Hiring the right employee for the right job asia hr summit final

Hiring the Right Employee for the
Right Job

Presented at the HR
Summit Asia in Singapore

By Bernadette T. Vadurro
International Motivational Business
Speaker
President Speakers Live, Inc.
www.bernadettetv.com

How many of you have ever hired a
friend or family member?

100%
1. Yes
2. No 80%

60%

40%

20%
0% 0%
0%
Yes No
Copyright 2012 Bernadette T. Vadurro, Professional Speaker 10
Email: Berna@speakerslive.com

How did that work out for you?

100%
1. Worked out great.
80%
2. It was temporary so 60%
40%
it worked out fine. 20%
0% 0% 0% 0%
3. We had challenges. 0%

4. It was a disaster for
our friendship.
Copyright 2012 Bernadette T. Vadurro, Professional Speaker 10

Six Steps for Hiring Right!

Copyright 2012 Bernadette T. Vadurro, Professional Speaker

#1. Review and update the job
description


Opportunity to Incorporate new
important elements


Delete duties that are no longer
irrelevant


“We are looking for someone with
the wisdom of a 50 year old, the
experience of a 40 year old, the
energy of a 30 year old and the
pay of a 20 year old.” Joke


Review the job description with
the current employee and your
team.

Copyright 2012 Bernadette T. Vadurro,
Professional Speaker Email:
Berna@speakerslive.com

Decide what type of an
employee you are looking for
• Do you need a more technical, managerial,
entrepreneurial or visionary employee OR a
combination?


#2. Decide what type of an
employee you are looking for

“If you purr pretty, we might have a job for
you in collections.” Humor

List the qualities/characteristics
that are important to the job and
your team

Copyright 2012 Bernadette T. Vadurro, Professional
Speaker Email: Berna@speakerslive.com

#3. Find an assessment that predicts
whether the candidate is motivated by
factors associated the job, organization’s
values and methods of doing things.


"In looking for people to hire, you
look for three qualities: integrity,
intelligence, and energy. And if
they don't have the first, the other
two will kill you."
~Warren Buffet, CEO, Berkshire Hathaway.


• Test for character:
• www.zeroriskhr.com or
• www.piworldwide.com.


“So what makes you think a bubbly
personality would be an asset to this
company?” Humor


• Test for job skills: ww.brainbench.com.


#4. Prepare a standardized interview
questionnaire before any of the
prospects arrive.

• Make sure to ask all
the candidates the
same questions.


Prepare a standardized interview
prospects arrive.

• Utilize open
ended-questions
for gathering more
information.


Prepare a standardized interview
prospects arrive.

Tell me a
little bit
about
yourself?

Consider a group interview to get
more perspectives and eliminate
biases.


#5. Conduct the interview.

During the interview pay
attention to the non-verbal
cues as well as the verbal
statements made by the
candidate.


Who should do most of the talking
during the interview?

100%
1. The interviewer
80%
2. The candidate 60%
40%
3. It should be equal 20%
0% 0% 0%
0%

10

Conduct the
interview.
• Note the candidate’s
promptness.


Conduct the interview.

Determine if
their level of
professionalis
m matches the
job
requirements.

“Any other people skills
besides 500 Facebook
Friends?” Humor


Which of the following is NOT a good
question to ask during an interview?

1. What are your strengths and weaknesses?
2. Where did you feel you could use more
improvement in your last job?
3. What did you like least about your boss?
4. To which political party do you belong?
5. When in the past has your work been
criticized? 10

Which of the following is NOT a good
question to ask during an interview?
96% To which political party do you belong?
CORRECT ANSWER!

04% Other


Technical Ability
– Most jobs today have a technical
component. Ask questions to
determine how technically
qualified and competent the
employee believes him/herself to
be.
– We use this hardware or
software. How would you
rate your skills using this?

Physical Requirement
• This job requires lifting up to 50 lbs several times daily.
Is there anything that would prevent you for lifting 50
lbs?


Take notes during the interview.
– Consider a scoring grid
to rate the answers as
the candidate answers
specific questions.
– Add brief comments to
help you remember the
interview.
– Review your notes after
the interview.

Contact all references listed on the
application.
.
– Employers, schools, etc.
– You may also consider
talking with people
other than listed
“references” such as co-
workers or neighbors of
the candidate.

Have a probationary period
• Closely monitor
the new hire!


Following these steps
• Ensures GREATER
success in your
hiring!


Thank YOU for attending
this session!


Hiring the right employee for the right job asia hr summit final

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