The document outlines a 3-step process for developing a talent profile and hiring the right people. Step 1 involves defining the skills, experience, and qualifications required for open positions. Step 2 is attracting suitable candidates through various sources. Step 3 is selecting the best candidate, which involves screening resumes, interviewing candidates using behavioral questions, checking references, and making the final hiring decision. The overall process emphasizes defining talent needs, evaluating fit, and trusting instincts to hire individuals that will mesh with the organizational culture.

1. 3 STEPS
A

2. STEP 1
DEFINE
YOURSKILL
ANDTALENT
REQUIREMENTS

3. DEVELOPING A
TALENT
PROFILE

4. TALENT PROFILE
1.-----------------------
-------------------------
-------------------------
2.------------------------
Don’t delegate this work
--------------------------- to someone else!
--------------------------
DO IT ON YOUR OWN!
3.------------------------
---------------------------
---------------------------

5. TALENT PROFILE
1.-----------------------
-------------------------
-------------------------
2.------------------------
Consider whether this
--------------------------- position is really needed?
--------------------------
COMBINE TASKS?
3.------------------------
---------------------------
---------------------------

6. TALENT PROFILE
1.-----------------------
-------------------------
-------------------------
Ask the people who have
2.------------------------
--------------------------- experience in this particular job
--------------------------
-WHAT DO THEY LIKE ABOUT THE JOB?
3.------------------------ -WHICH SKILL DO THEY USE THE MOST?
--------------------------- -REQUIREMENTS ON CO-WORKERS?
---------------------------

7. 1. Be sure the positions are critical
to identify the expertise, experience
to your organization
and other qualities
2. Define you want in your new team members
primary roles
and responsibilities
3. Define the critical skills
and characteristics required

8. Specific job-
related skills
Technical
Basic skills skills
critical skills
Personal characteristic Interpersonal and
and characteristics communication skills
and values

9. to identify the expertise, experience
and other qualities
you want in your new team members
4. Identify previous experience
and achievement level
5. Define education or training required
6. Review and finalize your talent profile

10. STEP 2
ATTRACT
THERIGHT
PEOPLE

11. MAKE
EMPLOYEES COME
TO YOUR

12. HALF-TIME
OR FULL-TIME?
SEASONAL EMPLOYEE?
INTERN?

13. Your personal and
Colleges, universities
professional and technical schools
network
Mainstream
media
advertising Employment
Online agencies
recruiting

14. STEP 3
SELECT
THEBEST
PERSON

15. SCREEN
CANDIDATES

16. INVOLVE
YOUREMPLOYEES
HIRING PROCESS
IN THE

17. USEYOUR
TALENT PROFILE
TO
EVALUATE
CANDIDATES

18. SKILLS, WORK EXPERIENCE
AND EDUCATION/TRAINING
YOU REQUIRED
SUCCESSFUL IN THE PREVIOUS
JOB
COMMITMENT TO THE WORK
THEY HAVE CHOSEN

19. SCREENPOTENTIAL
CANDIDATES
OVERTELEPHONE

20. ! TIPS FOR INVERTIEW OVER TELEPHONE
-Call applicants when you will not be interrupted
-Open the conversation by asking candidates
how they heard about the job
-Explain the basic job requirement
-Ask them what their interests are
in cultural activities
-Take careful notes.
-Ask everyone the same questions so you can
make clear comparisons

21. INTERVIEW
CANDIDATES

22. Interview top candidates face-to-face
using a systematic process
•A warm welcome to the candidate
•A review of what you want to accomplish
during the interview
•A description of the job opportunity and your company
•Gather information from the candidate
by asking open-ended or problem-solving questions
•An opportunity for the candidate to ask questions
•A clear statement of the next steps in your hiring process
•A positive closing

23. ?
QUESTIONS
TO ASK
?
INTERVIEW?
DURING

24. TRADITIONAL INTERVIEW
OPEN-ENDED
QUESTIONS
JOB OR
WORK SKILLS
INTEREST
WORK
EXPERIENCE

25. THE BEHAVIOR-BASED
INTERVIEW skills
Candidates are asked to describe a situation
that require problem solving
Flexibility
Leadership
Conflict resolution
Multi-tasking
Initiative
Stress management

26. • Structured interview with layered questions
Series of behavioral questions
and non-behavioral questions
Questions often overlap
Gather information about each
of the employer’s major issues.

27. • Informal interview
Casual and relaxed
Easily eliminate individuals from
the candidate pool at an early stage
Confirm that a candidate is particularly
well-qualified

28. FOLLOW-UP
INTERVIEW

29. 2nd, 3rd …
interview?
Confirm that Make final
they have decision
found the between a
ideal short-list of
candidate candidates
OR

30. • Meeting with the same interviewer?
Easily, just focus on cementing rapport!
• Meeting with a new interviewer?
Choose the interviewing style and format
…..
that are best suited to the needs of both
your organization and its potential employees

31. CHECK
REFERENCES

32. REFERENCE-CHECKING IS CRITICAL!
CHOOSE THE MOST SUITABLE PERSON FOR
THE POSITION, OTHERWISE IT WOULD
ENDANGER THE WORKING ASMOSPHERE OF
YOUR ORGANIZATION!

33. ! TIPS FOR CONDUCTING REFERENCE CHECKS
-If possible, have candidates ask their
references to call you
-Keep your questions focused in what you need
to know about the candidate’s performance in
previous jobs
-Keep your questions consistent from reference to
reference so you can compare their responses

34. MAKE YOUR
FINAL

35. As far as possible, make sure your top choice will
fit into the internal culture of your organization

36. ! FINAL TIPS: TRUST YOUR INSTINCTS!
-Poor “chemistry” between a new addition to
your team and your existing team sabotages
the success of new hires more often than
anything else.
-If you sense an even slightly negative quality,
think very hard before hiring that individual

37. THANK YOU FOR
CONCLUSION
FOLLOWING OUR
PRESENTATION!