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6 Steps to a Better Hiring Process
Transcript of 6 Steps to a Better Hiring Process
A little bit about me
What we'll cover...
23-year career in recruiting
Bought my own temp agency
Masters from University of
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
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:
Hyper-focus on the
Start with "Why"
You have to know your
It can't be only "to make money"
It should reflect your passion
When people understand your
"There are no customers, there are no employees.
There's only people....
People don't buy what you do, they buy
you do it."
Business Owner Responsibilities
Ruthlessly focus on
Try a little thought experiment...
Raise your hand if you know...
"Whether someone is the
has more to do with
than with specific knowledge, background or skills."
The Most Common
people for what they
them for who the
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
6. Making an offer of employment
Preparing to Recruit
Define your Employee Value Proposition (EVP)
What are the "top performer characteristics?"
Can you promote from within and backfill?
Job description should contain:
Making an Offer
Colleges, Universities, Trade Schools
How many people will apply?
Manage your data
Stick to your top performer characteristics!
How "attractive" is the job?
How many qualified candidates are there?
Entry Level administrative job in NYC
Civil Engineer in Little Rock, Arkansas
Improve your processes
(cc) image by nuonsolarteam on Flickr
Limit liability exposure
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
Criminal Background Checks
Do tests/checks on all of your top candidates
Tests MUST be relevant to the job
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!)
Chuck Smith | President
105 W Madison St, Suite 702
Chicago, IL 60602
Elements of an Effective Job Description
Writing Great Recruitment Ads
I have 5 years accounting experience.
90-day rolling cash flow report
President, NewOffice | NewHire
Criteria for Success
Questions You Need to Ask Yourself:
into you, they'll
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!
Who's Responsible? Do they have the tools & the time?
How many candidates did you get? How many were qualified?