© 2006 CareLeaders, Inc. 1 CAREPix Selection Workshop.

© 2006 CareLeaders, Inc.1

CAREPix

Selection Workshop


Introductions

Name Your position Something unusual/unique about

yourself Interviewing experience What you want to get out of this

class


Day 1 Agenda

CAREPix Overview & Behavioral Interviewing• Competency Profiles• Getting the Whole Story• Parts of the Story• Dig, Dig, and Dig More• Using the Selection Guide• Taking Notes, Building Rapport & Managing the Interview

• Summary & Assignments for Day 2• Interview Role Play• Feedback (Giving & Receiving)


CAREPix

Behavioral interview approach to selecting the Best

Helps avoid costs of hiring “wrong”

Minimizes chances of hiring “C” players Able to avoid most common selection mistakes

Minimizes tendency to ask illegal questions


Behavioral Interviewing

“If you don’t know what you are looking for, you will never find it.”

Anonymous


Behavioral Interviewing

Around since WWII Based on premise – Past behavior predicts future behavior

Ask specific open-ended questions

Proven successful & legally credible


Three Common Elements…

Hire Right

Fairness & Consistency

Team Confirmation


Hire Right…

Fits company values

Validates Key Attribute profile

Meets job standards

Find the “A” players


Fairness & Consistency…

Each candidate interviewed in same manner

Candidate feels & tells others he/she had fair chance


Team Confirmation…

Time well spent

Management believes

Peers buy-in

Candidate believes


Costs to Hire Wrong…

40-60% of annual salary Unrealized hidden costs

Surprises????


Harvard Business Journal Article

“A”, “B”, and “C” players

What’s the difference????


Common Selection Mistakes

First Impression Gut Feeling

Hand Shake

Warm Body Syndrome

Illegal Questions Asked

Interviewer Not Prepared Non Specific Hiring Discussions


Key Attribute Profiles

A Key Attribute Profile is a list of Key Attributes for each position or job grouping within the organization. These Key Attributes are further defined with desired behaviors.


How Does This Work?

Key Attribute Interviews

Behavior Do’s & Don’ts

Behaviors Organized & Categorized

Behavioral Questions Determined

Interview Guide Created


Applications/Resumes screened

Open Position?

Interviews completed

Consensus reached

Background checked

Offer made


Key Attributes

Abilities

Likes/Dislikes


Matching Key Attribute Exercise…

Five Key Attributes Ten Stories Use Selection Guide for Definitions Match each Story to Correct Key

Attritute Indicate + or – Story Hint: One +, One – for each Key

Attribute


Benefits

Hiring Right – Full Picture of Candidate Candidates interviewed in same

manner (Fairness & Consistency) Structured process Focus is on past behavior Confidence in evaluation process

(Team Confirmation)


BREAK


Getting the Whole Story

Education & Work History

Past Behaviors

Likes/Dislikes


Education & Work History

Gaps in employment Certificates/Awards Verify Schools Dates of Employment Reconfirm Reasons for Leaving


Past Behaviors

Ask Specific Questions Who What Why When How


Likes/Dislikes

Will the candidate “like” the job?

Ask about previous likes/dislikes in previous jobs


Quest for Behaviors

See examples in Manual….


“I AM” EXERCISE…..

I am.. A people person I am.. A hard worker I am.. A quick study I am.. Dependable I am.. A team player


Parts of the Story

Beginning

Middle

End


Beginning…

Setting & Background Sets up the Action Examples..


Middle…

Most important piece Action is here Behaviors become apparent Examples..


End…

Results of Behaviors Examples..


Empty Stories

They sound impressive Candidate thinks we want to hear Can’t think of specific General/Vague

Exercise to Recognize Empty Stories (Hint: Stay out of the “woulds & allys”


Missing Parts..

Part(s) are missing Receive out of order

Do I Have a Complete Story Exercise?..


Dig, Dig, and Dig More

Leading

Theoretical

Behavioral


Leading

Most commonly used Moving things along Finishing thoughts Avoiding silence


Theoretical

“Woulds & Allys” They think we want to hear We think we want to hear Learned in school


Behavioral

Behavioral = Behavioral THIS IS THE ANSWER!!!

Follow-up Question Exercise..


LUNCH


Follow-up Role Play Exercise..


Selection Guide

“Guides” us through interview Provides checklists Provides Key Attributes & Behavioral

questions Determines Company Match Grading instructions

Practice Greeting…


BREAK


Taking Notes – Why?

About 75 - 80% information forgotten is not written down immediately

Helps us grade Key Attribute Assists in validating grades during

consensus discussion Allows us to make fair, legal, and solid

hiring decisions


Taking Notes – How?

Key Words Abbreviate Concise Relevant to job Clear Impersonal Real Time


Building Rapport – How?

Conversational Atmosphere Maintain candidate’s confidence Listen carefully Tone of Voice Respond with compassion Ensure understanding by repeating Read body language


Building Rapport – Why?

Candidate relaxes Able to think more clearly Feels good about the interview Decisions based on firmer data Knows you care and are listening Even if offer not made, candidate

recommends company to others Learn more about candidate


Managing the Interview – How?

May need to interrupt Re-route the conversation Stick to the Selection Guide


Feedback - Giving

Positive– Be specific– Why was it good?

Improvements– Be specific– Why?– Give alternative(s)


Feedback - Receiving

Be open to suggestions Don’t take it personally Avoid being defensive


Interview Role Play..

Divide into groups of three One will be interviewer One will be interviewee One will be observer 15 minutes for interview 5 minutes for feedback Rotate


Summary & Assignments

Read pages 31-35. Review guide from interview and grade Key Attributes. Be prepared to do consensus discussions tomorrow a.m.

Prepare for practice interview Review Guide and manual, as needed Read page 38 and do Exercise 11:

“Legal Questions”


Day 2 Agenda

Recap Day 1 Evaluating Information & Making the

Grade Reaching Consensus/Practice Feedback (Giving & Receiving) Reminder Practice Interviews Legal Guidelines Questions???


Evaluating & Making the Grade

Organize notes Review “observations”

line Identify complete stories Determine importance of

stories Move story, if necessary Grade Key Attribute Refer to Selection Guide


Reaching Consensus..

Keep an open mind Not an average Focus on relevant information Manage discussions Reach consensus Make recommendation


Feedback (Reminder)- Giving

Positive– Be specific– Why was it good?

Improvements– Be specific– Why?– Give alternative(s)


Feedback (Reminder) - Receiving

Be open to suggestions Don’t take it personally Avoid being defensive


Interview Set-Up

Interviewer Candidate

Observers


Legal Guidelines

It’s smart It’s simply the “right thing to do” Keeps hiring practices legal & credible

Review Legal Guideline Exercise


Congratulations!!

Thank You

© 2006 CareLeaders, Inc. 1 CAREPix Selection Workshop.

Documents

key attribute slide

receiving slide

credible slide

class slide

anonymous slide

fair chance slide

key attribute profiles

key attritute