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Search Committee Approach to Hiring

Learn how to use search committees to streamline the interviewing and selection process, and demonstrate ROI using metrics. Discover different hiring models and the roles and responsibilities of HR and hiring managers in facilitating the work of a search committee.

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Search Committee Approach to Hiring

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  1. Search Committee Approach to Hiring Using Search Committees to Accelerate Your Hiring Process www.hrstrategygroup.com

  2. About Us • Expert HR Consultants • Customized Approach to Service • Practical, Mission-Aligned • Client-Focused • Using Search Committee Accelerated Approach for since 1996 www.hrstrategygroup.com

  3. Learning Objectives • By the end of this session, participants will have learned: • The roles and responsibilities of Search Committees in accelerating the interviewing and selection process • HR’s Role in Facilitating the Work of a Search Committee • Using Metrics to demonstrating ROI to a Search Committee Process www.hrstrategygroup.com

  4. Recruiter Model • Fees 20-35% • Useful for: • Niche Searches • Technical/I.T. Searches • Hard-to-Fill Searches • C-Level Searches www.hrstrategygroup.com

  5. Staffing Agency Model • Fees 20-30% • Useful for: • Entry level positions • Administrative positions • Companies without an HR Department www.hrstrategygroup.com

  6. Typical HR Department Process • Fees: “Overhead” • HR Posts Ad • Receives Resumes • HR Screening • Forward to Hiring Manager • Hiring Manager Interviews • Tells HR who he/she wants to hire • HR handles offer letter • Time to hire: dependent upon the hiring manager • What about indirect costs? www.hrstrategygroup.com

  7. Search Committee Process • A Search Committee is… • Committee designed to help the hiring manager think about the position, candidates, and value to the organization. • Roles can be • Advisory (aka “Panel Interview”) • Participatory • Collaborative www.hrstrategygroup.com

  8. HR & Hiring Manager • HR provides “Process Facilitator” role • SME for Process & Best Practices • Keeps Process on Track • Provides most/all communication with candidates • Hiring Manager = Search Committee Chair • SME for Job/Department • Invites/Engages Search Committee Members • Collaborates with HR • Ensures colleagues stay on task MUST have the trust, commitment, and working relationship with hiring manager! www.hrstrategygroup.com

  9. Pro’s & Con’s PRO’S • Collaborative • Adaptable and Flexible • Reduces Cost of Hire • Reduces Time to Hire • HR as business partner • Important Teaming Elements • Process Accelerates the more it is used CON’S • First Time takes a long time • Takes HR Time to Train a Group of Interviewers • Group Think • Candidate Fatigue • EEO Considerations www.hrstrategygroup.com

  10. Search Committee Process • Draft Position Description • Post Ads • Screen Resumes • Conduct 1st Round Phone Interviews • Draft Search Committee Protocols (Process, Questions, Training) • Have frequent conversations with Search Committee Chair • Facilitate agreement and engagement

  11. Search Committee Process • Draft Position Description • Post Ads • Screen Resumes • Conduct 1st Round Phone Interviews • Draft Search Committee Protocols (Process, Questions, Training) • Have frequent conversations with Search Committee Chair • Facilitate agreement and engagement 1st Search Committee Meeting (Team Formation, Expectations, HR Training) 2nd Search Committee Meeting (Semi-Finalist Rankings)

  12. Search Committee Process • Draft Position Description • Post Ads • Screen Resumes • Conduct 1st Round Phone Interviews • Draft Search Committee Protocols (Process, Questions, Training) • Have frequent conversations with Search Committee Chair • Facilitate agreement and engagement 1st Search Committee Meeting (Team Formation, Expectations, HR Training) 2nd Search Committee Meeting (Semi-Finalist Rankings) • 2nd Round Interviews • In-Person Interviews

  13. Search Committee Process • Draft Position Description • Post Ads • Screen Resumes • Conduct 1st Round Phone Interviews • Draft Search Committee Protocols (Process, Questions, Training) • Have frequent conversations with Search Committee Chair • Facilitate agreement and engagement 1st Search Committee Meeting (Team Formation, Expectations, HR Training) 2nd Search Committee Meeting (Semi-Finalist Rankings) • 2nd Round Interviews • In-Person Interviews Final Search Committee Meeting Candidate Comments Candidate Rankings Hiring Manager Final Decision Salary Offer Negotiation Plans for Onboarding

  14. HR Preparation • Draft Position Description • Post Ads • Screen Resumes • Conduct 1st Round Phone Interviews • Draft Search Committee Protocols • Process, Questions, Training • Have frequent conversations with Search Committee Chair • Align HR as business partner • Show what you will do! • Solve a problem! • Show the value!

  15. 1st Round Interviews • HR to conduct 15-20 phone interviews • GOAL: Narrow qualified pool to 10-12 candidates • Use Pre-developed phone interview guidelines • Take/Type notes and share with the Search Committee. • Use Applicant Tracking System to Rank and Evaluate Candidates www.hrstrategygroup.com

  16. Search Committee Formation • 1st Search Committee Meeting • Team Formation • Clarify Expectations • Provide Interviewing 101 Training • Share Candidates & Notes from 1st Round Interviews • Determine & Assign Structure for 2nd Round Interviews • Remember that your Search Committee • is a Team! (SOURCE: Tuckman & Jensen, 1977)

  17. 2nd Round Interviews • GOAL: • Narrow pool of candidates from 10-12 to 3-4 Finalists • Format: Phone or Video Conference Calls • Length: 30-45 minutes • Questions: Draft Pre-Determined Questions • # of Interviewers: • Team of 2: 10-12 Semi-Finalists • Whole Group: 5-9 Semi-Finalists

  18. Post 2nd Interview Meeting • GOAL: • Evaluate and Rank the 10-12 Candidates • Decide on 3-4 Finalists • Format Ranking • Discussion Considerations • Facilitate to Closure & Agreement TIP: Search Committees Love Breakfast or Lunch Meetings! www.hrstrategygroup.com

  19. 3rd Round Interviews • Develop “Interview Guides” • Develop Interview Agenda • Who will candidate meet? • How long? • HR ensures the interviews on schedule • Finalize Interview Logistics • Confirm to Committee • Confirm to Candidate

  20. Candidate Assessments • Immediate Feedback from Interviews • HR to Combine/Redact Comments • Prepare for 3rd Search Committee Meeting • Discussion with Hiring Manager • Plan Agenda

  21. Candidate Interviews • Develop Interview Guides for your Search Committees • Develop agenda for the Interviews • Who will candidate meet? • How long? • HR ensures the interviews on schedule • Candidate Logistics • HR’s Role: Keep Agenda on-time, be the “glue” OR “thread” for the candidate • Post-interviews: gather/collate feedback

  22. Final Search Committee Meeting • Meeting Goal • Ranking Process • Listening to Feedback • HR Role • Chair Role • Coming to Closure/Adjournment TIP: Search Committees Love Lunches! www.hrstrategygroup.com

  23. Making the Offer • Collaboration with Chair • Final approvals • Compensation decisions • Offer letter • Onboarding www.hrstrategygroup.com

  24. Search Committee Metrics • Develop and track metrics! • Time to hire • Director of I.T. Search: 11 weeks • Manager Search: 6 weeks • Coordinator Search: 6 weeks • Sr. Director Search: 7 weeks • Cost Savings • Use a dollar amount approach • Remember… some searches necessitate going outside! • Know when to use • Make the business case accordingly Show Value! www.hrstrategygroup.com

  25. Questions? • Amy Polefrone President/CEO 410-505-8723 amy@hrstrategygroup.com www.hrstrategygroup.com

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