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Interviewing with Eloqua

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by

Stephen Cassidy

on 15 August 2011

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Transcript of Interviewing with Eloqua

Interviewing
The Process
kissing many frogs
Importance of Interviewing
burden costs
advertising costs
training and development costs
litigation costs
Define the Job
Selection Criteria
"getting it done" "doing it right"
What's Essential
specific, measurable job related skills
behaviour
fits culturally
Soft Skills Evaluating
The Core Competencies
Communication
Interpersonal
Integrity
Customer focused
Problem solving/analytical skills
Teamwork
Productivity
Results oriented
Questions
Ready,Set...
Resumes
getting it done
agenda
questioning
qualifying
gaining commitment
agreeing to the next action
feedback
Verification
OFFER
What Not to Do
Health
Race
Religion
Criminal
Sex
Age
Marital status
Reference Checking
Give me an example of when you have gone the extra mile for a customer.
who's pitching and who's catching
In a recent PricewaterhouseCoopers survey, 97% of CEOs answered
talent acquisition/management
(phone interview)
face to face meeting
team meet
SVP meet
verification
hiring/on-boarding
define the position
• Summary of duties
• Details of most common duties
• Supervisory responsibilities-team size, # of reports
• Internal clients
• External clients
• Nature of decisions,impacts (financial/technical/client/human)
• Consider level of authority
Hard Skills
software or applications used
hardware
responsibilities
experience
special qualifications
working conditions
physical demands
Open ended- gets them talking
Behavioural- how they react
Probing- to fully understand
Close ended- commitment
not always written by the owner
studies suggest 50% hold un-truths
feature based/task focused
Defined job + resume = questions
(Telephone); prescreen
-review selection criteria
-re-read the resume
What do you want to accomplish?
-core skills/communications/expectations
-sell/confirm next step
Face to face
-review defined job
-read the resume
-define detail questions aligned to the deliverables
Team meet
-review with team the critical issues to the department
-cultural/team fit
-key technical skills
SVP meet
-how does the candidate align with the overall mission
Testing
what is available?
consistency!
when is it done?
explain the test!
Feedback/Direction
-measurable (why?)
-what do you share?
-with whom?
-when?
competitive nature for talent
anything else?
Does the shoe fit?
can they do the job?
will they do the job?
will they accept the job?
for how much?
Tell me about a task that really tested your analytical abilities?
How would your co-workers describe you?
Guiding Principles
Object Document is the Defined Job
Build your Questions so you can Listen
Probe core competencies to confirm Cultural Fit
Past Behaviour will predict future performance
HIRE ATTITUDE – TRAIN SKILLS
"access to and retention of key talent" is their number one source of competitive advantage in sustaining growth over the long term.
get consensus
get consensus!
how do you cut through it?
Call them!
congratulate
assure
action
management/peer to peer conversation
created and produced by Perry Taylor and Stephen Cassidy, Human Capital Group
Full transcript