6. TALENT PROFILE
1.-----------------------
-------------------------
-------------------------
Ask the people who have
2.------------------------
--------------------------- experience in this particular job
--------------------------
-WHAT DO THEY LIKE ABOUT THE JOB?
3.------------------------ -WHICH SKILL DO THEY USE THE MOST?
--------------------------- -REQUIREMENTS ON CO-WORKERS?
---------------------------
7. 1. Be sure the positions are critical
to identify the expertise, experience
to your organization
and other qualities
2. Define you want in your new team members
primary roles
and responsibilities
3. Define the critical skills
and characteristics required
8. Specific job-
related skills
Technical
Basic skills skills
critical skills
Personal characteristic Interpersonal and
and characteristics communication skills
and values
9. to identify the expertise, experience
and other qualities
you want in your new team members
4. Identify previous experience
and achievement level
5. Define education or training required
6. Review and finalize your talent profile
13. Your personal and
Colleges, universities
professional and technical schools
network
Mainstream
media
advertising Employment
Online agencies
recruiting
20. ! 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
22. 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
24. TRADITIONAL INTERVIEW
OPEN-ENDED
QUESTIONS
JOB OR
WORK SKILLS
INTEREST
WORK
EXPERIENCE
25. THE BEHAVIOR-BASED
INTERVIEW skills
Candidates are asked to describe a situation
that require problem solving
Flexibility
Leadership
Conflict resolution
Multi-tasking
Initiative
Stress management
26. • Structured interview with layered questions
Series of behavioral questions
and non-behavioral questions
Questions often overlap
Gather information about each
of the employer’s major issues.
27. • Informal interview
Casual and relaxed
Easily eliminate individuals from
the candidate pool at an early stage
Confirm that a candidate is particularly
well-qualified
29. 2nd, 3rd …
interview?
Confirm that Make final
they have decision
found the between a
ideal short-list of
candidate candidates
OR
30. • 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
32. REFERENCE-CHECKING IS CRITICAL!
CHOOSE THE MOST SUITABLE PERSON FOR
THE POSITION, OTHERWISE IT WOULD
ENDANGER THE WORKING ASMOSPHERE OF
YOUR ORGANIZATION!
33. ! 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
35. As far as possible, make sure your top choice will
fit into the internal culture of your organization
36. ! FINAL TIPS: TRUST YOUR INSTINCTS!
-Poor “chemistry” between a new addition to
your team and your existing team sabotages
the success of new hires more often than
anything else.
-If you sense an even slightly negative quality,
think very hard before hiring that individual