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What is strategic interviewing, and how can you use it to more quickly and effectively select and hire the right candidates? We take a deep dive into prescreening, interviewing and selection to bring you actionable tips on how to use these tools to take your hiring process to the next level.
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© 2014 CareerBuilder© 2014 CareerBuilder
Presented by:
Keith Hadley, Practice Leader, Employment Branding, CareerBuilder
Jennifer Way, President, Way Solutions
THE ART OF STRATEGIC INTERVIEWING
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© 2014 CareerBuilder
OUR SPEAKERS
2 |
Keith HadleyPractice Leader, Employment BrandingCareerBuilder@keithhadley
Jennifer WayPresidentWay Solutions@waysolutions
#hrconnect
© 2014 CareerBuilder
INTERVIEW EFFECTIVENESS
3 |
What makes one interview more effective than another?
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© 2014 CareerBuilder
JOB SEEKERS SAY
4 |
Source: CareerBuilder 2013 Candidate Behavior Study
of candidates agree that their experience during the hiring process impacts their offer decision.
70%
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© 2014 CareerBuilder
COMPETITION FOR TALENT
5 |
40%of employers say they have difficulty retaining critical-skill employees
70%of Americans are not engaged at the workplace
59%of hiring managers are concerned about the growing skills gap.
5 in 10H.R. managers say they have open positions for which they cannot find qualified candidates.
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© 2014 CareerBuilder
SUPPLY AND DEMAND MATTERS
6 |
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Source: CareerBuilder Supply & Demand Portal
© 2014 CareerBuilder© 2014 CareerBuilder7 |
Prepare to Leverage
Interview Time
Design an Experience that Drives Results
Design High-Value
Pre-Screens
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© 2014 CareerBuilder
QUALITY OF INTERVIEWS
8 |
Strategic Tactical
Efficient use of time Lack focus; may take longer
3 interviews / 2 visits max Many interviews / many visits
Assigned interviewer roles Unprepared interviewers
Invest time in the interview plan Prep consists of resume review
Defined question/answer expectations Ill defined questions/answers
Leverage prescreen Remedial prescreen
Value HR Support Over/under dependent on HR support
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© 2014 CareerBuilder
3 KEY ADVANTAGES
9 |
Strong Pre-
Screens
Assigned Interview
Roles
Quality Questions & Answers
Relevant Information Improves Selection.
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© 2014 CareerBuilder
USE METRICS
10 |
Where does the greatest number of candidates come
from? (QUANTITY)
What source provides the
greatest number of hires?
(QUALITY)
Ensure a diverse candidate slate.
What is the average number of
interviews to offer?
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© 2014 CareerBuilder
LOOK AT TALENT DIFFERENTLY
11 |
Don’t ignore the long-term unemployed
Don’t look for past job titles
only on resumes
Resume
John Smith
Job TitleLorem ipsum dolor sit amet, consectetur adipiscing elit. Pellentesque tellus eros, euismod quis.
Special SkillsLorem ipsum dolor sit amet, consectetur adipiscing elit. Pellentesque tellus eros, euismod quis.
Set realistic expectations on job descriptions
Help Wanted
Data Corp.
Job DescriptionLorem ipsum dolor sit amet, consectetur adipiscing elit. Pellentesque tellus eros, euismod quis.
SkillsLorem ipsum dolor sit amet, consectetur adipiscing elit. Pellentesque tellus eros, euismod quis.
Hire for potential –
and train them
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© 2014 CareerBuilder
KNOWLEDGE/SKILLS
12 |
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Source: EMSI
© 2014 CareerBuilder
SKILLS – KNOWLEDGE & ABILITY
13 |
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Source: EMSI
© 2014 CareerBuilder
STRONG PRESCREENS
14 |
Invest Time with
Hirable Candidat
es
Consistent Questions
Identify Top Talent
Reduce Candidate
Pool Fatigue
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© 2014 CareerBuilder
PRESCREENING CALL CONTENT
15 |
• Opportunity to engage candidate interest
• Ask key differentiator questions
• Set process expectations
• Gather salary information
• Briefly explain role
• Gather competitive intelligence
• Determine interest in moving forward
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© 2014 CareerBuilder
CHANGE PRESCREEN QUESTIONS
16 |
Tactical Pre-Screen
• “Tell me about your sales experience.”
• “Do you have Microsoft Office experience?”
• “Tell me about a time when you handled a frustrated customer.”
Strategic Pre-Screen
• “What percentage of sales was new business?”
• “How did you use Excel in your last position?”
• “Tell me about your best/worst customer experience.”
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© 2014 CareerBuilder
REINFORCE CANDIDATE DECISIONS
17 |
“Would you be interested in moving
forward?”
“We’ll call you if we’re interested.”
“This may or may not be the right role for you.”
“Here is the next step…”
“Would you be interested in having a conversation with
our hiring manager?”
“Follow our process.”
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© 2014 CareerBuilder© 2014 CareerBuilder18 |
Design an Experience that Drives Results
Prepare to Leverage Interview
Time
Design High-Value Pre-Screens
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© 2014 CareerBuilder
PREPARE CANDIDATES TO PERFORM
19 |
Provide Directions and
Dress Code
Declare Experience of
Interest
Avoid Revealing
Areas to be Screened
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© 2014 CareerBuilder
PREPARE THE HIRING MANAGER
20 |
Reinforce Manager Values.
Interview Plan
Prioritize Interview
Questions
Assign Roles to the Team
Provide a Consistent
Story
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© 2014 CareerBuilder
ASSIGN INTERVIEW ROLES
21 |
Assess Cultural Fit Assess Technical Skills
Sell Value PropositionReduce Redundancy and Increase Breadth of Information.
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© 2014 CareerBuilder
DESIGN STRONG QUESTIONS
22 |
Questions
• Avoid direct or leading questions
• Elicit revealing answers• Focus on the “how” –
Beyond the tasks
Answers
• Anticipate possible answers• Rate range of answers –
Excellent, good, neutral, poor• Note answers that are an
immediate flag
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© 2014 CareerBuilder
ADDRESSING CULTURAL FIT
23 |
Vs.
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© 2014 CareerBuilder
Age
Race
Religion
Family Status
Residence
Disability
Citizenship or Nationality
Arrest or Conviction
APPROPRIATE VS. INAPPROPRIATE
24 |
Avoid Protected Classes.
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© 2014 CareerBuilder
Contrast Effect • A strong candidate appears more
qualified when interviewed after a weak candidate
Halo/Horn Effect• One element overshadows all
others
o Halo Effect: A candidate’s benefit
o Horn Effect: A candidate’s detriment
INTERVIEW BIASES
25 |
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© 2014 CareerBuilder
MORE CANDIDATES?
26 |
Reasoning Reality Impact on Candidates
Someone better might come along
More candidates won’t change market conditions
Longer process = increased drop off
Looking for an “A” player Is a solid player good enough?
Interviewing more people fosters candidate desire to continue interviewing
Lack enough info to make decision
Reevaluate the priorities of the role
Wasted time with ineffective interviews
Fewer interviews means a “lack of thoroughness”
Fear making wrong decision Damages limited candidate pool over time
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© 2014 CareerBuilder© 2014 CareerBuilder27 |
Design High-Value Pre-Screens
Design anExperience that Drives
ResultsPrepare to Leverage
Interview Time
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© 2014 CareerBuilder
CRAFT A POSITIVE EXPERIENCE
28 |
Every interaction affects future performance.
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© 2014 CareerBuilder
CANDIDATE PERCEPTIONS
29 |
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Source: CareerBuilder 2013 Candidate Behavior Study
Perceptions When Working with the Hiring Manager/Recruiter During the Hiring Process
© 2014 CareerBuilder
IMPACT OF POOR CANDIDATE CARE
30 |
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Source: CareerBuilder 2013 Candidate Behavior Study
Action Taken After Having a Bad Experience with a Company During the Application
Process
Number of People Told About the Bad Experience
© 2014 CareerBuilder
WHAT’S THE OPPORTUNITY?
31 |
of candidates feel companies have been responsive during the job search process.
candidates say they would accept less than their minimum salary requirement from an organization that provided a good impression during the hiring process.
Source: CareerBuilder 2013 Candidate Behavior Study
15%
68%
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© 2014 CareerBuilder
OF CANDIDATES WHO HAD A GOOD HIRING PROCESS EXPERIENCE…
would tell others to apply.
would be more likely to purchase products or services.
would seek employment with the company again.
37%
Source: CareerBuilder 2012 Applicant Experience Study
23%
56%
32 |
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© 2014 CareerBuilder
KEY TAKEAWAYS
33 |
Conduct quality prescreens:
Use questions that differentiate fit and use them consistently.
Leverage interview time:
Define key questions and rank potential answers. Assess technical skills, cultural fit, and sell the value proposition.
Positive candidate experience:
Build an experience to attract high quality talent and create strategic advantage.
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© 2014 CareerBuilder© 2014 CareerBuilder34 |
Keith HadleyPractice Leader, Employment BrandingCareerBuilder@keithhadley
Jennifer WayPresidentWay Solutions@waysolutions
#hrconnect