© 2006 careleaders, inc. 1 carepix selection workshop
TRANSCRIPT
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© 2006 CareLeaders, Inc.1
CAREPix
Selection Workshop
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© 2006 CareLeaders, Inc.2
Introductions
Name Your position Something unusual/unique about
yourself Interviewing experience What you want to get out of this
class
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Day 1 Agenda
CAREPix Overview & Behavioral Interviewing• Competency Profiles• Getting the Whole Story• Parts of the Story• Dig, Dig, and Dig More• Using the Selection Guide• Taking Notes, Building Rapport & Managing the Interview
• Summary & Assignments for Day 2• Interview Role Play• Feedback (Giving & Receiving)
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CAREPix
Behavioral interview approach to selecting the Best
Helps avoid costs of hiring “wrong”
Minimizes chances of hiring “C” players Able to avoid most common selection mistakes
Minimizes tendency to ask illegal questions
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Behavioral Interviewing
“If you don’t know what you are looking for, you will never find it.”
Anonymous
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Behavioral Interviewing
Around since WWII Based on premise – Past behavior predicts future behavior
Ask specific open-ended questions
Proven successful & legally credible
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Three Common Elements…
Hire Right
Fairness & Consistency
Team Confirmation
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Hire Right…
Fits company values
Validates Key Attribute profile
Meets job standards
Find the “A” players
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Fairness & Consistency…
Each candidate interviewed in same manner
Candidate feels & tells others he/she had fair chance
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Team Confirmation…
Time well spent
Management believes
Peers buy-in
Candidate believes
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Costs to Hire Wrong…
40-60% of annual salary Unrealized hidden costs
Surprises????
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Harvard Business Journal Article
“A”, “B”, and “C” players
What’s the difference????
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Common Selection Mistakes
First Impression Gut Feeling
Hand Shake
Warm Body Syndrome
Illegal Questions Asked
Interviewer Not Prepared Non Specific Hiring Discussions
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Key Attribute Profiles
A Key Attribute Profile is a list of Key Attributes for each position or job grouping within the organization. These Key Attributes are further defined with desired behaviors.
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How Does This Work?
Key Attribute Interviews
Behavior Do’s & Don’ts
Behaviors Organized & Categorized
Behavioral Questions Determined
Interview Guide Created
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Applications/Resumes screened
Open Position?
Interviews completed
Consensus reached
Background checked
Offer made
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Key Attributes
Abilities
Likes/Dislikes
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Matching Key Attribute Exercise…
Five Key Attributes Ten Stories Use Selection Guide for Definitions Match each Story to Correct Key
Attritute Indicate + or – Story Hint: One +, One – for each Key
Attribute
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Benefits
Hiring Right – Full Picture of Candidate Candidates interviewed in same
manner (Fairness & Consistency) Structured process Focus is on past behavior Confidence in evaluation process
(Team Confirmation)
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BREAK
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Getting the Whole Story
Education & Work History
Past Behaviors
Likes/Dislikes
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Education & Work History
Gaps in employment Certificates/Awards Verify Schools Dates of Employment Reconfirm Reasons for Leaving
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Past Behaviors
Ask Specific Questions Who What Why When How
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Likes/Dislikes
Will the candidate “like” the job?
Ask about previous likes/dislikes in previous jobs
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Quest for Behaviors
See examples in Manual….
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“I AM” EXERCISE…..
I am.. A people person I am.. A hard worker I am.. A quick study I am.. Dependable I am.. A team player
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Parts of the Story
Beginning
Middle
End
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Beginning…
Setting & Background Sets up the Action Examples..
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Middle…
Most important piece Action is here Behaviors become apparent Examples..
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End…
Results of Behaviors Examples..
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Empty Stories
They sound impressive Candidate thinks we want to hear Can’t think of specific General/Vague
Exercise to Recognize Empty Stories (Hint: Stay out of the “woulds & allys”
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Missing Parts..
Part(s) are missing Receive out of order
Do I Have a Complete Story Exercise?..
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Dig, Dig, and Dig More
Leading
Theoretical
Behavioral
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Leading
Most commonly used Moving things along Finishing thoughts Avoiding silence
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Theoretical
“Woulds & Allys” They think we want to hear We think we want to hear Learned in school
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Behavioral
Behavioral = Behavioral THIS IS THE ANSWER!!!
Follow-up Question Exercise..
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LUNCH
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Follow-up Role Play Exercise..
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Selection Guide
“Guides” us through interview Provides checklists Provides Key Attributes & Behavioral
questions Determines Company Match Grading instructions
Practice Greeting…
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BREAK
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Taking Notes – Why?
About 75 - 80% information forgotten is not written down immediately
Helps us grade Key Attribute Assists in validating grades during
consensus discussion Allows us to make fair, legal, and solid
hiring decisions
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Taking Notes – How?
Key Words Abbreviate Concise Relevant to job Clear Impersonal Real Time
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Building Rapport – How?
Conversational Atmosphere Maintain candidate’s confidence Listen carefully Tone of Voice Respond with compassion Ensure understanding by repeating Read body language
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Building Rapport – Why?
Candidate relaxes Able to think more clearly Feels good about the interview Decisions based on firmer data Knows you care and are listening Even if offer not made, candidate
recommends company to others Learn more about candidate
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Managing the Interview – How?
May need to interrupt Re-route the conversation Stick to the Selection Guide
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Feedback - Giving
Positive– Be specific– Why was it good?
Improvements– Be specific– Why?– Give alternative(s)
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Feedback - Receiving
Be open to suggestions Don’t take it personally Avoid being defensive
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Interview Role Play..
Divide into groups of three One will be interviewer One will be interviewee One will be observer 15 minutes for interview 5 minutes for feedback Rotate
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Summary & Assignments
Read pages 31-35. Review guide from interview and grade Key Attributes. Be prepared to do consensus discussions tomorrow a.m.
Prepare for practice interview Review Guide and manual, as needed Read page 38 and do Exercise 11:
“Legal Questions”
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Day 2 Agenda
Recap Day 1 Evaluating Information & Making the
Grade Reaching Consensus/Practice Feedback (Giving & Receiving) Reminder Practice Interviews Legal Guidelines Questions???
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Evaluating & Making the Grade
Organize notes Review “observations”
line Identify complete stories Determine importance of
stories Move story, if necessary Grade Key Attribute Refer to Selection Guide
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Reaching Consensus..
Keep an open mind Not an average Focus on relevant information Manage discussions Reach consensus Make recommendation
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Feedback (Reminder)- Giving
Positive– Be specific– Why was it good?
Improvements– Be specific– Why?– Give alternative(s)
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Feedback (Reminder) - Receiving
Be open to suggestions Don’t take it personally Avoid being defensive
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Interview Set-Up
Interviewer Candidate
Observers
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Legal Guidelines
It’s smart It’s simply the “right thing to do” Keeps hiring practices legal & credible
Review Legal Guideline Exercise
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Congratulations!!
Thank You