how to attract the right people

A3 STEPS

RECRUITING

THE RIGHT

PEOPLE

DEFINE

STEP 1

YOURSKILLANDTALENTREQUIREMENTS

TALENTPROFILE

DEVELOPING A

TALENT PROFILE1.-------------------------------------------------------------------------

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3.------------------------------------------------------------------------------

HOW?

Don’t delegate this work to someone else!

DO IT ON YOUR OWN!

TALENT PROFILE1.-------------------------------------------------------------------------

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HOW?

Consider whether this position is really needed?

COMBINE TASKS?

TALENT PROFILE1.-------------------------------------------------------------------------

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HOW?Ask the people who haveexperience in this particular job

-WHAT DO THEY LIKE ABOUT THE JOB?-WHICH SKILL DO THEY USE THE MOST?-REQUIREMENTS ON CO-WORKERS?

HOW? to identify the expertise, experience and other qualities you want in your new team members

1. Be sure the positions are critical to your organization

2. Define primary roles and responsibilities

3. Define the critical skillsand characteristics required

and characteristics critical skills

Specific job-related skills

Technical skillsBasic skills

Interpersonal andcommunication skills

Personal characteristic and values

HOW?to identify the expertise, experience and other qualities you want in your new team members

4. Identify previous experienceand achievement level

5. Define education or training required

6. Review and finalize your talent profile

ATTRACT

STEP 2

THERIGHTPEOPLE

MAKETHE BESTEMPLOYEES COME

COMPANY!TO YOUR

HALF-TIMEFULL-TIME?OR

SEASONAL EMPLOYEE?

INTERN?

Your personal and professional

network

Colleges, universities and technical schools

Employment agenciesOnline

recruiting

Mainstream media

advertising

RECRUITING SOURCES

SELECT

STEP 3

THEBESTPERSON

SCREEN CANDIDATES

INVOLVEYOUREMPLOYEES

IN THE HIRING PROCESS

TALENT PROFILE

1.______________________________

________________________________

________________________________

_2.______________________________

________________________________

________________________________

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3.______________________________

________________________________

___________

4.______________________________

________________

USE YOUR

TOTALENT PROFILE

EVALUATECANDIDATES

TALENT PROFILE

1.______________________________

________________________________

________________________________

_2.______________________________

________________________________

________________________________

________________________

3.______________________________

________________________________

___________

4.______________________________

________________

SKILLS, WORK EXPERIENCE AND EDUCATION/TRAINING YOU REQUIRED

SUCCESSFUL IN THE PREVIOUS JOB

COMMITMENT TO THE WORK THEY HAVE CHOSEN

POTENTIAL CANDIDATES

SCREEN

TELEPHONEOVER

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

CANDIDATESINTERVIEW

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

INTERVIEWQUESTIONS

TO ASKDURING

???

?

TRADITIONAL INTERVIEW

JOB OR WORK

INTERESTWORK

EXPERIENCE

SKILLS

OPEN-ENDED QUESTIONS

THE BEHAVIOR-BASED INTERVIEWCandidates are asked to describe a situation

that require problem solving skillsFlexibilityLeadershipConflict resolution Multi-taskingInitiative Stress management

• Structured interview with layered questions

Series of behavioral questions and non-behavioral questionsQuestions often overlap

Gather information about each of the employer’s major issues.

• Informal interview

Casual and relaxed

Easily eliminate individuals from the candidate pool at an early stage

Confirm that a candidate is particularly well-qualified

FOLLOW-UPINTERVIEW

2nd, 3rd … interview?

Make final decision

between a short-list of candidates

Confirm that they have found the

ideal candidate

OR

• 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

CHECKREFERENCES

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

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

MAKE YOURFINAL

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

FINAL TIPS: TRUST YOUR INSTINCTS!!

-If you sense an even slightly negative quality, think very hard before hiring that individual

-Poor “chemistry” between a new addition to your team and your existing team sabotages the success of new hires more often than anything else.

CONCLUSIONTHANK YOU FOR FOLLOWING OUR PRESENTATION!