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SMART HIRING Interview Skills

SMART HIRING Interview Skills. prepared forr ; AMES 2.9.12. Today ’ s Objectives. In this session we will: Get alignment on WHO we are looking for – a shared definition of Top Talent

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SMART HIRING Interview Skills

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  1. SMART HIRING Interview Skills prepared forr; AMES 2.9.12

  2. Today’s Objectives • In this session we will: • Get alignment on WHO we are looking for – a shared definition of Top Talent • Discuss preparation and key resources • Review the Interview process and roles • Learn how to distinguish A players from the rest • Access tools and resources

  3. Today’s Context “ The challenge of business today is to provide more with fewer people, for customers who demand more for less.”-Bill Bonnstetter The right talent in today’s complex knowledge-based economy has never been more critical to an organization’s survival – nor more difficult to obtain.

  4. SMART Hiring Overview

  5. Interview and Select • Who do you need on your team to achieve R2 results? • How do you define an “A” player • Are you committed to avoiding the costs of bad hires as well as the costs of mediocrity?

  6. A - Players • A candidate who has at least a 90% chance of achieving a set of outcomes (key accountabilities) that only 10% of possible canidates could achieve. As defined by Geoff Smart in WHO

  7. Cost of Bad Hires • Search Agencies • Advertising • Time spent plowing through resumes • Hours/days in interviewing • Time in carefully preparing offers • Training new people • Compensation for under-performers • Time develoming unsuitable people • Lost productivity from poor performance • Legal problem avoidance (firing) • Morale impact from turnover • Potential liabilities of bad hires • Opportunity costs of bad hires $$$ 8-15x Salary !

  8. Preparing for the Interview • Key Accountabilities front and center • Review competencies required for success in benchmark, compare to candidate (Gap report) • Review and print: resume, new-hire app and phone screen notes • Create/review interview questions

  9. Interview Roles and Objectives • HOST: Make Candidate feel welcome, Build rapport • SLEUTH: Determine fit for role, as well as potential • MARKETEER: Build desire to work at Ames, open up possibilities

  10. The Four Interviews • Screening interview (Phone/Skype) • Career Pattern (tograding) interview • Competency (focused) interview • Reference interview

  11. Screening Interview Questions • What are your career goals? • What are you really good at professionally? • What are you not good at or not interested in doing professionally? • Why are you looking for a new position? (determine if employed currently) • What do you consider to be the 3 “top performer characteristics” of a great Job Title? • What was your last salary? What is your target salary? HIRING MANAGER

  12. Get Curious • What happened • What is a good example of that • What was your role? • What did you do? • What? • How? • Tell me more? • What do you mean? • What did that look like?

  13. Career Pattern InterviewChronological Walk Thru of Candidates Career • What were the highs and lows of your educational experience For each job in last 15 years ask: • What were you hired to do? • What accomplishments are you most proud of? • What were some low points during that job? • Who were the people you worked with? • What will Mr. Smith say are your biggest strengths and areas for improvement • Why did you leave that job? HIRING MANAGER in Tandem with other

  14. Competency Interview (45 min)Use Benchmark to ID questions • Evaluate Gap report • Select specific questions from Benchmark report • Split between team members

  15. Referral InterviewsTesting What You’ve Learned • In what context did you work with the person? • What were the persons biggest strengths? • What were the person’s biggest areas for improvement back then • How would you rate their overall performance on a scale 1-10? What about their performance causes you to give that rating? • The person mentioned that they strugggled with x in that job. Can you tell me more about that?

  16. Five Master Tactics • Interrupt- Own the conversation • The three Ps: How did your performance compare to preivous years, to the plan, to peers • Check for push/pull • Have they painted a picture • Look for non-verbal cues, probe

  17. Evaluating Candidates • For each Key accountability and each competency you are checking for, score A where you have 90% confidence that they can get the job done.

  18. Debriefing Session • Must do! Schedule it in advance, don’t leave to chance • Facilitate for STRONG ASSERTIONS • Capture pros/cons/need to know more • No A candidates? Have the organizational courage to go back to Source!

  19. Tools and Resources • WHO: The A Method For Hiring • Job Specific Benchmark and interview questions • Role Definition (Phase 1 Process doc) • Let’s Talk Interviews: http://www.new-hire.com/Newsletter/11/ • Playing by the rules: What you can and cannot ask. • This list can be found on a BaseCamp writeboard in staffing project for ez access

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