Successfully reported this slideshow.
We use your LinkedIn profile and activity data to personalize ads and to show you more relevant ads. You can change your ad preferences anytime.

Master Class for Leaders: 7 Secrets to Interview Candidates Like a Boss

1,512 views

Published on

Company leadership and hiring managers are only as great as the team they build. So, it’s no surprise that a core responsibility of all group managers is to design and hire top talent for their organization. But, in order to be effective at hiring and building a grade-A team, managers need to know what questions to ask during the initial interview stages. By asking candidates strategic interview questions, hiring managers can quickly identify the best job candidates or potential employees.

Cory Eustice, Talent Director at Hart, reveals ways the most effective leaders interview candidates to identify those great hires.

You’ll learn:
*The interview process most leaders and managers take
*The art and science to developing custom and strategic interview questions based on the role
*What to look for in the interview answers received from candidates
*The top interview questions CEOs ask candidates

See more upcoming LinkedIn Talent Solutions webinars: https://lnkd.in/gjfYMp9

Published in: Recruiting & HR
  • DOWNLOAD THIS BOOKS INTO AVAILABLE FORMAT (Unlimited) ......................................................................................................................... ......................................................................................................................... Download Full PDF EBOOK here { https://tinyurl.com/yyxo9sk7 } ......................................................................................................................... Download Full EPUB Ebook here { https://tinyurl.com/yyxo9sk7 } ......................................................................................................................... ACCESS WEBSITE for All Ebooks ......................................................................................................................... Download Full PDF EBOOK here { https://tinyurl.com/yyxo9sk7 } ......................................................................................................................... Download EPUB Ebook here { https://tinyurl.com/yyxo9sk7 } ......................................................................................................................... Download doc Ebook here { https://tinyurl.com/yyxo9sk7 } ......................................................................................................................... ......................................................................................................................... ......................................................................................................................... .............. Browse by Genre Available eBooks ......................................................................................................................... Art, Biography, Business, Chick Lit, Children's, Christian, Classics, Comics, Contemporary, Cookbooks, Crime, Ebooks, Fantasy, Fiction, Graphic Novels, Historical Fiction, History, Horror, Humor And Comedy, Manga, Memoir, Music, Mystery, Non Fiction, Paranormal, Philosophy, Poetry, Psychology, Religion, Romance, Science, Science Fiction, Self Help, Suspense, Spirituality, Sports, Thriller, Travel, Young Adult,
       Reply 
    Are you sure you want to  Yes  No
    Your message goes here
  • DOWNLOAD THIS BOOKS INTO AVAILABLE FORMAT (Unlimited) ......................................................................................................................... ......................................................................................................................... Download Full PDF EBOOK here { https://tinyurl.com/yyxo9sk7 } ......................................................................................................................... Download Full EPUB Ebook here { https://tinyurl.com/yyxo9sk7 } ......................................................................................................................... ACCESS WEBSITE for All Ebooks ......................................................................................................................... Download Full PDF EBOOK here { https://tinyurl.com/yyxo9sk7 } ......................................................................................................................... Download EPUB Ebook here { https://tinyurl.com/yyxo9sk7 } ......................................................................................................................... Download doc Ebook here { https://tinyurl.com/yyxo9sk7 } ......................................................................................................................... ......................................................................................................................... ......................................................................................................................... .............. Browse by Genre Available eBooks ......................................................................................................................... Art, Biography, Business, Chick Lit, Children's, Christian, Classics, Comics, Contemporary, Cookbooks, Crime, Ebooks, Fantasy, Fiction, Graphic Novels, Historical Fiction, History, Horror, Humor And Comedy, Manga, Memoir, Music, Mystery, Non Fiction, Paranormal, Philosophy, Poetry, Psychology, Religion, Romance, Science, Science Fiction, Self Help, Suspense, Spirituality, Sports, Thriller, Travel, Young Adult,
       Reply 
    Are you sure you want to  Yes  No
    Your message goes here
  • What men secretly want? he will be addicted to you forever, click here ♣♣♣ https://bit.ly/315kzPF
       Reply 
    Are you sure you want to  Yes  No
    Your message goes here
  • What Men Secretly Want? He Will Be Addicted To You Forever, Click Here ➤➤ http://scamcb.com/hissecret/pdf
       Reply 
    Are you sure you want to  Yes  No
    Your message goes here
  • DOWNLOAD FULL BOOKS INTO AVAILABLE FORMAT ......................................................................................................................... ......................................................................................................................... 1.DOWNLOAD FULL PDF EBOOK here { https://tinyurl.com/y8nn3gmc } ......................................................................................................................... 1.DOWNLOAD FULL EPUB Ebook here { https://tinyurl.com/y8nn3gmc } ......................................................................................................................... 1.DOWNLOAD FULL doc Ebook here { https://tinyurl.com/y8nn3gmc } ......................................................................................................................... 1.DOWNLOAD FULL PDF EBOOK here { https://tinyurl.com/y8nn3gmc } ......................................................................................................................... 1.DOWNLOAD FULL EPUB Ebook here { https://tinyurl.com/y8nn3gmc } ......................................................................................................................... 1.DOWNLOAD FULL doc Ebook here { https://tinyurl.com/y8nn3gmc } ......................................................................................................................... ......................................................................................................................... ......................................................................................................................... .............. Browse by Genre Available eBooks ......................................................................................................................... Art, Biography, Business, Chick Lit, Children's, Christian, Classics, Comics, Contemporary, Cookbooks, Crime, Ebooks, Fantasy, Fiction, Graphic Novels, Historical Fiction, History, Horror, Humor And Comedy, Manga, Memoir, Music, Mystery, Non Fiction, Paranormal, Philosophy, Poetry, Psychology, Religion, Romance, Science, Science Fiction, Self Help, Suspense, Spirituality, Sports, Thriller, Travel, Young Adult,
       Reply 
    Are you sure you want to  Yes  No
    Your message goes here

Master Class for Leaders: 7 Secrets to Interview Candidates Like a Boss

  1. 1. Master Class for Leaders: 7 Secrets to Interview Candidates Like a Boss ​ February 22, 2017
  2. 2. Welcome to “7 Secrets to Interview Candidates Like a Boss” The webcast will start momentarily. Grow your business with LinkedIn Talent Solutions ADVERTISE your open jobs with Work With Us Ads 2 BUILD your brand with Career Pages 3 POST your jobs with Job Slots 4 FIND top candidates with Recruiter 1 Request a demo and further explore Talent Solutions http://bit.ly/ContactTalentSolutions
  3. 3. Hi! It’s nice to meet you. #hiretowin Cory Eustice Talent Director, Hart linkedin.com/in/coryeustice Cory Eustice is a recruiting leader with nearly 10 years experience in growing corporations as well as staffing recruitment firms. His expertise spans across: • Human capital strategy • Essential hiring practices (including building hiring processes) • Candidate sourcing • Executive search Currently, Cory oversees and manages talent growth strategy and recruitment programs at Hart, a health and fitness technology company in Anaheim, California. Cory develops management and leadership training programs with emphasis on how to hire effectively and efficiently. He believes in a candidate-focused hiring process that goes beyond skill sets.
  4. 4. Today’s session In order to be effective at hiring and building a grade-A team, managers need to know what questions to ask during the initial interview stages. In this 60 minute session, you’ll learn the 7 secrets to interview candidates like a boss. We’ll cover: q Planning Stage: Interview processes that most leaders take q Interview Execution: How to develop strategic interview questions q Candidate Evaluation: What to look for in interview answers q Examples: Top interview questions CEOs ask candidates #hiretowin
  5. 5. Interview Process Most Leaders Take #hiretowin 0
  6. 6. 6 Interview Lifecycle: 3 Stages Managers Undergo Identify Talent Brand Detail What You Want / Don’t Want Identify Benchmarks Define Benchmarks Craft Interview Questions PRE Planning What you need to ask yourself 1 Promote Job on Channels Conduct Phone Screening On-site Interview Homework Assignment INTERVIEW Execution Interview steps you / team takes 2 Candidate Interview Evaluation Candidate Follow-up POST Evaluation /Follow-up Closing the loop and filling the role 3 In-take Form http://bit.ly/2liNpdS Examples http://bit.ly/2liNpdS Forms http://bit.ly/2liNpdS
  7. 7. Planning Stage: It’s Your Compass Throughout This Process #hiretowin 1
  8. 8. 8 Interview Lifecycle: Identify Your Culture Through Talent Brand Identify Talent Brand Detail What You Want / Don’t Want Identify Benchmarks Define Benchmarks Craft Interview Questions PRE Planning What you need to ask yourself 1 • What do you want YOUR BRAND to be? • What do you want YOUR TALENT BRAND to be? • What companies with strong talent brands INSPIRE you? THE PERFECT CANDIDATE • Metrics-obsessed • Always innovating • Work horse vs. show pony
  9. 9. 9 Identify Talent Brand Detail What You Want / Don’t Want Identify Benchmarks Define Benchmarks Craft Interview Questions PRE Planning What you need to ask yourself 1 • What are the top 5-10 essentials to YOU and the COMPANY? • What are the top 5-10 essentials to the ROLE? • What are the things you and the company don’t need? THE PERFECT CANDIDATE • Metrics-obsessed • Always innovating • Work horse vs. show pony • 10+ yrs strategy and digital marketing exp. • Loyal, culture fit, marketing exp in tech • Junior level, just an executor Interview Lifecycle: Know What You Want / Don’t Want
  10. 10. 10 Identify Talent Brand Detail What You Want / Don’t Want Identify Benchmarks Define Benchmarks Craft Interview Questions PRE Planning What you need to ask yourself 1 • # of years relevant experience • Past tenure • Management experience in successful tech companies THE PERFECT CANDIDATE • Metrics-obsessed • Always innovating • Work horse vs. show pony • 10+ yrs strategy and digital marketing exp. • Loyal, culture fit, marketing exp in tech • Junior level, just an executor • 10+ yrs experience • 2 yr min tenure • Manager roles at Google, LinkedIn, Facebook, etc. Interview Lifecycle: What Are the Benchmarks?
  11. 11. 11 Identify Talent Brand Detail What You Want / Don’t Want Identify Benchmarks Define Benchmarks Craft Interview Questions PRE Planning What you need to ask yourself 1 THE PERFECT CANDIDATE • Metrics-obsessed • Always innovating • Work horse vs. show pony • 10+ yrs strategy and digital marketing exp. • Loyal, culture fit, marketing exp in tech • Junior level, just an executor • 10+ yrs experience • 2 yr min tenure • Manager roles at Google, LinkedIn, Facebook, etc. • Relevant experience & execution? • Loyalty? • Leadership? • 10+ yrs acquisition marketing across channels with hands- on role • Reason for leaving… • Leading 5 full-time employees for 2 years at Google Interview Lifecycle: Define Your Benchmarks for Clarity
  12. 12. 12 Identify Talent Brand Detail What You Want / Don’t Want Identify Benchmarks Define Benchmarks Craft Interview Questions PRE Planning What you need to ask yourself 1 THE PERFECT CANDIDATE • Metrics- obsessed • Always innovating • Work horse vs. show pony • 10+ yrs strategy and digital marketing exp. • Loyal, culture fit, marketing exp in tech • Junior level, just an executor • 10+ yrs experience • 2 yr min tenure • Manager roles at Google, LinkedIn, Facebook, etc. • Have pre-selected criteria: o Application documentation o Knowledge o Skills o Education o Experience o Personal suitability • Subjective traits are measured by the answers to your questions. For example: • Leadership: Ask to define it. • Loyalty: Ask to describe it. • Experience: Give examples of relevant projects developed and executed. • 10+ yrs acquisition marketing across channels with hands-on role • Reason for leaving… • Leading 5 full-time employees for 2 years at Google Interview Lifecycle: Time to Start Crafting Interview Questions TIPS: q Document why + how to for questions q Ask the same/similar questions
  13. 13. Interview Execution: Crafting Strategic Interview Questions #hiretowin 2a
  14. 14. 14#hiretowin Example: Crafting An Action-Oriented (Behavioral) Question Action-oriented Hires: • Hire employees who take action and take chances. • While chances may lead to failure, they will more often lead to success and mold confidence while generating new ideas. • Stagnant employees won’t make your company money; action-oriented employees will. Sample Question: • Describe a time where you took a chance in your current or a past role that led to either success or failure, and how did you handle the outcome? TIPS - What to Look for: q Do they provide a succinct answer with a clear and defined example? q How they answer this can be indicative of how they communicate overall. q Are they detail oriented? Or do they leave a lot to be questioned? NOTE: This is an interview, so they may be nervous which could affect communication.
  15. 15. 15#hiretowin Example: Interview Questions for Top Areas of Focus • What do you know about the company? • Describe the role you’re interviewing for. • What interests you about the company / role? Level Setting: Company Basics & Role Alignment • Walk me through your past work history that is similar/relevant/related to this role. • Give me an example of one of the most challenging situations/projects and how did you overcome it. What did you learn? • Here is a scenario [xyz]. How would you handle it? Proof Points: Subject Expertise & Problem-solving • Tell me about what you’re most passionate about in the work you do. • What does going above and beyond on a project mean to you? • Please give me an example and describe a time when you went above and beyond? Drive for Excellence: Gauge in Dedication & Drive for Excellence
  16. 16. 16#hiretowin Example: Interview Questions for Top Areas of Focus • Describe a situation where you needed to use persuasion to convince someone to see things your way. What steps did you take? What were the results? • Give me an example of a time when you felt you led by example. What did you do and, how did others react? Ability to Lead: Effective Communications & Influence • Recall a time when your manager was unavailable when a problem arose. What was the nature of the problem? How did you handle that situation? What happened as a result? • How have you contributed to a more productive team? • Tell me about a time when you had to juggle several projects at the same time. How did you organize your time? What happened as a result? Judgment & Prioritization: Ability to self-manage • Describe a time when you thought the decision made was NOT the right thing to do. How did you address your concerns? What was the result? • Describe a project that you owned where in hindsight, would have managed differently. • How would you work with less motivated team members? How would you handle it? Accountability: Ownership and Integrity in Role and/or Project
  17. 17. 17#hiretowin Example: Interview Questions for Top Areas of Focus • How are you measured in your current role? • What are the key metrics you measure for [xyz]? • Share an example where you were responsible for analyzing the performance of a project, the data gathered, and insights you gained. What actions did you take as a result of your analysis? Data Driven: Level of Comfort with Data, Insights & Analysis • What do you think your colleagues / manager would say about you? • What type of management style do you work well with? What management styles do you not work well with? • Describe an ideal culture you are looking for. Culture: Working with Others & Cultural Fit • What would motivate you to make a move from your current role? • Where do you see yourself 5-10 years from now? • What motivates/inspires you to come to work and do your best? Motivations: Needs & Wants
  18. 18. Execution: From Marketing Your Job to Asking Strategic Interview Questions #hiretowin 2b
  19. 19. 19 Promote Job on Channels Conduct Phone Screening On-site Interview Homework Assignment Interview Execution Interview steps you / team takes 2 Examples http://bit.ly/2liNpdS Interview Lifecycle: Top 5 Channels to Attract Quality Candidates Source: Global Recruitment Trends 2017
  20. 20. 20 Promote Job on Channels Conduct Phone Screening On-site Interview Homework Assignment Interview Execution Interview steps you / team takes 2 Interview Lifecycle: Law prohibits discrimination in hiring (and other employment decisions) based on protected characteristics, including: Discrimination Race Color National origin Citizenship Ancestry Religion Gender Pregnancy Sexual orientation Disability Age (40+) Military service Marital status Association Tip q Can’t make decisions in the screening, interviewing, consideration, or selection process based on such characteristics
  21. 21. 21#hiretowin Questions to AVOID: Questions You CAN Ask: • Oh wow! Are you expecting? • Just dropped my kids off at daycare. Do you have children too? • If you have kids, who takes care of them when you’re at work? • Is there anything that could prohibit you from working the following shift(s)? • Gosh, you have a lot of experience! How long have you been working? • Oh you graduated from my high school! What year did you graduate? • You look so young. How old are you? • How long have you been in this industry? • You look familiar, where are you from? • Happy St. Patrick’s Day. Are you Irish? What nationality are you? • Are you a citizen? • Are you authorized to work in the United States? Example Questions to Avoid: Even Small Talk Can Get You in Heated Waters
  22. 22. 22 Promote Job on Channels Conduct Phone Screening On-site Interview Homework Assignment Interview Execution Interview steps you / team takes 2 Interview Lifecycle: Use Phone Screenings to Weed Out Unqualified Candidates TIPS: q Candidate to hire ratio for some companies is 20:1 q 30-45 minute qualifying call q Introduce the company and role within 5 minutes q Line up questions tying to the top 5- 10 essentials to YOU, the COMPANY, and the ROLE need (Identified in Planning stage) q Keep candidates talking most of the allotted time q Use case scenarios (role play) to gain the most insights q Take verbatim notes EXAMPLE QUESTIONS: • Walk me through your past work history and share projects that are related to this role. • Give me an example of one of the most challenging situations/projects and how did you overcome it. What did you learn? • Here is a scenario [xyz]. How would you handle it? • What are you looking for in your next play?
  23. 23. 23 Promote Job on Channels Conduct Phone Screening On-site Interview Homework Assignment Interview Execution Interview steps you / team takes 2 Interview Lifecycle: On-site Interviews Are for In-Depth Qualification TIPS: qCandidate to hire ratio for some companies is 10:1 q60 minute in-person interviews (3+ interviewers – Manager, cross-functional partner, team member, etc.) qAssign roles and areas to focus on per interviewer qTake note of presence (professionalism, energy, focus) qStart with a data-centric interviewing approach (improves quality) EXAMPLE QUESTIONS: • Basic Alignment: What interests you about the company / role? • Drive: Please give me an example and describe a time when you went above and beyond? • Leadership: Describe a situation where you needed to use persuasion to convince someone to see things your way. What steps did you take? What were the results?
  24. 24. 24 Promote Job on Channels Conduct Phone Screening On-site Interview Homework Assignment Interview Execution Interview steps you / team takes 2 Interview Lifecycle: Homework Assignments Can Help Affirm Hiring Decision TIPS: q Deadline from 2 to 48 hours q Email / print detailed instructions of homework/test EXAMPLE ASSIGNMENTS: • Marketing: Build a presentation detailing lifecycle marketing • Engineering: Provide code. Ask to identify errors and how to fix it. • Writer: Provide a topic and ask for a 700 word blog post
  25. 25. Evaluation: What to Look For in Answers and How to Evaluate Candidates Fairly #hiretowin 3
  26. 26. #hiretowin Interview Lifecycle: Evaluating Interview Answers: What to Look Out For • Blaming: Look out for candidates that constantly blame others for mistakes and take all the credit for themselves. • Negativity: Be weary of candidates that speak ill of their current or previous employer. • Less Hard Working: Ask follow up questions to candidates if they constantly mention PTO, work/life balance, etc. Note: This isn't bad, but the reasoning could be something bad. • Conflicting Messages: Be mindful of inconsistent messaging throughout the interview. This may include inability to use specific examples and provide in-depth details. Pay attention to body language and lack of eye contact. • Suspicious Work History: Leaving roles in past work history (e.g. disagreements/personal conflicts, etc.) may reveal more about the person.
  27. 27. 27#hiretowin Examples: Analyzing Interview Answers Interview Answer Example Analysis Question: Tell me about a project that you owned that did not meet expectations. Why did it not meet expected results? What would you do differently? • Gain insight on project owned. Learn about depth of involvement/role (assistance vs. true ownership) • Gain learnings on critical thinking. • Understand how he/she would do things differently • Identify lack of accountability / negative finger pointing. Answer: a)I managed a global email customer marketing campaign. b)I drafted the email copy that announced the release of a new product. c)When the email launched, there were typos and the campaign was sent to the wrong email list. d)This wasn’t my fault though. This was due to our campaign operations team not sending the campaign out to the right list, they used the wrong version of the drafted copy, and my manager was the final sign-off who was supposed to oversee the process start to finish.
  28. 28. #hiretowin Candidate Interview Evaluation Candidate Follow-up Post Evaluation /Follow-up Closing the loop and filling the role 3 Forms http://bit.ly/2liNpdS TIPS: q Complete evaluation form same day as interview q Evaluate all candidates on the same scale (e.g. 1-5) q Avoid discrimination (see slide 21) q Never make a spot-on decision q Align your feedback with other interviewers q Consider in-person interview performance coupled with homework assignment Interview Lifecycle: Treat All Candidate Evaluations The Same
  29. 29. #hiretowin Candidate Interview Evaluation Candidate Follow-up Post Evaluation /Follow-up Closing the loop and filling the role 3 For Candidates You’re Considering: Close Loose Ends with Interviewed Candidates Can Help with Employer Brand
  30. 30. #hiretowin Candidate Interview Evaluation Candidate Follow-up Post Evaluation /Follow-up Closing the loop and filling the role 3 For Candidates You’re Rejecting: Close Loose Ends with Interviewed Candidates Can Help with Employer Brand
  31. 31. CEO Interview Questions: From Marketing Your Job to Asking Strategic Interview Questions #hiretowin 4
  32. 32. 32#hiretowin CEO Interview Questions and What They Look For CEO Interview Questions Analysis To become an expert at something it is said one must put in 10,000 hours of practice. What have you put 10,000 hours into? Or what are you working on putting 10,000 hours into? “By telling us about your routine, schedule and focus, we can learn whether you have a commitment to excellence,” says Chase Garbarino, CEO of VentureApp, a vendor consulting firm. What motivates you to come to work every day? Maren Hogan CEO of the B2B marketing agency Red Branch Media hopes it’s more than money because that paycheck isn’t what typically keeps employees motivated. “If the motivation is ‘paying off my student loans,’ take a pass,” she says. What are you good at doing (I focus on soft skills) and how well do you know yourself? “These two answers reveal more about the person if they are choosing their degree based on their strengths, challenges and personality,” says J. Isabella Johnston, CEO of the strategy consulting firm Pivot Business Consulting. “I look for entrepreneurial, coachable types that want to lead, follow and work well in teams and independently.”
  33. 33. 33#hiretowin ① Taking time to work through the 3 interviewing lifecycle stages • Planning • Interview Execution • Candidate Evaluations + Follow-up ② Craft action-based or behavioral interview questions for top areas of focus (e.g. ability to lead, judgment, prioritization, accountability, etc.) ② Consider promoting your job through these top 5 sources for quality candidates: • Referrals • Job Boards • Social Professional Network (e.g. LinkedIn Talent Solutions) • Staffing Firms • Internal Hires Summary: 7 Secrets to Interview Candidates Like a Boss ④ Be aware of hiring discrimination. Avoid making decisions in the screening, interviewing, consideration, or selection process based on protected characteristics ⑤ Default to phone interviews before on-site interviews. Some companies have a 5:1 interview ratio. ⑥ Evaluate candidates and their answers with these points in mind: • Negativity & finger-pointing • Conflicting messaging & body language • Work motives (e.g. money vs. passion) • Suspicious work history ⑦ Don’t forget to close the loop with a follow-up email.
  34. 34. LinkedIn Talent Solutions offers a full suite of tools to help you find, attract, and hire top candidates. Contact us to learn more. Call 855-655-5653 or visit http://bit.ly/ContactTalentSolution s Let’s connect! #hiretowin Cory Eustice Talent Director, Hart linkedin.com/in/coryeustice

×