Interviewing and hiring slide share
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Interviewing for the best employees is a science.
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Interviewing and hiring slide share
- 1. A u g u s t 21 , 2 0 1 7 Human Resources, Recruiting, Interviewing & Training By Rosevelt Hawkins
- 2. . AGENDA 1. Targeting our New Hires 2. Interviewing for Behaviors 3. Role Play 4. How to Handle Inappropriate Info 5. Interviewer Demeanor 6. OE Interview Process 7. Feedback
- 3. Our Target Hires Title Base Salary Quota Junior Account Executive $32,000 $1,400 Account Executive $35,000 $1,800 Senior Account Executive $40,000 $2,100 Account Director $45,000 $2,500 Senior Account Director $50,000 $3,000
- 4. Skill set of OE Sales Professional # of years Experience Driven Goal Oriented Motivated Conscientious Coachable Work Ethic Student-minded Quota Driven Intelligent Fighter Empathetic Consultative Tenacious Confident Resilient Takes Initiative Closing Skills 2+ years Transactional Sales OB Calling Experience SaaS Experience Cold Call Experience Communication Skills Culture oriented Flexible Resilient Persuasive Team Player Organized Critical Thinking
- 5. Types of Skill Sets Subjective Skills: Interpersonal or People Driven Goal Oriented Motivated Conscientious Do they ask questions Coachable Social Skills Work Ethic Student-minded Quota Driven Culture Fit Intelligent Fighter Empathetic Consultative Tenacious Confidence Resilient Initiative Articulate Focused Tangible Skills: Performance or Job Specific # of years Experience Communication Skills Cold Call Experience SaaS Closing Experience OB Calling Experience 2+ years transactional Closing Skills Good Listening Skills Transactional Sales Background Phone Sales Sales Process Our Current Job Skills Profile: 2+ years transactional Sales Exp. Cold Call Experience Quota Carrying Experience SaaS Environment OB Calling Experience Closing Experience Understand full sales cycle/process
- 6. Types of Interview Questions There are essentially six types of questions you may entertain using during the course of an interview: Experience Questions This type of question includes "What were your responsibilities in that position?" Its purpose is to subjectively evaluate and confirm features of the candidate background/resume. Behavioral Questions This type of question includes ”Give me an example of how you handled a disgruntled person you called?" Its purpose is to objectively measure past behaviors as a predictor of future results and culture fit. Technical Questions This type of question includes "What systems did you work with in your past positions?” Its purpose is to evaluate not only the systems that your candidate may be familiar with using. Opinion Questions This type of question includes "What are your strengths and weaknesses?" Its purpose is to subjectively analyze how your candidate would respond in a series of scenarios. Preparation/Competency Questions This type of question includes ”Tell me about our company?" Its purpose is to assess your candidates mental capacity for the position which you are hiring. Creative Questions This type of question includes "What separates you better than my other candidates" The purpose is to get your candidate past their pre-programmed answers to find out if they are capable of an original thought. There is not necessarily a right or wrong answer, since it is used primarily to test their ability to think on their feet.
- 7. Types of Questions You Never Ask Never ask questions that reveal age, race, national origin, gender, religion, marital status and sexual orientation are off-limits. Never ask questions that speak to protected categories, such as national origin, citizenship, age, marital status, disabilities, arrest and conviction record, military discharge status, race, gender, or pregnancy status, illegal. Any question that asks a candidate to reveal information about such topics without the question having a job related basis will violate the various state and federal discrimination laws. Examples: Have you ever been arrested? Are you married? What religious holidays do you practice? What is your birthday? What is your zodiac sign? Do you have children? What country are you from? Is English your first language? Do you have any outstanding debt? Do you drink socially? Have you been in the military? Are you a Christian?
- 8. Demeanor of the Interviewer All interviewers should be aware that their body language, mood, facial expressions and tone of voice all affect an interview. What many interviewers forget is that while you’re judging the candidate, they’re also judging you. • Eye Contact • Focus on the interviewer • Engaging • Active Listener • Awareness of facial expressions • Smiling/Befriending Interviewer • Controlling the flow of the interview • Allowing outside distractions to interfere with the interview • Don’t let your first impression affect the rest of the interview • Present the company in the best light. Interviewing is a two-way street. Make it a conversation and seem generally interested in what the other person is saying. In the interviewer’s case, it helps keep the candidate experience positive, which could result in a better employer brand. As a representative of the company, you must always remember that what you say and do matters.
- 9. The OE Interview Process Qualify Resume…………………. Within 1-2 Days Recruiter Call……………………. Within 3-5 Days Face-to-Face – 2 Managers…… Within 5-7 Days Sales Pitch – Managers………… Within 7-10 Days Final Interview – Scott & Cody.... Within 10-15 Days Final Interview – Gabe………….. Within 15-20 Days Offer………………………………. Within 20-25 Days New Employee Starts…………… Within 25-30 Days