Hiring for F.I.T. – FUNctional,Interpersonal, Tactical   Heather Brizzi Director, Enterprise Service Center
Key Objectives <ul><li>Define F.I.T. and how to apply it  </li></ul><ul><li>Conduct a successful interview  </li></ul><ul>...
Identifying Needs <ul><li>Technical skills </li></ul><ul><li>Customer service skills </li></ul><ul><li>Business requiremen...
How Do These Skills Help in Hiring for FIT? <ul><li>Identify what your needs are for candidates as it applies to these ski...
Get ‘em on the phone! <ul><li>Pre-screen over the phone – you or HR—to eliminate or identify candidates </li></ul><ul><li>...
Illegal Interview Questions <ul><li>To Ask any one of them is discriminatory:   </li></ul><ul><ul><li>Race  </li></ul></ul...
FUNctional <ul><li>Main Entry:  func·tion·al   Pronunciation: 'f&[ng](k)-shn&l, -sh&-n&l Function:  adjective 1 a   :   of...
Functional Interview Questions <ul><li>What are the three most important factors that make you an effective, valued cowork...
Interpersonal <ul><li>Main Entry:  in·ter·per·son·al   Pronunciation: -'p&rs-n&l, -'p&r-s&-n&l Function:  adjective :   be...
Interpersonal Interview Questions <ul><li>Tell me about a time when you had to handle an irate customer or a customer comp...
Tactical <ul><li>Main Entry:  tac·ti·cal   Pronunciation: 'tak-ti-k&l Function:  adjective 1   :  of or relating to combat...
Tactical Interview Questions <ul><li>When you have entered a new workplace in the past, describe how you have gone about l...
Body Language <ul><li>Rub the back of head or neck - Disinterested  </li></ul><ul><li>Rub or touch nose - Dishonesty </li>...
The Question of Attendance <ul><li>Are there specific times that you cannot work? </li></ul><ul><li>Do you have responsibi...
Objective Candidate Selection
Now that you’ve got ‘em, how do you keep ‘em? <ul><li>Take the time to get to know them! </li></ul><ul><li>Empower them to...
Questions <ul><li>Contact Information: </li></ul><ul><li>Heather Brizzi </li></ul><ul><li>[email_address] </li></ul>
Hiring for FIT  <ul><li>Thank you for attending this session. </li></ul><ul><li>Please complete a session evaluation form....
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Nov2007 Hiring For Fit

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Heather Brizzi

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  • Nov2007 Hiring For Fit

    1. 1. Hiring for F.I.T. – FUNctional,Interpersonal, Tactical Heather Brizzi Director, Enterprise Service Center
    2. 2. Key Objectives <ul><li>Define F.I.T. and how to apply it </li></ul><ul><li>Conduct a successful interview </li></ul><ul><li>Objective candidate selection </li></ul><ul><li>Once you have them, how do you keep them? </li></ul>
    3. 3. Identifying Needs <ul><li>Technical skills </li></ul><ul><li>Customer service skills </li></ul><ul><li>Business requirements </li></ul><ul><li>Educational or certification requirements </li></ul><ul><li>Filling gaps </li></ul>
    4. 4. How Do These Skills Help in Hiring for FIT? <ul><li>Identify what your needs are for candidates as it applies to these skills </li></ul><ul><li>Choose questions that help to identify skills that match needs </li></ul><ul><li>Create a comparison chart </li></ul>
    5. 5. Get ‘em on the phone! <ul><li>Pre-screen over the phone – you or HR—to eliminate or identify candidates </li></ul><ul><li>Ask questions that identify: </li></ul><ul><ul><li>How they do things </li></ul></ul><ul><ul><li>What they did or do </li></ul></ul><ul><ul><li>Salary requirements </li></ul></ul><ul><li>Avoid illegal questions </li></ul>
    6. 6. Illegal Interview Questions <ul><li>To Ask any one of them is discriminatory: </li></ul><ul><ul><li>Race </li></ul></ul><ul><ul><li>Color </li></ul></ul><ul><ul><li>Sex </li></ul></ul><ul><ul><li>Religion </li></ul></ul><ul><ul><li>National origin </li></ul></ul><ul><ul><li>Birthplace </li></ul></ul><ul><ul><li>Age </li></ul></ul><ul><ul><li>Disability </li></ul></ul><ul><ul><li>Marital/family status </li></ul></ul>
    7. 7. FUNctional <ul><li>Main Entry: func·tion·al Pronunciation: 'f&[ng](k)-shn&l, -sh&-n&l Function: adjective 1 a : of, connected with, or being a function b : affecting physiological or psychological functions but not organic structure < functional heart disease> 2 : used to contribute to the development or maintenance of a larger whole < functional and practical school courses>; also : designed or developed chiefly from the point of view of use < functional clothing> 3 : performing or able to perform a regular function </li></ul>
    8. 8. Functional Interview Questions <ul><li>What are the three most important factors that make you an effective, valued coworker in your current job? What would your supervisor say are the three most important factors? </li></ul><ul><li>Provide me with an example of a time when you had to explain a complex procedure to a customer or coworker. What steps did you take? </li></ul><ul><li>During your work experiences or while attending college, tell me about a time when you demonstrated the skills that you feel would make you a success in this role. </li></ul><ul><li>What do you like most about your current or most recent position? What would you change or do differently and why? </li></ul><ul><li>Under what type of work environment have you been the most successful? </li></ul>
    9. 9. Interpersonal <ul><li>Main Entry: in·ter·per·son·al Pronunciation: -'p&rs-n&l, -'p&r-s&-n&l Function: adjective : being, relating to, or involving relations between persons </li></ul>
    10. 10. Interpersonal Interview Questions <ul><li>Tell me about a time when you had to handle an irate customer or a customer complaint. </li></ul><ul><li>When you have entered a new workplace in the past, describe how you have gone about meeting and developing relationships with your new coworkers and customers. </li></ul><ul><li>Tell me about a time when you disagreed with the actions or decisions of your manager or supervisor. How did you approach the situation? Was the situation resolved to your satisfaction or did nothing change? </li></ul><ul><li>Tell me about a time when you had to work closely with a coworker whom you disliked or with whom you had trouble working. What did you do to make the relationship work so you could succeed for your company? </li></ul><ul><li>What are three examples of the kinds of behaviors, actions, or attitudes you are most likely to conflict with at work? Can you give me an example of a situation you addressed in the past involving any of these examples and how it was resolved? </li></ul>
    11. 11. Tactical <ul><li>Main Entry: tac·ti·cal Pronunciation: 'tak-ti-k&l Function: adjective 1 : of or relating to combat tactics : as a (1) : of or occurring at the battlefront <a tactical defense> <a tactical first strike> (2) : using or being weapons or forces employed at the battlefront < tactical missiles> b of an air force : of, relating to, or designed for air attack in close support of friendly ground forces 2 a : of or relating to tactics : as (1) : of or relating to small-scale actions serving a larger purpose (2) : made or carried out with only a limited or immediate end in view b : adroit in planning or maneuvering to accomplish a purpose </li></ul>
    12. 12. Tactical Interview Questions <ul><li>When you have entered a new workplace in the past, describe how you have gone about learning the new systems and processes associated with the job responsibilities. Would you approach this position any differently? If so, how? </li></ul><ul><li>Describe a situation where you had to go the extra mile for a customer. </li></ul><ul><li>Give me an example of a time when you had to work on multiple tasks in a workday. How did you handle the completion of the work? </li></ul><ul><li>The schedule for this position is _______ (8-5, 9-6) _______ (M-F, Th-Su). Are you able to work this schedule? Do you have any responsibilities that would interfere with your ability to work this schedule? </li></ul><ul><li>If there was ONE reason for me to hire you over other candidates, what would it be? </li></ul>
    13. 13. Body Language <ul><li>Rub the back of head or neck - Disinterested </li></ul><ul><li>Rub or touch nose - Dishonesty </li></ul><ul><li>Arms folded across chest – Disengaged, unfriendly </li></ul><ul><li>Crossed legs and idly shake one over the other – Uncomfortable, nervous </li></ul><ul><li>Leans body toward the door – Done, ready to leave </li></ul><ul><li>Slouched back in seat – Disinterested, unprepared </li></ul><ul><li>Stares back blankly - Trying to distance oneself </li></ul>
    14. 14. The Question of Attendance <ul><li>Are there specific times that you cannot work? </li></ul><ul><li>Do you have responsibilities other than work that will interfere with this job’s specific requirements? </li></ul><ul><li>What hours and days can you work? </li></ul><ul><li>The schedule of this position is “x”. Are you able to work this schedule? </li></ul>
    15. 15. Objective Candidate Selection
    16. 16. Now that you’ve got ‘em, how do you keep ‘em? <ul><li>Take the time to get to know them! </li></ul><ul><li>Empower them to serve </li></ul><ul><li>Assess needs and wants – career and day-to-day </li></ul><ul><li>Meet regularly – individual and/or team </li></ul><ul><li>Make it FUN </li></ul><ul><li>Provide a Challenge </li></ul><ul><li>Incent the right behaviors </li></ul>
    17. 17. Questions <ul><li>Contact Information: </li></ul><ul><li>Heather Brizzi </li></ul><ul><li>[email_address] </li></ul>
    18. 18. Hiring for FIT <ul><li>Thank you for attending this session. </li></ul><ul><li>Please complete a session evaluation form. </li></ul>

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