1 / 25

Hire Right the First Time

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

adamdaniel
Télécharger la présentation

Hire Right the First Time

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. Hire Right the First Time Andrew Sanderbeck People~Connect Institute St. Petersburg, Florida

  2. 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

  3. 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 ______________.

  4. A Look at Job Descriptions • Years of Experience • Degrees and Certifications • Physical Qualifications • Personality Traits (Fit) • Specialized Skills or Knowledge (Competencies) A Matching Exercise

  5. Job Competencies It’s the difference between: Description: Role, Responsibilities, Tasks and Functions Competencies: Abilities needed to conduct those tasks or functions

  6. 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

  7. New Relationship Strategies An Assessment…to Assess Yourself!! It’s Alright…This one is Painless!!!

  8. 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

  9. 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?

  10. 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

  11. Resumes and Applications

  12. Dirty Dozen Resumes and Application Mistakes

  13. 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

  14. 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

  15. 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

  16. Mistakes and Rehearsals Hiring Mistakes: Watch Your Assumptions A Rehearsed Answer

  17. 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

  18. 50 Common Interview Questions

  19. Behavioral Interviewing • STAR Method • Three Reasons to Adopt a Structured Behavioral Interviewing Program • Behavioral Based Interview Questions • Comparison Exercise • Situation/Acton/Result

  20. Hiring Mistake – Deciding Too Quickly

  21. But, What About… • Telephone Interviews • Multiple Interviews • Panel Interviews • Making a Presentation • Full or Half Day Trials • Department Member Interactions

  22. Questions and Answers

  23. 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?

  24. Recommended Resources

  25. Thank You For Attending!! Contact Andrew Sanderbeck www.peopleconnectinstitute.com andrew@peopleconnectinstitute.com Sign-up for Our Free Electronic Newsletter – The Friday News Minute!

More Related