recruitment you’re hired!. agenda first things first….why would we pick you? a little something...
TRANSCRIPT
RECRUITMENT
YOU’RE HIRED!
Agenda
• First things first….why would we pick you?
• A little something for you!
• Selection techniques
• Strengths Based Recruitment
• What are your strengths?
• Some Do’s and Don’ts
First Steps To Making A Difference………Why would we pick you?
• Presentation
• Format and Layout
• Making it an easy read
• Tailor to the role
• Authenticity
• Be Truthful!
• Be Articulate
Something for you…..
Review the Job Spec and 2 CV’s. Who would you select for interview & why?
Selection TechniquesCriteria Based Interviews (CBI)
• Been there done that!
• Me myself and I
• What? Why? When? And How?
• Who should have my attention?
• Take your time
Selection TechniquesAssessment Centres
• Why do we have assessment centres?
• CBI could form part of an Assessment centre
• Be Yourself
• Take each activity as it comes
• Enjoy the day
Selection TechniquesPsychometric Testing
• OPQ
• Verbal and Numerical
• Analysis testing
www.shl.com
“A strength is a pre-existing capacity for a particular way of behaving, thinking, or feeling that is authentic and energising to the user, and enables optimal functioning, development and performance”
(Linley, 2007)
Selection Techniques
Strengths Based Recruitment
Allow people to play to their Strengths
“Never tell people how to do things. Tell them
what to do and they will surprise you with
their ingenuity” Patten
“If we want to learn about success – study success”
Buckingham
It’s a wave of change and it’s It’s a wave of change and it’s emerging in all aspect of life……….emerging in all aspect of life……….
business
academics
schools
sport
health
It’s all about performance –
It doesn’t work to ask people to be something they’re not, instead ask them to do more of what they do best - naturally
What Strengths do you have?
When Life Doesn’t Go So Well
In pairs, share with your partner something that is not going too well for you this week.
Whilst listening watch your partner’s behaviour, emotion, and tone of voice, etc
What strengths do you have?
Your Best Experience
In pairs, tell your partner about your best experience in the last week –
Or at least the best experience that you are prepared to share!
A Strengths Based Approach
For people who work in environments that play to their strengths are likely to learn:
More Quickly
Accelerate their performance
Release their potential
More engaged in their role
For Managers there is no need to micro manage employee’s.
For the organisation it is predicted that this approach will lead to:
A significant increase in performance
Higher levels of customer satisfaction
Rise in employee engagement
Greater success
Some Do’s and Don’ts
Don’t
•Let your nerves take over!
•Talk too quickly
•Be too confident.
•Be afraid to go back to a question later or ask to repeat it.
•Script read.
Do
•Your homework about the Company.
• Ask questions.
• Refer to your notes.
• Sell yourself
• Think about your body language
• Talk about your achievements, goals and ambitions.
• Let us see you!
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Any Questions….Thoughts?
Welcome to CIMA Members
Thursday 26th November 2009
Agenda
• Introduction
• Who we are – Pure
• Points to consider when recruiting from a company and candidate perspective
• The impact of the internet on recruitment
• Summary
Who are Pure Resourcing Solutions?
• Specialist Recruiters
• Accountancy/HR/Office Support/Executive
• Offices in:– Norwich– Cambridge– Ipswich
• How we aim to be different– Experienced consultants– Client relationships– Doing what we say we do
Tina Maguire [email protected] Commencing her career as a “qualified by experience”
accountant in international banking, Tina has recruited qualified accountancy staff since returning to Norfolk in 1995. Regularly attending local events for business and finance professionals. she has an extensive network of client and candidate relationships, and thorough knowledge of the Norfolk market.
Joseph O’Sullivan [email protected]
Joseph has over 20 years specialist recruitment experience. He has built an excellent reputation in accountancy recruitment across Norfolk since he moved here in 1987. Joseph is an integral member of the Norwich office of Pure Resourcing Solutions having joined in March 2005 to specialise in the temporary, interim and contract accountancy markets.
Company
1. Why are you recruiting? – exit interview
2. Is this a key role? – replacement needed ASAP/Interim
3. Define the job and person specification
4. Selection process• Interviews, testing, presentations,
assessment days
Individual
1. What is motivating you to look
2. What sort of job – career planning
Where am I now?
Where am I going?
How do I get there?
?
Individual Continued..
3. How to find job opportunities
Newspapers
Networking
Agency & Multi Agency
Job boards / Job Alerts
What you need to do as a candidate
Perfect CV to include?
• Your details
• Personal Statement
• Career History
• Professional Qualifications
• Education
• Skills
• Hobbies/Interests
• References
Classic CV Mistakes
• Spelling and grammar• Incorrect personal
details• False information• Why use 20 when 5 will
do? • Forgetting
achievements
• Breaking the 2-3 page rule
• Leaving out information
• Clichés and Jargon• Poor design
Interviews
• All questions cover 3 areas– Who are you?– What can you do?– What do you want to do?
• It’s a 2 way street– Be yourself– Be prepared– Use interview time wisely
Questions to Expect at an Interview
• Tell me about yourself• What do you know about this
organisation?• What are your
strengths/weaknesses? • What can you contribute to this
organisation and position?• How would your
boss/colleagues describe you?• Why do you want this position?• What are your goals? Where
do you see yourself in five years time?
• What is your greatest success and how did you achieve it?
• What has been your biggest failure?
• What can we offer you that your previous/current organisation cannot offer?
• Why are you looking to leave your current employer?
• What qualities do you think this job requires?
• What other positions are you considering at the moment?
• Will your current employer counter offer you?
• What salary are you seeking?
Questions to Ask at Interview
• What do you expect me to accomplish during the first 6 months?• How will my performance be evaluated?• What is the most challenging aspect of the position? • What can I expect from you in terms of training, development and
support? • Why is this position available?• What are the companies strategic plans for expansion or
contraction?• Can you describe the company’s management style? • What are the company’s values?• What are the traits/characteristics of people who are most
successful within the organisation?• Why did you choose to work for this business?• What progression opportunities are available long term?• What has been the staff turnover for the last 24 months? Why do
people leave the business?
Interview Differences
Biographical
A discussion of an individuals CV or career history to date, exploring:
- Factual information
- Decisions made
- Experienced gained
This interview approach can be very informal or alternatively be a systematic dissection of a CV
Competency
Questions the experiences of the individual in relation to pre-determined criteria
Uses questioning techniques designed to elicit specific evidence of past performance against criteria.
Explores past behaviour as an indicator of future behaviour
The Impact of The www. on Recruitment
• Instant Applications• Job boards/job alerts• Online CV databases• Background on Companies:
– Accounts for £1
– News Articles
• Background on you:– There’s a lot of information out there!
– A joke to you may not impress employers
– Your Google CV
Google CV
What is a Google CV• In short, it is information that can be found out about
you by typing your name into Google.
It’s not just about a CV• Technology has meant that employers will now use
the internet to find out about you
• They will Google your name
• Look at your Facebook account and pictures!
• Look at your LinkedIn profile and network
Social Networking
Linked In
Linked In
Facebook &
Launched in Feb 2004
By mid 2004 half of Harvard University were members
250,000,000 users per month
100,000,000 users per day
“Relationship Matter”
May 2003 – “the launch” – 300 users
Oct 2009 – c.50,000,000 plus
Users from 200 countries
Average user has 165 contacts
1,400 new users PER DAY
Free or enhanced for a fee
What is it?
• The professionals Facebook, created by the same company and now used by 30 million people worldwide
• LinkedIn is an interconnected network of professionals. You can find, be introduced to and collaborate with qualified professionals
Why use Linked In?• Manage the information that is publicly held about
you as a professional
• Network with peers/fellow professionals and share information
• Collaborate on projects, gather data, share files and solve problems
• Find and be introduced to potential clients
• Be found for potential business opportunities
• Discover inside connections that can help you land jobs
Benefits to you
• The ability to be known and enhance your personal brand• The ability to be found by recruiters or other hiring
authorities• The ability to find others and make important connections• The opportunity to learn and share• The ability to connect with group member’s i.e. CIMA &
Aviva• The opportunity to show you are plugged in to current
technology• Improve your Google CV
Summary & Questions
Recruiter– Put in time and effort– Develop and maintain
a high quality, consistent recruitment process
Candidate– It’s hard work finding a
job– In a new job the 1st
100 days are crucial