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Hire Right the First Time. Andrew Sanderbeck People~Connect Institute St. Petersburg, Florida . Purpose of this Session. Hiring Right The First Time The Use of Personality/Behavioral Profiles in Hiring Things to look for in applications and resumes What you can and cannot ask in interviews

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Hire right the first time

Hire Right the First Time

Andrew Sanderbeck

People~Connect Institute

St. Petersburg, Florida


Purpose of this session

Purpose of this Session

Hiring Right The First Time

  • The Use of Personality/Behavioral Profiles in Hiring

  • Things to look for in applications and resumes

  • What you can and cannot ask in interviews

  • Scenario vs. Question Based Interviewing

  • Matching Job Descriptions to applications and resumes


Opening exercise

Opening Exercise

Begin With the End in Mind

Stephen Covey – Habit #2

What do you want to get out of this pre-conference seminar experience?

If we talk about nothing else today…I hope we talk about ______________.


A look at job descriptions

A Look at Job Descriptions

  • Years of Experience

  • Degrees and Certifications

  • Physical Qualifications

  • Personality Traits (Fit)

  • Specialized Skills or Knowledge (Competencies)

    A Matching Exercise


Job competencies

Job Competencies

It’s the difference between:

Description: Role, Responsibilities, Tasks and Functions

Competencies: Abilities needed to conduct those tasks or functions


Choosing the best assessment

Choosing The Best Assessment

Using An Assessment Can Help You Measure An Applicant’s:

  • Problem Solving Ability

  • Creativity

  • Decision Making Ability

  • Communication Style

  • Work Style

  • Ability to Work with Others


New relationship strategies

New Relationship Strategies

An Assessment…to Assess Yourself!!

It’s Alright…This one is Painless!!!


How we work together

Relaters

Everybody Get AlongCaretakersRoutineVery CaringGood ListenersReassurance

Socializers

Appreciation RecognitionGreat Ideas Spontaneity Fun Follow-ThroughPeople/People Influencers

Directors

Get it Done…NowResultsControlDecision-MakerRude and AbrasiveVery DirectBe Productive

High

AFFILIATIVE

Low

Thinkers

Get it RightPlanning/Organizing StructureIndirectPerfectionistValidatedInformation and Data

DIRECTIVE

Low

How We Work Together

High


Hiring right the first time

Hiring Right The First Time

The Platinum Rule

“Do unto others as they would have done unto them.”

How does that apply to Hiring and Interviewing?


Stop start continue

Stop – Start - Continue

From the Material We’ve Covered So Far…

  • One thing you’ll STOP doing – It’s not working

  • One thing you’ll START doing – To get better results

  • One thing you’ll continue doing – Because it is working


Resumes and applications

Resumes and Applications


Dirty dozen resumes and application mistakes

Dirty Dozen Resumes and Application Mistakes


3 steps to detecting the winners in an interview

3 Steps to Detecting the Winners in an Interview

  • Develop an accurate picture of the job and communicate it to each applicant

  • Collect enough information about the applicant to make an informed decision

  • Provide a positive and accurate picture of the company; one that impresses applicants and helps them to decide to work for you


Knowing what to ask keeping it legal

Knowing What To Ask: Keeping It Legal

Make sure you don’t ask about…

  • Religion

  • Native Language

  • Age, Date of Birth and The Ages of Their Children

  • Ancestry, National Origin/Birthplace

  • Sex, Race and Disabilities


Question and answer interviewing

Question and Answer Interviewing

5 Categories

  • Career Goals/Occupational Objectives

  • Education

  • Work Experience

  • General Skills And Aptitudes Related to Job Criteria

  • Attitudes and Personality Characteristics


Mistakes and rehearsals

Mistakes and Rehearsals

Hiring Mistakes: Watch Your Assumptions

A Rehearsed Answer


Stop start continue1

Stop – Start - Continue

From the Material in this Section…

  • One thing you’ll STOP doing – It’s not working

  • One thing you’ll START doing – To get better results

  • One thing you’ll continue doing – Because it is working


Hire right the first time

50 Common Interview Questions


Behavioral interviewing

Behavioral Interviewing

  • STAR Method

  • Three Reasons to Adopt a Structured Behavioral Interviewing Program

  • Behavioral Based Interview Questions

  • Comparison Exercise

  • Situation/Acton/Result


Hiring mistake deciding too quickly

Hiring Mistake – Deciding Too Quickly


But what about

But, What About…

  • Telephone Interviews

  • Multiple Interviews

  • Panel Interviews

  • Making a Presentation

  • Full or Half Day Trials

  • Department Member Interactions


Questions and answers

Questions and Answers


Review

Review

  • What was the most meaningful thing you learned in this program?

  • What specific idea will you apply as a result of this program?

  • How will your job be easier or better as a result of this program?


Recommended resources

Recommended Resources


Thank you for attending

Thank You For Attending!!

Contact Andrew Sanderbeck

www.peopleconnectinstitute.com

[email protected]

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