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Andrew LaCivitaCEO of milewalkauthor of Interview Intervention
2Andrew LaCivita, CEO of milewalk and author of Interview Intervention: Communication That Gets You HiredCopyright ©2013 m...
3Andrew LaCivita, CEO of milewalk and author of Interview Intervention: Communication That Gets You HiredCopyright ©2013 m...
4My background…Created milewalk, a Chicago-based executive search firm in 2004, after spending theprevious seventeen years...
5How this evolved: THE QUESTIONWhy do some recruitment efforts lead to successful employer and employee relationshipswhile...
6Andrew LaCivita, CEO of milewalk and author of Interview Intervention: Communication That Gets You HiredCopyright ©2013 m...
7The contents of what’s to come… Evolution my background question that sparked this The Set Up focus of discussion m...
8Our focus…We will address the key success factors —mostly related to the employer, but alsothe job candidate, that affect...
9The areas we will address…2. Major challenges the job candidate faceswhen evaluating a career change andhow employers can...
10Andrew LaCivita, CEO of milewalk and author of Interview Intervention: Communication That Gets You HiredCopyright ©2013 ...
11Working backwards, we set outto answer three questions…Is the companythe right fitfor the candidate?Will the candidateac...
12How we answered them…starting in 2006…using a combination of quantitativeand qualitative assessments…Data capture throug...
13What we discovered: THE MODELAndrew LaCivita, CEO of milewalk and author of Interview Intervention: Communication That G...
14A complete profiling of fit…Culture is collectivebehavior of theorganizationincluding the values,language, and beliefsme...
15A complete profiling of recruitment ability…Evaluation indicates these are the primary influences that affect job candid...
16Andrew LaCivita, CEO of milewalk and author of Interview Intervention: Communication That Gets You HiredCopyright ©2013 ...
17Getting started…addressing the challenges that occur before engagement…and the ultimate question for each party…Employer...
18At the start…realize you are interacting with a candidate who is likely thinking…Andrew LaCivita, CEO of milewalk and au...
19Understanding and addressing issues that occur during engagement…the three reasons for breakdown…communication issues…1....
20Goals | an effective recruiting process generally… Hires as quickly and inexpensively (time) as isrequired to secure th...
21Andrew LaCivita, CEO of milewalk and author of Interview Intervention: Communication That Gets You HiredCopyright ©2013 ...
22Recommendations… 80% of issues are introduced before you start…123During The ProcessEnsure goodcommunication byunderstan...
23Before you start… define who you seek and how you’ll evaluate and sell to them.Optimize the process by leveraging the ap...
24At the start… Part One… evaluate severability… because it doesn’t matter how good thefit if you cannot secure the candid...
25At the start… Part Two… profile candidate… aiding your ability to determine fit, sellto the candidate, and ensure candid...
26During the process… raise your communication intelligence —proficiency in accurately exchanging thoughts using verbaland...
27Recommended References…You can access reference material via the milewalk website finding many resources that supplement...
28Questions and Answers…Andrew LaCivitamilewalk, Inc.847-685-2040911 Busse HwySte 201Park Ridge, IL 60068alacivita@milewal...
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The Hiring Prophecies: Psychology Behind Recruiting Successful Employees

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Transcript of "The Hiring Prophecies: Psychology Behind Recruiting Successful Employees"

  1. 1. Andrew LaCivitaCEO of milewalkauthor of Interview Intervention
  2. 2. 2Andrew LaCivita, CEO of milewalk and author of Interview Intervention: Communication That Gets You HiredCopyright ©2013 milewalk, Inc. All Rights Reserved
  3. 3. 3Andrew LaCivita, CEO of milewalk and author of Interview Intervention: Communication That Gets You HiredCopyright ©2013 milewalk, Inc. All Rights Reserved
  4. 4. 4My background…Created milewalk, a Chicago-based executive search firm in 2004, after spending theprevious seventeen years as an information technology and management consultant.A nationally recognized recruitment and business consultant and trusted mediaresource featured in national TV, radio, newspaper, magazine, and websiteappearances who has helped over 150 companies improve their business processes,technology infrastructure, and employment resources.Author of Interview Intervention: CommunicationThat Gets You Hired, the first of four plannedmilewalk Business Books designed to helpindividuals secure the right job and helporganizations make smart hiring decisions.Andrew LaCivita, CEO of milewalk and author of Interview Intervention: Communication That Gets You HiredCopyright ©2013 milewalk, Inc. All Rights Reserved
  5. 5. 5How this evolved: THE QUESTIONWhy do some recruitment efforts lead to successful employer and employee relationshipswhile many leave the parties with remarks or questions such as…Why did he leavethe company so soon?I thought he would be a good fit.Why didn’t he accept our job offer?Why didn’t I receive a job offer?I thought the companywould be different.Andrew LaCivita, CEO of milewalk and author of Interview Intervention: Communication That Gets You HiredCopyright ©2013 milewalk, Inc. All Rights Reserved
  6. 6. 6Andrew LaCivita, CEO of milewalk and author of Interview Intervention: Communication That Gets You HiredCopyright ©2013 milewalk, Inc. All Rights Reserved
  7. 7. 7The contents of what’s to come… Evolution my background question that sparked this The Set Up focus of discussion main topics Questions & Discovery three tenets of recruiting our discovery: the model Challenges & Goals candidates & employers before & during engagement Recommendations three improvements additional references Questions & Answers q&a surveyAndrew LaCivita, CEO of milewalk and author of Interview Intervention: Communication That Gets You HiredCopyright ©2013 milewalk, Inc. All Rights Reserved
  8. 8. 8Our focus…We will address the key success factors —mostly related to the employer, but alsothe job candidate, that affect a company’sability to make an effective hire.Andrew LaCivita, CEO of milewalk and author of Interview Intervention: Communication That Gets You HiredCopyright ©2013 milewalk, Inc. All Rights Reserved
  9. 9. 9The areas we will address…2. Major challenges the job candidate faceswhen evaluating a career change andhow employers can address thesechallenges to the aid the job-seeker in amaking an effective decision.3. Two-way communication issues that dismantleboth parties’ abilities to make smart choices andhow to avoid the pitfalls of poor communication.1. The best predictors of recruitingand retention success and how anemployer can address them in therecruitment process.Andrew LaCivita, CEO of milewalk and author of Interview Intervention: Communication That Gets You HiredCopyright ©2013 milewalk, Inc. All Rights Reserved
  10. 10. 10Andrew LaCivita, CEO of milewalk and author of Interview Intervention: Communication That Gets You HiredCopyright ©2013 milewalk, Inc. All Rights Reserved
  11. 11. 11Working backwards, we set outto answer three questions…Is the companythe right fitfor the candidate?Will the candidateactually leavehis or her current employerto join the new company?Is the candidatethe right fitfor the company?Andrew LaCivita, CEO of milewalk and author of Interview Intervention: Communication That Gets You HiredCopyright ©2013 milewalk, Inc. All Rights Reserved
  12. 12. 12How we answered them…starting in 2006…using a combination of quantitativeand qualitative assessments…Data capture throughjob-candidate interviews andpost-candidate-placementobservation.Interviews with individuals in an HR,Recruiting, or Hiring Capacityat over 100 small to largeorganizations.Interviews withpsychologists.Survey data captureand analysis.Andrew LaCivita, CEO of milewalk and author of Interview Intervention: Communication That Gets You HiredCopyright ©2013 milewalk, Inc. All Rights Reserved
  13. 13. 13What we discovered: THE MODELAndrew LaCivita, CEO of milewalk and author of Interview Intervention: Communication That Gets You HiredCopyright ©2013 milewalk, Inc. All Rights Reserved
  14. 14. 14A complete profiling of fit…Culture is collectivebehavior of theorganizationincluding the values,language, and beliefsmelded together todefine the corporatepersonality. The morein-line a person’snatural state is to theculture, the greaterthe likelihood ofsuccess.Andrew LaCivita, CEO of milewalk and author of Interview Intervention: Communication That Gets You HiredCopyright ©2013 milewalk, Inc. All Rights Reserved
  15. 15. 15A complete profiling of recruitment ability…Evaluation indicates these are the primary influences that affect job candidate’s abilityto make a career change…• Longevity• Relationship with boss• CounterofferOur data shows 4/5candidates cite currentboss as a top-3-reason toleave company.Exact opposite ratio is alsotrue regarding overstaying.• Other options• Similar offeringsCandidate’s evaluation ofother suitors consistent withyour position or company?Know the gaps to ensurecandidate’s decision toaccept elsewhere isn’tcollapsible.• Advice• Other influencesGreatest distractor ispoor advice fromcolleagues or inaccurateinformation cited fromuncontrollable sources.such as websites.• Spouse• Children• Relocation• SchoolRecognizing the legal nature ofquestions related to this area,it would be beneficial to askthe candidate who he or shewould discuss the employmentopportunity with.Andrew LaCivita, CEO of milewalk and author of Interview Intervention: Communication That Gets You HiredCopyright ©2013 milewalk, Inc. All Rights Reserved
  16. 16. 16Andrew LaCivita, CEO of milewalk and author of Interview Intervention: Communication That Gets You HiredCopyright ©2013 milewalk, Inc. All Rights Reserved
  17. 17. 17Getting started…addressing the challenges that occur before engagement…and the ultimate question for each party…EmployerWill this be a long-term,successful employee and can we recruit him?CandidateIs this the right company for me?Andrew LaCivita, CEO of milewalk and author of Interview Intervention: Communication That Gets You HiredCopyright ©2013 milewalk, Inc. All Rights Reserved
  18. 18. 18At the start…realize you are interacting with a candidate who is likely thinking…Andrew LaCivita, CEO of milewalk and author of Interview Intervention: Communication That Gets You HiredCopyright ©2013 milewalk, Inc. All Rights Reserved“I have a choice and I’m sure I see allthe options (even though I’m likelynarrow framing).That’s okay because I’ll analyze itobjectively (even though I’ll do thatbiasedly).I’m sure that analysis will help mepick the right choice (even though myshort-term emotion will tempt me todo otherwise).I’m confident my future will turn outhow I expect it to…“Whew. Finally. A candidatewho looks like he’ll be a greatfit!”
  19. 19. 19Understanding and addressing issues that occur during engagement…the three reasons for breakdown…communication issues…1. Accurately articulating your fit and value (encoding)2. Accurately interpreting each other (decoding)3. Capacity to remember (memory)Andrew LaCivita, CEO of milewalk and author of Interview Intervention: Communication That Gets You HiredCopyright ©2013 milewalk, Inc. All Rights Reserved
  20. 20. 20Goals | an effective recruiting process generally… Hires as quickly and inexpensively (time) as isrequired to secure the best candidates. Sells itself continuously throughout theprocess using verbal and non-verbal cues. Eliminates unqualified candidates as quicklyas possible—fails fast. Maintains a level of checks and balances thatensures objective analysis across interviewersand candidates. Portrays itself as welcoming, prepared, andunique. Leaves a positive impression on everycandidate interviewed. Wants to hire job candidates that becomelong-standing successful employees.Andrew LaCivita, CEO of milewalk and author of Interview Intervention: Communication That Gets You HiredCopyright ©2013 milewalk, Inc. All Rights Reserved
  21. 21. 21Andrew LaCivita, CEO of milewalk and author of Interview Intervention: Communication That Gets You HiredCopyright ©2013 milewalk, Inc. All Rights Reserved
  22. 22. 22Recommendations… 80% of issues are introduced before you start…123During The ProcessEnsure goodcommunication byunderstanding candidate’smotivations and rationale.At The StartProfile candidate to ensureseverability and fit—information will be usedthroughout to help you sell tothe candidate and ensure shemakes a good decision.Before You StartDefine specifically—WHO—you seek based on pastknowledge and futureneeds and—HOW—you willevaluate and sell them.Andrew LaCivita, CEO of milewalk and author of Interview Intervention: Communication That Gets You HiredCopyright ©2013 milewalk, Inc. All Rights Reserved
  23. 23. 23Before you start… define who you seek and how you’ll evaluate and sell to them.Optimize the process by leveraging the appropriate resources to maximize the valueof each interview…Cultural FitSpecify and define the particular character traitsthat best align the personality of the individualwith the collective personalityof the organization. Avoid using genericterms such as entrepreneurial orself-starter that can carry asmany different definitions aspeople in your company.Achievement RecordIdentify the historical qualities andevolutionary blueprint ofsuccessful employees. This includesnot only their work history andpatterns, but also their decision-making processes.CapabilitiesDefine the demonstrationsthat will provide evidencethe candidate has the foundationto do the job—even if candidate hasn’tdone it before.SkillsIdentify, very specifically, not onlythe particular skills the personneeds to have to do the job on thefirst day, but also the level ofproficiency within each skill. Also, include thedesired preference of the skills in the event acandidate doesn’t possess all of them initially.HR orRecruiterLinePersonnelAndrew LaCivita, CEO of milewalk and author of Interview Intervention: Communication That Gets You HiredCopyright ©2013 milewalk, Inc. All Rights Reserved
  24. 24. 24At the start… Part One… evaluate severability… because it doesn’t matter how good thefit if you cannot secure the candidate…Current Employer• Current employment situation• Length of service• Tenure/relationship with boss• Current wounds• Conflicts to job changing• Timing issues• Commitment to leaving• Counteroffer• CompensationPotential Employers• Other active suitors• Recent inactive suitors• Recent pending offers• Offers received or declinedExternal Sources• Personal sources to gatherinformation or counsel• Site-related resources togather intelligenceFamily• Decision-making process• Sole decision/Joint decision• Relocation issues• Extenuating circumstancesAndrew LaCivita, CEO of milewalk and author of Interview Intervention: Communication That Gets You HiredCopyright ©2013 milewalk, Inc. All Rights Reserved
  25. 25. 25At the start… Part Two… profile candidate… aiding your ability to determine fit, sellto the candidate, and ensure candidate makes an effective decision…Based on over 7,000 milewalk assessments, statistics indicatethese are the top 12 areas candidates evaluate when changing jobs:“let me tell youabout all the great thingsour company offers…”Andrew LaCivita, CEO of milewalk and author of Interview Intervention: Communication That Gets You HiredCopyright ©2013 milewalk, Inc. All Rights Reserved“that’s great, butwhat I really care about is…Company Type & Track Record,Corporate Culture, Contribution,Appreciation, Role, Boss,Career Growth, Type of People,Travel Requirements,Compensation & Benefits,Office Environment, andOffice Location…”
  26. 26. 26During the process… raise your communication intelligence —proficiency in accurately exchanging thoughts using verbaland non-verbal cues to achieve a mutual understanding —to improve your judgment…Put yourself on alert —before you start—that there will be ambiguityand need for clarification.Maintain awareness of your expressionswhile simultaneously practicing curiosityfor the other person — Why? Why? Why?Andrew LaCivita, CEO of milewalk and author of Interview Intervention: Communication That Gets You HiredCopyright ©2013 milewalk, Inc. All Rights Reserved
  27. 27. 27Recommended References…You can access reference material via the milewalk website finding many resources that supplement theconcepts we discussed today. All are complimentary.milewalk website milewalk.com | many insights related to the predictive methodology,approach, services, Business Book series, and market insight along withseveral complimentary value-adds for employers and employees. Sign up forthe email distribution list to receive quarterly newsletters and othercomplimentary information.Interview Intervention Book one in a four-book series. Receive a complimentary e-Book by signingup for the milewalk email distribution list on the front page of the milewalkwebsite. Hardbound and paperback versions can be purchased through anyretailer.milewalk blog milewalk.com/mwblog | Accessible via the milewalk website; topicscovering employment, recruitment, job-searching, interviewing, and more.milewalk’s 2013Employment SurveyResultsReview statistics that highlight current employee and employer sentiment aswell as information showing the outlook on hiring. Accessible via front pageof milewalk website.Andrew LaCivita, CEO of milewalk and author of Interview Intervention: Communication That Gets You HiredCopyright ©2013 milewalk, Inc. All Rights Reserved
  28. 28. 28Questions and Answers…Andrew LaCivitamilewalk, Inc.847-685-2040911 Busse HwySte 201Park Ridge, IL 60068alacivita@milewalk.comwww.milewalk.comAndrew LaCivita, CEO of milewalk and author of Interview Intervention: Communication That Gets You HiredCopyright ©2013 milewalk, Inc. All Rights Reserved
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