prepared forr; AMES 2.9.12
SMART HIRINGInterview Skills
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
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.
SMART Hiring Overview
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?
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
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
$$$8-15x Salary !
$$$8-15x Salary !
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
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
The Four Interviews
• Screening interview (Phone/Skype)
• Career Pattern (tograding) interview
• Competency (focused) interview
• Reference interview
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 MANAGERHIRING MANAGER
Get Curious
• What?
• How?
• Tell me more?
• What do you mean?
• What did that look like?
• What happened
• What is a good example of that
• What was your role?
• What did you do?
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 otherHIRING MANAGER in Tandem with other
Competency Interview (45 min)Use Benchmark to ID questions
• Evaluate Gap report
• Select specific questions from Benchmark report
• Split between team members
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?
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
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.
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!
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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