DIY Recruiting
Published on Nov 21, 2015
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PRESENTATION OUTLINE
“May you have the hindsight to know where you've been, the foresight to know where you are going, and the insight to know when you have gone too far.”
― Irish Blessing
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Discover the Problem
What’s our current strategy?
Do we have a talent surplus or talent scarcity?
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Where have we been?
What are our current metrics?
- How many positions have we on average filled in a week/month/year?
- What types of positions have we filled in a week/month/year and what percentage is each type?
- What is our average time to fill?
- From what sources are our candidates coming?
- What is our current rate of turnover? Why?
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Where are we now?
- What are our criteria for a Job Order?
- What are our criteria for prioritizing Job Orders?
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Where are we going?
“If we don't know where we are going, we might wind up someplace else.”
- Yogi Berra
- Who will we need in 3, 6, and 12 months?
- What is our retention rate?
- Who is staying and who is going?
- What is our On-Boarding Process?
- What do our new hires think we can we improve for the future?
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“Lack of direction, not lack of time, is the problem. We all have twenty-four hour days.”
― Zig Ziglar
We know where we have been, we know where we are and we know where we want to go. Now let’s create our map to our destination
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What is your process?
Receive Job Order > Post Job Order > Review Applicants & Candidates
> Set Up Interviews > Debrief Hiring Managers > Make Offer > Employee Starts Work
What are your biggest Recruiting Challenges? Where are your Bottlenecks?
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What is your Interview Process?
- Do you phone screen first?
- In person Interviews are Individual or Panel?
- Hiring Criteria?
- Skills Based, Performance Based or Values Based?
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Would you like to know the NUMBER ONE RECRUITING TOOL for the biggest BANG FOR YOUR BUCK?!?!
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Performance Based Hiring
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What are the key measures of performance in this job?
How does this hiring manager in this team define leadership, drive, cultural fit, team skills, confidence, communication skills, ethics and technical competency?
“What does leadership look like on this job?”
Example: _____________________________________
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What are the best questions to ask in an interview?
One Question Interview: What single project or task would you consider your most significant accomplishment in your career to date?
http://www.inc.com/lou-adler/best-interview-question-ever.html
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Two Question Interview:
1. What has been your Most Significant Accomplishment? Tell me about that.
2. How would you solve this problem?
http://louadlergroup.com/links/the-2-question-performance-based-interview/
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How Are your Hiring Managers Interviewing?
a. What specifically are they looking for?
b. Can they suspend judgment until the end of the interview?
c. Is there a ranking scale in use?
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"No matter how far we have gone on the wrong road, turn back."
-Turkish proverb
Solution: Ranking Sheet. How does this candidate rank on a scale of 1-5 on the following (Achiever Pattern)?
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1. Growth Motivated. People who change jobs in order to propel career growth, not for security or to avoid problems.
2. A consistent pattern of taking on difficult technical projects beyond their experience level. Managers assign their best people to tackle the trickiest challenges for a reason.
3. A history of volunteering for risky assignments that stretch skills. Success builds confidence.
4. Early-career exposure to senior executives and important projects.
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5. Important jobs on multi-functional project teams. Be wary of people whose team growth plateaued early.
6. A track record of being promoted ahead of peers. Award double bonus to candidates who did so at different companies and with different managers.
7. Company or industry recognition in the form of awards, honors, advanced educational opportunities, or speaking engagements.
http://www.inc.com/lou-adler/guide-to-hiring-motivated-achievers.html
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Risks associated with interviewing…it’s more than just legal.
How you feel about others is influenced by everything from their appearance, their words, tone, energy, the environment of the room as well as your own personal state.
Avoid “gut instinct”! Quantify!!!
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What will we do in the Future?
Continuous Improvement
(aka the Bonus Round)
Which topics interest you?
- Succession Planning
- Pre Boarding
- On Boarding
- Exit Interviews
- Interview Training for Hiring Managers
- Performance Based Hiring
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