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Interviewing in the B3 Culture

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by

Brandon Prideaux

on 19 July 2016

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Transcript of Interviewing in the B3 Culture

Matrix Partners preso!
Harvard Business Review
How to lower the cost of enterprise sales?
So How Do You Hire the Best?
Agenda :
- Introductions
- Ice Breaker
How to manage B2B sales facing an exponential CAC.
Profits on a 25,000 software license
Maintenance Mgr
-Maximizing Recruitment
Why is it so important to recruit and interview effectively so that we select the best?
Question
?
Tools
Content
Organization
Take Notes!
What is our company culture?
What is your department culture?
TestSource + Reference Assessment
Behavioral Based Interview Questions
How
To:

- Mr. Manager
Thank You for the interview
Miss Mariam

What is the role of a manager
in an interview?
Knowledge, Skills, Abilities
Critical thinking, mathematics, Verbal comprehension, Active Listening, Service Orientation.
Don't forget to call Talent Agent
Help me!
Why
What
How
Gap is too big to close with traditional sales.
Year 1
Year 2
Year 3
Perpetual
Welcome to Interviewing in the B3 Culture
Good Morning.
The Interviewer
1- Increased productivity
2- Reduced training time
3-Better use of managers training and time
4- Decreased turnover *
5 - Better organizational fit
6 - Happier employee
:)
1- So where do we start? *
Benefits of Selecting the Best
Taking Notes
Please complete a name card for yourself
with the supplies on each table.

What makes for a
successful interview?
-Test Source Overview
-Interviewing Techniques
Turnover = $$$
Advertising and Recruitment
+
Vacancy Costs (i.e Premium Labor)
+
Orientation and Training
+
Decreased Productivity
+
Potential patient errors


Approx. $64,000/new nurse
- Create New Job Description
- Submit New/Existing Requisition
- Advertise
- Pre-Screen
- Interview
- Make Offer
- Welcome new employee
The Interview Process
Talent Agent has pre-screened for what you requested and forwards qualified applications.
Talent Agents
-Related Experience
-Education
-KSA's *
-Employment Patters
More...
Before the interview...
- Review application
- Review Mission Statement Form
- Review pre-interview notes
- Contact Talent Agent for
TestSource info
- Request Reference Checks

During the Interview...
-Candidate must have application on file
- Be consistent, Ask all candidates same questions
-Use Behavioral instead of Situational questions*
2013
*
-Interviewing Exercise
*
Our M,V,V is a great spot.
Panel Interviews...
- Good location
-Provide interview questions and evaluation form
-Explain interviewer role/process/note taking
-Review illegal interview questions
-Save interview notes

Past behavior
is the best
indicator of future
performance.

-Interviewer Bias
-Inconsistencies
-Lack of Fair Interview Process
-Halo/Horn Effect*
Behavioral Interviews
Consistent
Asks the same job-related questions of all applicants

Increased Reliability & Validity
Responses are based off past experiences and behaviors.

Fairness
All applicants are rated according to the same standards or benchmarks
Responses are more favorable.
What to listen for?
The Situation
The Action
The Outcome
A brief description of the context background for the event.
What lead up to this? Who was involved? What was the thought process?
A brief description of the consequences of the candidate's action.
Example:

At one time or another,
we have all be late for work. Tell us about the last time you were late for work.
What was the Situation?
What was the Action?
What was the Outcome?
Behavioral Interview Exercise
Create one interview question per
category with your table members
and write it on the white papers.
Active Listening
90% of the interview should be the candidate's responses with 10% left for the interviewer to question.

Avoid outside interruptions (i.e. phones, email, employee interruptions)

Use short neutral statements ("uh-huh", "I see", "I understand)

Do not be afraid of silence or long pauses. Resist the urge to end silent periods.
Some interviewers see it as rude or disruptive
Research shows that taking notes during the session helps interviewer recall more relevant information.
Be complete and accurate during the interview.
Don't abbreviate.
After the interview, summarize and evaluate.
Why use the TestSource Survey Results?
Takes 15-20 minutes
Increased interviewer comfort
Behavioral questions
Viewed as professional
Assists with job fit
Reduced likelihood of litigation
Increased Interviewer Comfort
The Testsource Survey results in a set of customized interview questions based on each applicant's responses.
Questions are generated prior to interview.
Improved Documentation
Interview packet generated by TestSource provides interview questions, probing questions, and a rating scale.
Documentation meets legal record keeping requirements.
Interview notes, whether electronic or paper, must be kept on file for ONE year.
Assist with job Fit
Provides a base line of questions to ask.
Based on applicant responses, customized probing questions are provided for "problem" areas.
Overall hiring the best fit leads to higher levels of employee satisfaction and morale, which typically leads to lower levels of turnover.
Reduced likelihood of litigation
Asking the same job-related questions of all applicants and evaluating responses using a standard scale increases objectivity and fairness across applicants.
Provides an easier and fair evaluation process for you and the applicant.
Interview Skill Practice
1. Look over your own HSA
2. Divide into groups of 3.
3. Pass your HSA to the person clockwise of you.
4. For each interaction, 1 person will interview, 1 will be the applicant and 1 will be the observer. (15 minutes)
5. Focus on the SAO
6. Remember to take notes!!
Questions
Thank You!
*
*
Full transcript