Download - How to attract the right people
A3 STEPS
RECRUITING
THE RIGHT
PEOPLE
DEFINE
STEP 1
YOURSKILLANDTALENTREQUIREMENTS
TALENTPROFILE
DEVELOPING A
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HOW?
Don’t delegate this work to someone else!
DO IT ON YOUR OWN!
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HOW?
Consider whether this position is really needed?
COMBINE TASKS?
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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
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USE YOUR
TOTALENT PROFILE
EVALUATECANDIDATES
TALENT PROFILE
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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
???
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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!