Five secrets you can’t hire without. OBJECTIVE: Take the risks out of recruiting using our 5 secrets. See how to get an insight into your candidate’s personality and abilities. These unlocked secrets will greatly improve the success rate for the interviewer and of course the company.

1. 20th November 2013
Welcome to the Webinar

2. Brilliant recruiting:
5 secrets you can’t hire without

3. Your takeaways today
1. The difference between high & low performers
2. Secrets Countdown:
• 5
• 4
• 3
• 2
• 1
3. Questions
4. Close

4. 5 secrets from…
Effective Interviews and Selection
1 day course
Objective:
To provide participants with
practical, easy-to use tools
to help assess and interview
candidates more objectively

5. Difference between
high and low performers
High
PERFORMERS
Low
PERFORMERS

6. 6 characteristics of top performers
ationn
io
elf-motiv t
SSelf-motiva
AAp
pt
aand itiuude
nd In t de
Ineeig
t t l l lli
encc
gene
e
PPesisten
er rsiste c
nc an
e
DDeeerm e and
et t rmina d
inaionn
t tio
Positive Attitudee
Positive Attitud
Maturity
Maturity
TTempera e
emperam
nt
ment

7. Turn yourself into a brilliant interviewer
Give yourself time!
Follow the 5 secrets!

8. Secret number 5
Establish rapport to get open
communication

9. Establish rapport
• Review the candidates CV prior to the interview
• Identify a non work element you are familiar with
• Ask rapport building open questions
“I see from your CV you are keen on.... It’s
something I am keen on as well ...Tell me
more?”

10. Establish rapport – your actions
• DO – ensure the candidate is made welcome
• DO – create a professional and encouraging
atmosphere
• DON’t – hold the interview in a public place
• DON’T – try and catch the candidate out or set
traps

11. Secret number 4
Use the same questions with
every candidate

12. Use the same questions
• Easy to compare candidates
• Employment law – fairness
• You will get better at interviews!
“This job will require you to ...can you give me
an example of when you have achieved
this?...Tell me more?”

13. Use the same questions– your actions
•
•
•
•
DO – ask HR for a template (or create one)
DO – take control of the interview
DON’t – get distracted by the candidate
DON’T – vary from the template

14. Draw out the history in these areas:
WORK
EDUCATION
OUTSIDE ACTIVITIES

15. Secret number 3
Fine tune your questions

16. Fine tune your questions
Four Strategies

17. Fine tune your questions – your actions
•
•
•
•
DO: Recognise questions are challenging
DO: Give them time to respond
DON’T: ASSUME - ask for specifics
DON’T: Be impatient for a response

18. Secret number 2
Use psychometric assessment

19. Use psychometric assessment – three levels

20. Use psychometric assessment – your actions
•
•
•
•
DO: Set a benchmark
DO: Use the interview questions in the report
DON’T: Ignore the benchmark!
DON’T: Make a decision solely on the results

21. Secret number 1
Get below the surface

22. Getting below the surface
Level 1 + 2
What we see
in the interview.
Level 3
What we get
on the job.

23. Get below the surface – SARR
SITUATION:
What was the situation?
ACTION: What did you do?
RESULT: What was the outcome?
REPORTING:
By the way, who were you reporting to

24. Get below the surface – your actions
• DO: Be prepared to challenge the response
• DO: Make sure the candidate answers the
question
• DON’T: Settle for the first answer
• DON’T: Let the candidate talk generalities

25. How you’ve spent your time today
Secrets Countdown:
• 5: Establish rapport to get open
communication
• 4: Use the same questions with every
candidate
• 3: Fine tune your questions
• 2: Use psychometric assessment
• 1: Get below the surface