Se ha denunciado esta presentación.
Se está descargando tu SlideShare. ×

Hiring Right the First Time

Anuncio
Anuncio
Anuncio
Anuncio
Anuncio
Anuncio
Anuncio
Anuncio
Anuncio
Anuncio
Anuncio
Anuncio

Eche un vistazo a continuación

1 de 26 Anuncio
Anuncio

Más Contenido Relacionado

Presentaciones para usted (20)

Anuncio

Similares a Hiring Right the First Time (20)

Más de Drake International (20)

Anuncio

Más reciente (20)

Hiring Right the First Time

  1. 1. Hiring Right the First Time October 8, 2013 Presented by: Amanda Ono, Organizational Development Manager Drake International For audio, it is recommended you dial in A copy of the slides + recording will be available post webinar AUDIO: 1-877-668-4493 Access Code: 661 976 072 Event Password: 1234 WebEx Support: 1-866-863-3910
  2. 2. Today’s Agenda • Step 1: Know Who You Are Looking For • Step 2: Target Your Ideal Candidate • Step 3: Pre-Screen The Applicant Flow • Step 4: Rank Your Applicants • Step 5: Interview & Evaluate • Step 6: Match the Top Candidates to the Position • Step 7: Check for Red Flags • Step 8: Make the Job Offer • Step 9: Integrate Hew Hires • Step 10: Assess Your Recruitment Process 2
  3. 3. For more information, call 416.216.1067 Free Offer We’re offering a free 30-minute consultation on how to improve your internal hiring practices. Contact Maysa to take advantage of this exclusive offer! mhawwash@na.drakeintl.com 416.216.1067
  4. 4. For more information, call 416.216.1067 Quick Poll Where is your hiring gap? a. Realistic Profile: do the candidates who match your requirements exist in the market? b. Finding the Right People: from job postings to various methods of sourcing to outsourcing, are you finding the right people? c. Interviewing and Evaluating: do you screen people in or screen people “out”? d. Integrating and On-boarding: are your employees accelerating once hired?
  5. 5. For more information, call 416.216.1067 Reality Check: Hiring ROI • How do you invest in your human capital? – 50-70% of operating costs are spent on human capital (hiring, on-boarding, salary, benefits, etc.). • How do you measure cost per hire? – Recruitment, selection, interviewing? • How do you measure performance or return on your employees? – Revenue-generation, cost-savings, time-savings? • How do you measure cost of turn-over?
  6. 6. Reality Check: Hiring ROI 6 Cost of Turnover Calculator (Drake International website) $36,000 Base Salary $72,000 Base Salary 1 5 20 = $12, 212 =$17,248 = $61,060 =$97,620 =$244,240 =$390,480
  7. 7. Step 1: Know Who You Are Looking For 7 Knowledge Do they know how to do it? Skills Do they have a track record/experience of doing it? Attitude Do they have the right “fit” , attitude and motivation for your company?
  8. 8. Step 1: Know Who You Are Looking For • Consult with Hiring Managers – Feedback loop between HR and Hiring Managers • Consult the Market – Salary Surveys – Your Competitors • Understand the Core Competencies (K, S, A): – What makes an employee a “top performer”? – What makes an employee a “low performer”? What would be the value in replicating your top performers?
  9. 9. Step 1: Know Who You Are Looking For • Consult with Hiring Managers – Feedback loop between HR and Hiring Managers • Consult the Market – Salary Surveys – Your Competitors • Understand the Core Competencies (K, S, A): – What makes an employee a “top performer”? – What makes an employee a “low performer”? What would be the value in replicating your top performers?
  10. 10. Step 1: Profiling Top Performers 10
  11. 11. Step 1: Profiling Attitude 11 Attitude impacts productivity of the individual; cohesiveness of the team…and retention of your customers! • 89% of new hires fail for attitudinal reasons. • Technical skills can be tested, attitude is demonstrated. • Tips: – Step 2: profile “attitude” when attracting candidates. – Step 5: when interviewing, focus on behaviour-based questions (initiative, conscientiousness) and VALUES-based recruitment
  12. 12. Step 2: Target Your Ideal Candidate Your Corporate Brand Differentiator: why do people want to work for your company? • The Applicant Search Process: top 3-5 selling features (professional development, work environment, work-life balance). • Writing the Ad: focus on the WHIFM and selling features of the company – use the AIDA principle! • Strategic Targeting: non-active, high potential candidates, diversify avenues, social media, recruitment partners. 12
  13. 13. Step 3: Pre-Screen the Applicant Flow • Applicant Resume Pre-qualifying • Applicant Tracking Systems • Pre-qualifying Questionnaires – Emphasis on core competencies 13 Are you doing “quality assurance” on your candidate pool or do you have a resu-MESS?
  14. 14. Step 4: Rank Your Applicants 14 Candidate 1 Candidate 2 Candidate 3 Knowledge (Education, Designations) 3 3 5 Skills (Experience, Accomplishments) 4 1 5 Attitude 3 5 1 Total 10 9 11 Weighting (% per score)
  15. 15. Step 5: Interview & Evaluate Your Candidates 15 “It takes 20 years to build a reputation, and five minutes to ruin it. If you think about that, you’ll do things differently.” - Warren Buffet
  16. 16. Step 5: Interview & Evaluate Your Candidates • Focus on building the relationship and mutual fit. • Interrogative or intimidating interview methods are an outdated strategy. • Interview questions should be linked to the job and the company. 16
  17. 17. Step 5: Interview & Evaluate Your Candidates Behavioural-Description Interviews • S: The situation in which the candidate was involved • T: The task(s) that the candidate was completing or attempting to complete • A: actions taken by the candidate to complete the task • R: results of the action taken 17
  18. 18. Step 6: Match the Top Candidates to the Position • Explore the gaps by asking specific questions that will determine if the candidate is able to make changes by “flexing” up or down as required to be successful. • Second interview or team interview is all about “fit” and checking gaps. • Focus on attitude and potential rather than just check- boxes! 18
  19. 19. Step 7: Check for Red Flags Avoid the ‘Mis-Hire’ and Counterfeit Candidates! Reference Checking Tips: 1. Obtain permission 2. Be mindful of legislation (Human Rights, Privacy) 3. Plan your questions in advance 4. Include additional background checks as needed: – Criminal – Credit – Education verification – Social media check (LinkedIn) 19
  20. 20. Step 8: Make the Job Offer • Verbal AND written offer • Communicate how the offer will be presented (email, hard copy, etc.) • Make applicable parties available for clarification of your employment contract • Give employees a minimum of 48-72 hours to review and consult with a lawyer (as needed) 20
  21. 21. Step 9: Integrate New Hires “87% of people who leave their organization or their team do so because of personality conflicts, not capability.” - Dr. Kurt Einstein 21 • Orientation: where do I start? – Who’s who, introduction to company, introduction to policies (health and safety, corporate) • On-boarding: how do I get there? – Training: systems, “how to” – Integrating: team members and management
  22. 22. Step 10: Assess Your Recruitment Process • Are they fitting into the company culture? • Have they integrated into their team successfully? • Have they eased into their role quickly and efficiently? • Are they productive and contributing at a high level? • How are you measuring success? – Revenue increases or decreases? – Interview to hire ratios? – Turnover rates? Exit interviews? – Engagement? 22
  23. 23. Key Take-Aways • Step 1: Know Who You Are Looking For • Step 2: Target Your Ideal Candidate • Step 3: Pre-Screen The Applicant Flow • Step 4: Rank Your Applicants • Step 5: Interview & Evaluate • Step 6: Match the Top Candidates to the Position • Step 7: Check for Red Flags • Step 8: Make the Job Offer • Step 9: Integrate Hew Hires • Step 10: Assess Your Recruitment Process 23
  24. 24. For more information, call 416.216.1067 QUESTIONS?
  25. 25. For more information, call 416.216.1067 Upcoming Webinar Register @ https://drakeintl.webex.com/ Oct 9, 12pm EDT Employee Onboarding and Orientation Presented by: Maysa Hawwash National Manager for Talent Management Solutions, Drake International
  26. 26. Thank You For Attending For questions, please contact Maysa Hawwash National Manager for Talent Management Solutions mhawwash@na.drakeintl.com 416.216.1067

×