Hire The Best Person Every Time: More Than A Gut Feeling

Hire The Best Person Every Hire The Best Person Every Time: More Than A Gut FeelingTime: More Than A Gut Feeling

Kelley School of Business X420

Discussion Session # 38

In this session, you will learn:In this session, you will learn:

How To See Interviewing from an Interviewer’s How To See Interviewing from an Interviewer’s PerspectivePerspectiveHow to Improve Your Odds of Hiring the Right How to Improve Your Odds of Hiring the Right Person When You Are a ManagerPerson When You Are a ManagerWhat to Expect During a Job Interview andWhat to Expect During a Job Interview andHow to Prepare For and Deal With the How to Prepare For and Deal With the Interview ProcessInterview Process

Job Description: The InterviewerJob Description: The Interviewer

Interviewers should know the job Interviewers should know the job description to ask questions that match description to ask questions that match skills needed with questions askedskills needed with questions asked

Best questions are those that get job Best questions are those that get job candidates to discuss previous candidates to discuss previous experiences (“the Behavioral Interview”)experiences (“the Behavioral Interview”)

Key Steps In Hiring The BestKey Steps In Hiring The Best

Create a job Create a job descriptiondescription

What is the next step What is the next step above that position & above that position & what are the required what are the required skills for that job?skills for that job?

How do I build the How do I build the best candidate pool best candidate pool for the position?for the position?

KEY STEPS IN HIRING THE KEY STEPS IN HIRING THE BESTBEST

HOW DO I IDENTIFY HOW DO I IDENTIFY THE BEST THE BEST CANDIDATES CANDIDATES WITHIN THAT WITHIN THAT POOL?POOL?HOW DO I MAKE HOW DO I MAKE THE BEST THE BEST DECISION FOR ME DECISION FOR ME AND THE AND THE COMPANY?COMPANY?

Job Skills NeededJob Skills Needed

Technical skills-computer skills, computation Technical skills-computer skills, computation skills, physical skillsskills, physical skills

Performance Skills-communication skills, Performance Skills-communication skills, problem solving skillsproblem solving skills

Interviewer:BASE YOUR QUESTIONS ON FINDING OUT HOW THE CANDIDATE HAS DEMONSTRATED THESE SKILLS IN

THE PAST.

Finding CandidatesFinding Candidates

Newsprint adsNewsprint ads

Websites Websites (Careerbuilder.com, (Careerbuilder.com, Monster.com)Monster.com)

College Placement OfficesCollege Placement Offices

Representative referralsRepresentative referrals

RecruitersRecruiters

RecruitersRecruiters

No fee for individuals. No fee for individuals. Companies hire Companies hire recruiters to fill a recruiters to fill a positionpositionFee is typically equal Fee is typically equal to 1/3 of the job’s first to 1/3 of the job’s first year compensationyear compensationBe suspicious of any Be suspicious of any recruiter who asks recruiter who asks you to pay a feeyou to pay a fee

Search FirmsSearch FirmsRetained search firms are hired by a Retained search firms are hired by a client company for an assignment and client company for an assignment and are paid regardless of the results of the are paid regardless of the results of the search.search.Typically used to fill higher level Typically used to fill higher level positions.positions.

Contingency search firms receive Contingency search firms receive payment only when their candidate is payment only when their candidate is hired. hired. Most often used for junior and mid-level Most often used for junior and mid-level executive positions,executive positions,

Screening CandidatesScreening Candidates

Reviewing Resumes-Reviewing Resumes-300 300

Phone Interviews-50Phone Interviews-50

Live Interviews-25Live Interviews-25

Hire-9Hire-9

Good Rule is 5 Live Good Rule is 5 Live Interviews to 1 Job Interviews to 1 Job OpeningOpening

First Impressions CountFirst Impressions Count

Does the candidate initially present a professional Does the candidate initially present a professional image?image?– Business professional dressBusiness professional dress– Well-groomedWell-groomed– Serious but pleasant demeanorSerious but pleasant demeanor

Body language, carriage, comportmentBody language, carriage, comportment

Handshake, smileHandshake, smile

The answers to these “first impression” questions will The answers to these “first impression” questions will ease or make more difficult the candidate’s interviewease or make more difficult the candidate’s interview

How To Conduct The InterviewHow To Conduct The Interview

Go from the list of Go from the list of questions – use the questions – use the same ones for all same ones for all candidatescandidatesUse silence to allow Use silence to allow time to thinktime to thinkStay on trackStay on trackRepeat or rephrase Repeat or rephrase questions to get questions to get information you needinformation you need

Team InterviewsTeam InterviewsKnow why a team interview is best for this Know why a team interview is best for this situationsituation

Explain this to the candidate at the beginning of Explain this to the candidate at the beginning of the interviewthe interview

Never add more than 2 from your staff per one Never add more than 2 from your staff per one interviewee - too overwhelminginterviewee - too overwhelming

Plan who will ask what questionsPlan who will ask what questions

“But, but...I didn’t expect a sort of Spanish Inquisition!”

Team Interviews –Team Interviews –The Candidate Should :The Candidate Should :

Connect with each person. Be sure to have eye contact with the Connect with each person. Be sure to have eye contact with the person asking the questions and to glance at the other team person asking the questions and to glance at the other team members while answering the question to be sure that you are members while answering the question to be sure that you are connecting with each individual.connecting with each individual.

Be sensitive to the dynamics in the team. If they seem to want to Be sensitive to the dynamics in the team. If they seem to want to control the interview, relax and flow with it, on the other hand be sure control the interview, relax and flow with it, on the other hand be sure to offer information and ask questions.to offer information and ask questions.

Take responsibility for ensuring that the group understands what you Take responsibility for ensuring that the group understands what you have to offer. The best approach is to be sensitive and adapt your have to offer. The best approach is to be sensitive and adapt your approach to the group. Don’t be overly aggressive and take over, yet approach to the group. Don’t be overly aggressive and take over, yet do interact and show your enthusiasm.do interact and show your enthusiasm.

Each person’s opinion can be weighted equally; in some cases, just Each person’s opinion can be weighted equally; in some cases, just one team member’s opposition can disqualify a candidate. one team member’s opposition can disqualify a candidate. Sometimes it is unclear what role or position the person holds Sometimes it is unclear what role or position the person holds therefore you need to be respectful of everyone you meet.therefore you need to be respectful of everyone you meet.

Behavioral InterviewsBehavioral Interviews

The premise behind behavioral interviewing is The premise behind behavioral interviewing is that the most accurate predictor of future that the most accurate predictor of future performance is past performance in similar performance is past performance in similar situations. Behavioral interviewing, in fact, is situations. Behavioral interviewing, in fact, is said to be said to be 55 percent predictive55 percent predictive of future on- of future on-the-job behavior, while the-job behavior, while traditional interviewing traditional interviewing is only 10 percentis only 10 percent predictive. predictive.

Beyond Past BehaviorBeyond Past BehaviorToday's recruiter/interviewer should use existing Today's recruiter/interviewer should use existing behavioral questions as a basis to develop behavioral questions as a basis to develop additional questions that delve into current and additional questions that delve into current and future behavioral scenarios. future behavioral scenarios. – What did the applicant learn from a past experience What did the applicant learn from a past experience

or experiences? or experiences? – How would the applicant handle a similar situation How would the applicant handle a similar situation

today or tomorrow? today or tomorrow? – Was the approach used to resolve the past issue one Was the approach used to resolve the past issue one

of his/her own creation or was it directed by someone of his/her own creation or was it directed by someone else? How would the applicant resolve an issue if left else? How would the applicant resolve an issue if left to develop his/her own approach? to develop his/her own approach?

We can avoid measuring an applicant's capabilities based We can avoid measuring an applicant's capabilities based solely on past performance and are able to obtain an insight solely on past performance and are able to obtain an insight into future performance. into future performance.

Interview Questions: The InterviewerInterview Questions: The Interviewer

Interviewers should prepare a list of 10-12 Interviewers should prepare a list of 10-12 questions and use the same questions with questions and use the same questions with each candidateeach candidate

Interviewers should take notes on candidate Interviewers should take notes on candidate responses to compare later when making their responses to compare later when making their decisiondecision

Possible QuestionsPossible QuestionsTell me about a time when you had to be Tell me about a time when you had to be very detail-oriented to complete a project very detail-oriented to complete a project well. How did you organize yourself to well. How did you organize yourself to complete the task? What were the complete the task? What were the results?results?

What kind of experience do you have What kind of experience do you have working with month-end closes? What working with month-end closes? What techniques do you use to make sure the techniques do you use to make sure the close goes smoothly? What are the close goes smoothly? What are the results?results?

Federal RegulationsFederal Regulations

Cannot make decisions about Cannot make decisions about hiring based on age, sex, race, hiring based on age, sex, race, ethnic origin, religious preference ethnic origin, religious preference or affiliation, social preference, or or affiliation, social preference, or disabilities, citizenshipdisabilities, citizenship

Marital, child care, age, religious Marital, child care, age, religious affiliation, race, etc. are generally affiliation, race, etc. are generally unacceptableunacceptable

If during the interview, you know If during the interview, you know the person isn’t right…the person isn’t right…

Keep asking Keep asking questions and do not questions and do not just stop the interview just stop the interview because your gut is because your gut is telling you somethingtelling you something

If you discover the If you discover the person doesn’t have person doesn’t have the qualifications, let the qualifications, let them know thatthem know that

A graceful exit...A graceful exit...During the interview process the interviewer will During the interview process the interviewer will have asked a least once if the candidate has any have asked a least once if the candidate has any questions. Winding things up, the interviewer questions. Winding things up, the interviewer should ask againshould ask again

Final statement from the interviewer should advise Final statement from the interviewer should advise the candidate about probable timelines for the the candidate about probable timelines for the decision process, and when she/he can expect to decision process, and when she/he can expect to hear from the hiring organizationhear from the hiring organization

Even if the interviewer is SURE that a particular candidate is “the one”, make NO commitments at the interview stage

..and now, for something ..and now, for something completely different…completely different…

THE HIRING GAMETHE HIRING GAME

TasksTasks

RelationshipsRelationships

Emotional IntelligenceEmotional Intelligence

ValuesValues

AttitudesAttitudes

Hire The Best Person Every Time: #38Hire The Best Person Every Time: #38EVALUATION QUESTIONSEVALUATION QUESTIONS

USE:USE:

a. Strongly Agreea. Strongly Agree

b. Agreeb. Agree

c. Disagreec. Disagree

d. Strongly d. Strongly DisagreeDisagree

e. Don’t Knowe. Don’t Know

1.This Discussion session increased my knowledge on the subject presented.

2. I will be able to use some of the information from this discussion session in the future.

3.The presenter was well prepared for this session.

4. I found the presentation material easy to understand

5.This presentation should be repeated in future semesters.