What it is: - A simple, clean process - Convenient resources
for interview team - Ensures interview team is coordinated/informed
- Faster and better interviewer feedback - Adds to professionalism
of Talent Acquisition - Ensures greater candidate satisfaction
Slide 3
Steps - Recruitment Strategy Meeting - Interview Team Selection
and Areas of Focus - Outlook invitation with Resume, Area of Focus,
Interview Questions, and Interview Feedback - Behavioral Based
Interview Questions (menu driven) - Review Emailed Feedback and
Debrief
Slide 4
Recruitment Strategy Meeting Step 1- Recruiter consults with
Hiring Manager on position description Step 2- Recruiter and Hiring
Manager agree to a uniform process for the search
Slide 5
After Job Description- Process Agreement ACTION ITEMS (PLEASE
COMPLETE AT MEETING) TA and HM agree on estimated time to fill the
position. _____ weeks TA gives estimate on number of days until
first resumes are presented to HM for calibration. _____days TA and
HM schedule weekly check-ins to review progress of search. Schedule
day___ and time___. ACTION ITEMS (PLEASE COMPLETE WITHIN 24 HOURS)
HM identifies interview team, and gives to TA within one business
day (Interview Team Selection form) TA finalizes position
description and posts to applicant tracking system and job boards
within one business day
Slide 6
Process Agreement ASSESSING TALENT - HM provides feedback to TA
on presented resumes within 2 business days, requesting phone
screens of best qualified candidates. - Within 2 business days of
candidate identification TA contacts candidates for phone screens.
- It is highly recommended that HM or designate phone screens short
listed candidates prior to in-person interview. - For successful
candidates, HM communicates interview team to TA. (TA confirms
Interview Team Selection form) - Candidate contacted and scheduled
by TA Coordinator within 2 business days. - HM communicates
expectations with interview team by assigning varied competencies
and questions for assessment. - HM or TA collects email interview
feedback within 24 hours of interview. Feedback should include
interview notes and hire/no hire decision. - Interview team meets
for formal debrief, normally hosted by TA.
Slide 7
Interviewer Area of Focus & Competency (Manager Provides)
Each interviewer will have specific competencies and/or areas of
focus he/she will be asked to focus on during the interview and
include in feedback. Please choose Interviewers Please assign an
Area of Focus for each Interviewer Please assign a Competency for
each Interviewer (see list below) Please provide this information
to your Talent Acquisition Specialist Schedule a meeting with your
interview team prior to the first interview to discuss the
position, their roles, and answer questions, so you are on the same
page Select your interview team: Interviewer: Area of Focus:
Competency: Interviewer: Area of Focus: Competency: list
Slide 8
Outlook invitation with link to Behavioral Interview Questions
Thank you for taking the time to interview Jane Candidate, who is
coming in tomorrow for the Web Developer position. Attached are the
resume, area of focus, and job description. Please take 30 minutes
prior to your interview to prepare questions and review the resume.
This will ensure you are prepared, will assess the candidate well,
and provide her with a satisfying interview experience. You can
find sample interview questions and preparation tips at the
following link: http://in/HRWeb/Pages/TalentAcquisition.aspx.
Please remember that the candidate should be talking at least 80%
of the time during the interview. Finally, please send (hiring
manager) and myself an email within 24 hours with your hire
recommendation and interview feedback. Please provide your hire
recommendation: Must Hire Can Support a Hire Do Not Hire Please
provide your feedback to support your decision: Your Area of Focus
feedback:
Slide 9
Behavioral Based Interview Questions (menu driven) LEADERSHIP
COMPETENCY DEFINITIONS & QUESTIONS COMPETENCY: Builds and
Fosters Collaborative Relationships DEFINITION: Promotes
collaboration by encouraging others to form new relationships,
contributes to projects, expresses ideas and networks
cross-functionally. Interview Questions: Builds Collaboration
COMPETENCY: Drives for Excellence DEFINITION: Pursues initiatives
and business goals with energy and drive to achieve successful
results; assigns clear authority and accountability; tackles
problems directly and with enthusiasm; integrates efforts across
units and functions; and monitors and measures results. Interview
Questions: Drives for Excellence, Delegation and Direction Builds
CollaborationDrives for ExcellenceDelegation and Direction
Slide 10
Behavioral Based Interview Questions (menu driven) Builds and
Fosters Collaborative Relationships Describe a situation in which
you had to arrive at a compromise or help others to compromise.
What was your role? What was the end result? Tell me about a time
that you had to work on a leadership team that did not get along.
What role did you take on and what was the end result? Tell me
about a time you had to persuade peers and/or leaders to accept an
idea that you knew they would not like. What was the end result?
Tell me about a time you had to sell a new or unique idea to your
co-workers or another group. What was the outcome? Tell me about
the most difficult challenge you faced in trying to work
cooperatively with someone who did not share the same ideas? How
did you overcome it?
Slide 11
Steps in Review - Recruitment Strategy Meeting - Interview Team
Selection and Areas of Focus - Outlook invitation with Resume, Area
of Focus, Interview Questions, and Interview Feedback - Behavioral
Based Interview Questions (menu driven) - Review Emailed Feedback
and Debrief
Slide 12
Results Coordinated Interview Team Better Interview Questions
Faster Time-to-Fill (64 to 44 days- 2 yrs) 98% Candidate
Satisfaction Ratings
Slide 13
Thank You! For copy of presentation please contact me through
LinkedIn Randall Birkwood