7. What Drives Quality of Hire
1. Understanding the need of your organization
2. Understanding the strength and weaknesses of the
organization & hiring manager
3. Having options
4. Making the right choice
10. Understand phase
HOW WE GOT INTO A PROCESS WITH WASTE
• Manager comes to HR with a job opening
• HR makes sure filling position is approved
• HR checks job description (or writes it)
• HR post job
11. Understand phase
IT STARTS BEFORE THERE IS AN OPENING
• Business relationship
• HR connects
• HR recommends and advices
• Discuss future needs
• Recruiting is part of the HR Strategy
• Relationships with targeted professionals
12. Understand phase
IT STARTS BEFORE THERE IS AN OPENING
• HR has a business relationship with each hiring manager
• HR connects with hiring manager at set intervals to discuss the
business
• HR recommends and advices managers on team structure,
development
• HR and Business discuss future needs
• HR and Business develop an hiring strategy, needs assessment,
market analysis and aligned development programs.
• HR builds relationships with targeted professionals before opening
exist.
Book
13. Understand phase
TANGIBLE OUTCOMES – WHAT DO WE HAVE ON PAPER
• Managing - coaching style
• Core values of the company & Team
• Needs Assessment
• Market Analysis
• Development Program
14. Understand phase
TANGIBLE OUTCOMES – WHAT DO WE HAVE ON PAPER
• Managing - coaching style
• We understand how the manager managed his/her team and what he
or she can provide in training and development (think about virtual /
hands-on / micro)
• Core values of the company & Team
• We under the core values of the company and the nuances that exist
in each team/department.
• Needs Assessment
• We know what roles need to be filled now and in the future. We use
analytics to predict openings. And templates for job descriptions.
• Market Analysis
• We know what is available in the market for which price and where.
• Development Program
• We have a development program that supports employee growth in
the direction of our future needs.
Book
17. Healthy Candidate Inflow
1. Choice drives quality of hire
2. Volume, numbers game
3. Critical timing of 2 weeks
4. Source of best candidates
is unknown
19. Clean Job Ad
Informative
Company, position, qualifications, process
Short
500 words or less
Clear
Jargon free, easy to understand
A good Job add sells your
company and your role!
Reflect your company
style and culture
20. Jobs on your own Website
Easy to navigate
Show off your culture
Basic Information
http://dyn.com/about/careers/
21. Source Direct
• Search your existing Talent Pool to find people
already engaged
– Let them know they are special and ask them to
apply a.s.a.p.
• Reach out to known talent but not yet engaged
for this and future openings (LinkedIn, Indeed
etc.)
• Don’t Spam. Personal message yield better
results than standard emails
22. And the rest of the world
Let everyone know you are in the search!
23. Jobs on the web
• 50% of the searches start at Google
– Make sure your job ads can be searched
by search engines
• Use Free Job Boards
• Use Paid Job Boards when needed
• Try and adjust and repeat
25. Ask Friends
• Referrals are more successful
• Low – No cost
• Ask Employees to share positions
• Use Twitter, Facebook & LinkedIn
• Make it personal
26. Use Agencies
• Set clear goals & time frame
• Provide with job description and
soft factors
• Go for niche/specialized firms
• Go local first
27. Source - a Deep Wide Net
1. Clean Job Ad
2. Jobs on Your Website
3. Source Directly
4. Let the Whole World Know
5. Ask Your Friends
6. Advertise on Job Boards
7. Use Agencies
30. Select
• Use systems to improve success
• The Application Form
• Hire as a Team
• Speed is everything
• Check!
31. The Application Form
1. Great forms hold a lot of information:
1. Pay history
2. Detailed past work history
3. Relevant selection information
4. Motivation for applying
2. Choose when you introduce your data collection
form
1. Beginning will reduce applicants
2. During the process will slow you down
3. Have it reviewed by legal counsel
32. Hire as a team
1. Two know more then one
2. Be clear on each persons role
3. Implement a standard way of interviewing
4. Have common selection criteria
33. Check
• Ensure that the applicant meets the minimum
requirements for the job and company culture
(interview training!)
– Assessments
• Do a background check (pick up the phone).
• Call your network.
• Let applicant sign off on detailed job description.
• Show Non Disclosure Agreement and Non-
Compete before presenting a job offer (New
Hampshire law)
34. Speed
• Recruiting process quick and well
organized, is the first impression the
candidate often gets of the company.
• Candidates stay engaged for 2 weeks.
37. Hire Check List
• Draft development Plan on day 1 ready.
• Final development plan ready on day 30.
• Paperwork done within 48 hours
• Employee handbook and other forms reflect
company culture
• New employee has a mentor and a buddy
• Non Compete before Job Offer!
• Do final background check with all
information gathered.
41. Thank you for your participations
We depend on your feedback to
improve our programs
Grow our company
Please fill out the forms and
Spread the word on Social Media and in your
network.
