How to Find the "Human" Behind a Candidate
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Discover how a large organization partnered with an RPO company recognized as one of the Top 35 Most Engaged Workforces Worldwide in order to combat serious annual turnover and low employee engagement. Using a formal panel interview procedure, hiring managers incorporated four questions that subtly, but effectively, led candidates to relate accurate information regarding their prior career performance, thus determining the “essence” of the individual. Based on candidate’s responses, managers are better able to judge “culture-fit,” as well as needed job skills.
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How to Find the "Human" Behind a Candidate
- 1. How to Find the ‘Human’ Behind a Candidate
- 2. 2 Today’s Speaker Joseph Marino Senior Vice President Hueman, Your RPO Partner
- 4. 4 Objectives • Discuss the way in which a formal structured interview procedure can uncover candidates’ “Essence”. • Implement four (4) interview questions that encourage candidates to share truthful information about their “fit” to your organization. • Conduct panel interviews geared to increase employee retention, satisfaction, and effectiveness.
- 5. 5 Hueman People Solutions Mission: Connect the right people to the right job at the right time. Through culture-based hiring, we match people with positions and companies. Core Values: • Excellence • Teamwork • Service • Trust • Communication #1 Best Workplace in America, 2013 Top 39 Most Engaged Company Culture Worldwide, 2018
- 6. 6 Environmental Care Unit (EVC) • Ensure a safe physical environment for patients, visitors, and staff. • Responsible for cleaning the hospital, performing floor care, managing waste and recycling removal, and supervising medical and sharps waste. • Meet all safety and quality standards established by Joint Commission, federal, state, and county regulations. • Interact with professional staff, patients, visitors, and regulators.
- 7. 7 Recruitment and Hiring Issues 1. Turnover 2. Grievances 3. Leave time 4. “Life issues” 5. Basic job skills 6. Union status 7. Engagement 8. No standardized interviewing process
- 8. 8 Hiring Data – Pre Panel Interviewing (October – February)
- 9. 9 Panel Interview Solution Key Concepts • Panel composed of multiple interviewers w/1 lead • Structured, step-by-step process • Prescribed questions • Standard candidate-response framework
- 12. 12 Panel Training Day One • Benefits • Process • Detailed Questions • Mock Panels chaired by Trainer Day Two • Actual Panels led by Trainer (morning) • Actual Panels led by Hiring Managers (afternoon)
- 14. 14 Structured Questions: Work Experience
- 15. 15 “The Human” 1. Who was your supervisor? (ask the spelling of their name) 2. How was ‘Name’ as a boss? 3. If we asked ‘Name’ about you, what would ‘Name’ say about you? 4. How many people were on your team in the same role? How would ‘Name’ rank you within this group, 1 being the highest?
- 16. 16 Hiring Data – Post Panel Interviewing
- 17. 17 The Latest Hiring Data Via Panel
- 18. 18 Engagement
- 20. 20 Joe Marino Joe.Marino@Hueman.com Text Me At: 505-227-0152 www.HuemanRPO.com Download our E-book and other useful content at: World-classrecruitment.com