experience, Accomplishments)4 1 5Attitude 3 5 1Total 10 9 11Weighting(% per score)
  • Step 5: Interview & Evaluate Your Candidates13“It takes 20 years to build a reputation, and fiveminutes to ruin it. If you think about that, you’ll dothings differently.” - Warren Buffet
  • Step 5: Interview & Evaluate Your Candidates• Focus on building therelationship and mutual fit.• Interrogative orintimidating interviewmethods are an outdatedstrategy.• Interview questions shouldbe linked to the job and thecompany.14
  • Step 5: Interview & Evaluate Your CandidatesBehavioural-Description Interviews• S: The situation in which the candidate was involved• T: The task(s) that the candidate was completing orattempting to complete• A: actions taken by the candidate to complete the task• R: results of the action taken15
  • Step 6: Match the Top Candidatesto the Position• Explore the gaps by asking specific questions that willdetermine 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” andchecking gaps.• Focus on attitude and potential rather than just check-boxes!16
  • Step 7: Check for Red FlagsAvoid the ‘Mis-Hire’ and Counterfeit Candidates!Reference Checking Tips:1. Obtain permission2. Be mindful of legislation (Human Rights, Privacy)3. Plan your questions in advance4. Include additional background checks as needed:– Criminal– Credit– Education verification– Social media check (LinkedIn)17
  • 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 youremployment contract• Give employees a minimum of 48-72 hours to reviewand consult with a lawyer (as needed)18
  • Step 9: Integrate New Hires“87% of people who leave their organization or their teamdo so because of personality conflicts, not capability.”- Dr. Kurt Einstein19• Orientation: where do I start?– Who’s who, introduction to company, introduction topolicies (health and safety, corporate)• On-boarding: how do I get there?– Training: systems, “how to”– Integrating: team members and management
  • 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?20
  • Key Take-Aways• 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 Process21
  • For more information, call 416.216.1067QUESTIONS?
  • Thank You For AttendingFor questions, please contact Maysa HawwashNational Manager for Talent Management Solutionsmhawwash@na.drakeintl.com416.216.1067