BENDIGO REGIONAL HR NETWORK EVENT€¦ · BENDIGO REGIONAL HR NETWORK EVENT JULY 17TH, 2014 Hiring...
Transcript of BENDIGO REGIONAL HR NETWORK EVENT€¦ · BENDIGO REGIONAL HR NETWORK EVENT JULY 17TH, 2014 Hiring...
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BENDIGO REGIONAL HR
NETWORK EVENT JULY 17TH, 2014
Hiring the Best People
Dr. Ken Byrne
Director, SAFESELECT
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Some Questions:
True or False? 1. I have worked with a hiring mistake.
2. I have worked for a hiring mistake.
3. I have made a hiring mistake.
4. I am a hiring mistake.
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I. Impact of a Selection
Mistake?
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II. Cheap Attraction Strategies
1. Create a psychologically rewarding
environment.
2. Why work for you? ( must answer WIFM)
3. Recruit 24/7
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Cheap Attraction Strategies
4. Engage your entire staff and customers
5. Email everyone you know
6. Get free publicity
7. Keep in touch with people who leave
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Cheap Attraction Strategies
Most importantly:
• Identify and reward your best people
• The best people are free
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III. Fundamental Principals Most
Often Overlooked
1. Nothing is more important than hiring.
2. Hiring is always Risk Assessment
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IV. TEN COMMON REASONS
FOR
SELECTION MISTAKES
1. Limited recruitment strategies
• You can’t select the best people unless
you’re meeting the best
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Ten Common Causes for
Selection Mistakes
2. Lowering standards
• When you're desperate, almost anyone
looks good….
Is almost anyone good enough?
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Ten Common Causes for
Selection Mistakes
3. Rushing: businesses tend to hire quickly
and then fire slowly.
This formula should be reversed.
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Ten Common Causes for
Selection Mistakes
4. We hire for knowledge, skills or
experience…..
or by
“gut feel”…..e.g., “They seem like a nice
person”.
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Ten Common Causes for
Selection Mistakes
Think of someone you’ve worked with…?
Someone you love, who also can be irritating…?
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Ten Common Causes for
Selection Mistakes
…..we wish to fire people because of
who they are.
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Ten Common Causes for
Selection Mistakes
5. Compassion or desperation win over
obligation.
6. “Surface” Interviews.
7. Having only one interview
8. Limited listening and observation.
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Ten Common Causes for
Selection Mistakes 8. Believing the resume/application
9. Casual (or no) reference checking
10. Selecting the wrong boss
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#11. The Biggest Mistake
Assuming that people know how to hire
….even without training
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V.. PEOPLE WHO MAKE A
DIFFERENCE
Solves Problems Creates Problems
GOLD!
Hire and Look After
Needs Development
FRAUD
High Risk
POISON!
Never Hire
Givers
Takers
Consider Hiring
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VI. What Makes Someone
Gold? • Honesty
• They look out for the companies interests
• Flexibility
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What Makes Someone Gold?
• They get along with others
• They get the right things done right
• Naturally customer focused
• Strong work ethic
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VII. IMPROVING THE INTERVIEW
The objective is to find out....
….who this person really is, not just who
they say they are.
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Some Opening Questions
1. How did you decide to apply for this job?
2. What about this job do you think you
would like most?
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Some Opening Questions
3. Please describe an achievement you feel
proud of?
4. Describe a tough problem that you
solved successfully?
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More Probing Questions
5. Can you describe a time when you felt a
deep sense of satisfaction?
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More Probing Questions
6. What do you know will tend to irritate
you?
7. When was the last time you lost your
temper at work?
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More Probing Questions
8. Everyone has had times when they feel
they have just been pushed too far…can
you describe a time this happened to you?
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About Psychometric Testing
1. They come in all shapes/sizes
2. You get what you pay for
3. No single test will do the job
4. Greater risk – more in-depth testing
5. You want an opinion – not a score
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VIII. Five Questions You Must
Answer
1. Can this person learn the job?
2. Will they do the job?
3. Will they fit in?
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VIII. Five Questions You Must
Answer
4. Will they stay?
5. Is this an acceptable risk?
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IN SUMMARY
1.REMAIN ALERT TO GOOD PEOPLE
2.DO EVERYTHING TO FIND OUT WHO
THE PERSON IS
3.HIRE FOR CHARACTER – TEACH
SKILLS