Hiring Right the First Time

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Hiring Right the First Time

  1. 1. Hiring Right the First Time October 8, 2013 Presented by: Amanda Ono, Organizational Development Manager Drake International For audio, it is recommended you dial in A copy of the slides + recording will be available post webinar AUDIO: 1-877-668-4493 Access Code: 661 976 072 Event Password: 1234 WebEx Support: 1-866-863-3910
  2. 2. 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 Process 2
  3. 3. For more information, call 416.216.1067 Free Offer We’re offering a free 30-minute consultation on how to improve your internal hiring practices. Contact Maysa to take advantage of this exclusive offer! mhawwash@na.drakeintl.com 416.216.1067
  4. 4. For more information, call 416.216.1067 Quick Poll Where is your hiring gap? a. Realistic Profile: do the candidates who match your requirements exist in the market? b. Finding the Right People: from job postings to various methods of sourcing to outsourcing, are you finding the right people? c. Interviewing and Evaluating: do you screen people in or screen people “out”? d. Integrating and On-boarding: are your employees accelerating once hired?
  5. 5. For more information, call 416.216.1067 Reality 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 your employees? – Revenue-generation, cost-savings, time-savings? • How do you measure cost of turn-over?
  6. 6. Reality Check: Hiring ROI 6 Cost of Turnover Calculator (Drake International website) $36,000 Base Salary $72,000 Base Salary 1 5 20 = $12, 212 =$17,248 = $61,060 =$97,620 =$244,240 =$390,480
  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. 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 top performers?
  9. 9. 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 top performers?
  10. 10. Step 1: Profiling Top Performers 10
  11. 11. Step 1: Profiling Attitude 11 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
  12. 12. 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. 12
  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?
  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 • S: The situation in which the candidate was involved • T: The task(s) that the candidate was completing or attempting to complete • A: actions taken by the candidate to complete the task • R: results of the action taken 17
  18. 18. 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! 18
  19. 19. Step 7: Check for Red Flags Avoid the ‘Mis-Hire’ and Counterfeit Candidates! Reference Checking Tips: 1. Obtain permission 2. Be mindful of legislation (Human Rights, Privacy) 3. Plan your questions in advance 4. Include additional background checks as needed: – Criminal – Credit – Education verification – Social media check (LinkedIn) 19
  20. 20. 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) 20
  21. 21. 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 21 • 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
  22. 22. 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? 22
  23. 23. 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 Process 23
  24. 24. For more information, call 416.216.1067 QUESTIONS?
  25. 25. For more information, call 416.216.1067 Upcoming Webinar Register @ https://drakeintl.webex.com/ Oct 9, 12pm EDT Employee Onboarding and Orientation Presented by: Maysa Hawwash National Manager for Talent Management Solutions, Drake International
  26. 26. Thank You For Attending For questions, please contact Maysa Hawwash National Manager for Talent Management Solutions mhawwash@na.drakeintl.com 416.216.1067

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