The document provides tips for effective advertising, interviewing, employee referrals, and telephone interviews. It recommends that ads should grab attention, identify company vision, and include a clear call to action. For interviewing, it suggests using open-ended and behavior-based questions, allowing silence for responses, and listening more than talking. Employee referrals work best from casual job seekers rather than disgruntled employees. Telephone interviews should ask about past roles and responsibilities to find similarities and determine needs, pace, and reasons for leaving current jobs.

1. Advertising Whether advertising on the internet, internal postings, or in the newspaper – think “marketing” when placing ads. Ads need: Attention grabber To identify company vision To find common ground A call to action, be specific

2. Interviewing 101 Objectives: Effective Questions Stay Legal Feel Comfortable Helpful Hints

3. Employee Referrals Highly recommend an “Employee Referral Award” system. You want to find the casual job seeker, not the disgruntled employee now looking in the paper

4. Effective Questions Open-ended Questions Behavior-based Questions Use Silence. Don’t talk too soon Probe (not interrogate) Example: Can you tell me more about that?” Give them a chance to sell themselves Example: “Why do you feel we should hire you?”

5. Open-Ended Questions Tell me how you approach deadlines? How would you describe your ability to deal with difficult clients? What do you consider your greatest strength, and why? How do you motivate employees to be more productive? How would you describe your written communications skills? How would your current boss describe your ability to interact with others? What kind of people do you find difficult to work with? Why? What would you like to avoid in future jobs? How do you approach tasks that you dislike?

6. Behavior-based Questions Describe a time when you had to make a particularly difficult deadline, what was the outcome? Tell me about a time when you had to address a large audience. How did you prepare for it? Describe a time when you succeeded in changing people’s minds.

7. Legal No No’s Taboo Subjects Age/Graduation Dates Birthplace Religion, Race, Color National Origin/Ancestry Height/Weight Marital/Family Status

8. Prepare for Comfort Familiarize yourself with candidate Schedule enough time for the interview Outline some goals and objectives Identify some core competencies* Prepare a few key questions Interview in a comfortable environment Relax and LISTEN

9. Listening Skills Screening Interview/1 st Interview 90% Listening 2 nd Interview – 70 % Listening 3 rd Interview – 50% Listening

10. Telephone Interview Tips Ask about the previous company/job profiles and look for similarities. (Sample: What are the key expectations of you in…?) Get their success profile. Look for vertical movement. (Sample: How has your current job changed since you originally took it?) Find out what their needs are. Availability Pace – Ask what pace environment they like to work in. When they respond with, “Oh, fast paced! I don’t like being bored,” respond with: “What do you consider a good fast pace?” Ask, “What would your current employer have to do to keep you there?”

11. Helpful Hints #1 Reason people stay with a company or choose an employer…. Opportunities for growth and development!

12. Helpful Hints (Cont.) Don’t sit w/table between you. Start with small talk Ask easiest questions first Keep your notes factual, no “impressions” or “feelings”

13. Last, But Not Least Be sure your Managers/Supervisors know how to interview legally and effectively If multiple people will be interviewing a candidate, assign differing topical areas to each interviewer so as not to duplicate questioning over and over… Offer to tour office/bldg and/or move candidate to differing interviewing locations .