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6 Steps to a Better Hiring Process

For Presentation January 13th
by

Chuck Smith

on 20 March 2012

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Transcript of 6 Steps to a Better Hiring Process

6 Steps to a Better Hiring Process
1.
2.
3.
4.
5.
6.
Today's Agenda
A little bit about me
What we'll cover...
23-year career in recruiting
Bought my own temp agency
Masters from University of
Chicago
Interviewed more than 20,000
candidates for work
Helped more than 4,000
people get jobs
The Business Leader's Greatest Wish
The Business Leader's 2 Key Duties
How to Build a Talented Team
Recap, Q&A
But first
Question:
Is there anyone in this room who got into business because they really, really wanted to have employees of their own?
The Business Owner's Greatest Wish
We'd love to have a competent, engaged team that stays focused on the work, but...
Business Owner Responsibilities
When you're starting out it's the 5 "W's" and an "H"
As business matures, your focus narrows:
Over-communicate the
"WHY"
Hyper-focus on the

"WHO"
Start with "Why"
You have to know your

"WHY"
It can't be only "to make money"
It should reflect your passion
When people understand your
"WHY"
trust builds
"There are no customers, there are no employees.
There's only people....
People don't buy what you do, they buy
WHY
you do it."
Business Owner Responsibilities
Ruthlessly focus on
"WHO"
Try a little thought experiment...
Raise your hand if you know...
"Whether someone is the
'right person'
has more to do with
character traits
and
innate capabilities
than with specific knowledge, background or skills."
The Most Common
Hiring Mistake
We
hire
people for what they
KNOW
and
fire
them for who the
ARE
.
The Employer's Wishlist
I need someone who will "hit the ground running!
I want a sales rep who will bring a book of business!
The 6 Step Hiring Process:
1. Preparing to Recruit
2. Recruiting
3. Screening
4. Interviewing
5. Assessing
6. Making an offer of employment
Preparing to Recruit
Define your Employee Value Proposition (EVP)
Job profile
What are the "top performer characteristics?"
Can you promote from within and backfill?
Job description should contain:
Recruiting
Screening
Interviewing
Assessing
Making an Offer
Methods:
Recruiters
Temp-to-Hire
Advertising
Colleges, Universities, Trade Schools
Recruitment Advertising
Referrals
How many people will apply?
Manage your data
Sort resumes
Stick to your top performer characteristics!
How "attractive" is the job?
How many qualified candidates are there?
Depends on:
Examples:
Entry Level administrative job in NYC
Civil Engineer in Little Rock, Arkansas
Improve your processes
1st step
Finished
2nd step
Spark
Last step
Start
(cc) image by nuonsolarteam on Flickr
Limit liability exposure
Sorting
Candidates
The Best
Finding
Candidate
Your
Keywords
Related experience
Look for:
Patrick Lencioni says YOU interview everyone, making sure they get the WHY
Prepare relevant questions in advanced
Be polite but not overly friendly
Take a few notes, but remember to make eye contact
Don't ask "Yes/No" questions
Don't be afraid of silence
Tests
Criminal Background Checks
Reference Checks
Credit Checks
Education Verification
Important tips:
Do tests/checks on all of your top candidates
Tests MUST be relevant to the job
of employment
Compen ation
Don't Dilly-Dally
At-Will Employment
Be Reasonable
$
Internal & External Fairness
Pay more than average
(Says Daniel Pink)
If you've found the right candidate....
Great candidates get jobs!
Don't make employment contracts unless you must
but if you do...
Get a lawyer!
Respect the obligations the "right candidate" must keep before coming to work for you
Autonomy, Mastery & Purpose
(ask people who work with the person!)
Job Title
Basic Functions

Thank you!


Chuck Smith | President
csmith@new-hire.com
(877) 932-0054

105 W Madison St, Suite 702
Chicago, IL 60602
Hiring Resources:
EVP Worksheet
Elements of an Effective Job Description
Writing Great Recruitment Ads
Interviewing Tips
Interviewing Guidelines
Experience
vs.
I have 5 years accounting experience.
Skills
Quickbooks proficient
90-day rolling cash flow report
President, NewOffice | NewHire
Our
"WHY"
Criteria for Success
Compensation Range
Questions You Need to Ask Yourself:
If they
BUY
into you, they'll
BUY
from you.
"Old Way"
vs
"NewHire Way"
Easy-to-use, cost-effective hiring solution for SMBs
Software features custom candidate screening questionnaires, simple filtering tools, and applicant tracking.
Free recruitment advertising & discounted premium advertising to clients
Never read another unqualified resume!
www.new-hire.com
Who's Responsible? Do they have the tools & the time?
How many candidates did you get? How many were qualified?

http://www.new-hire.com
Full transcript