Interviewing: How to Stop Hiring the Best Applicants and Hire the Best Employees Instead

Transcription

1 May 22-25, 2016 Los Angeles Convention Center Los Angeles, California Interviewing: How to Stop Hiring the Best Applicants and Hire the Best Employees Instead Presented by Mel Kleiman, CSP HR14 5/23/2016 3:30 PM - 5:00 PM The handouts and presentations attached are copyright and trademark protected and provided for individual use only.

2 How to Stop Hiring the Best Applicants and Start Hiring the Best Employees Presented by President & Certified Speaking Professional MEL KLEIMAN Words of the Wise If you don t have a good attitude, we don t want you, no matter how skilled you are. We can change skill levels through training. We can t change attitude. Herb Kelleher, Founder, Southwest Airlines If you hire the wrong people, all the fancy management techniques in the world won t bail you out. Red Auerbach If you beat your competition to the best employees, those employees will help you beat your competition. Sam Walton 1

3 A Word About Turkeys Key Objectives & Key Ideas Make a list of the six key questions you want answered today: 2

4 First, Ask Yourself 1. Could we do this job differently or without hiring a new employee? 2. Do we really make hiring A-Players a #1 priority and what happens if we don t? 3. Why would an A-Player want to work for us? 4. Why would an A-Player want to work for this manager? 5. How will we know we have the right person? 6. What will we do to ensure this person s success? The Top 10 Employee Selection Mistakes 1. You wait until you re hungry to go shopping. 2. You go shopping without your list. 3. You don t know what success really looks like. 4. You don t make it easy for great people to apply. 5. You don t realize the importance of hiring ONLY great people. 3

5 The Top 10 Employee Selection Mistakes 6. You don t take and keep control of the interview. 7. You tell applicants what you re looking for before you find out what they have to offer. 8. You don t ask the right questions. 9. You don t look at every step in the hiring process as a test. 10.You don t tell them why you hired them AND why you would fire them. Why Should an Eagle Work for Your Firm? What are the Top 10 Reasons your clients do business with your firm? What are the Top 10 Reasons great people should want to work for you/your firm? 4

6 Start with the End in Mind EXPERIENCE SKILLS PERSONALITY A T T I T U D E C A P A C I T I E S The Top Three Sources of the Best Employees 1. All the great people who used to work for you, 2. Employee referrals, and 3. Everyone who applies. 5

7 Positioning Tell the applicant what is going to happen and what you want them to do: 1. Tell the applicant briefly about the company and the job. 2. Position the applicant to tell you the truth. 3. Gather information. 4. Answer the applicant s questions. The Only Questions You Ever Need to Ask 1. Tell me about the first job you ever had and what you learned from it. 2. Tell me about the achievements in your life you are most proud of and the obstacles or problems you had to overcome. 3. Tell me about your last performance appraisal. 4. On a scale of 1 to 10, how would you rank yourself as a [job title]? Why did you give yourself that number? What would it take for you to be an even higher number? 5. What one question would you like to ask me? Of all the questions you could have asked, why did you choose that one? 6

8 Make a Great First Impression The Five Firsts: 1. First Hour 2. First Day 3. First Week 4. First Paycheck 5. First Days Humetrics Pre-Interview Questionnaire LOCUS OF CONTROL 1. I consider myself... a) Extremely lucky b) Luckier than most c) Average when it comes to luck d) Unlucky PERSONALITY 1. Rank the following terms on a scale 1-4. One for the term that best describes you to 4 for the term that describes you least. a) Careful b) Bold c) Persistent d) Easy going SELF-AWARENESS 1. When we speak with your former or current supervisor, how will they rate you in the following categories: (Unsatisfactory, Below Average, Average, Above Average, or Outstanding?) a) Team player b) Dependability c) Initiative d) Quality of work e) Being accountable INITIATIVE 1. What percentage of your time do you spend doing things at work you really don t like to do? a) 0-10% of my time b) 20-30% of my time c) 50% of my time or more 7

9 Continue the Learning Visit today to: Order Mel s Books Sign up for Mel s Blog & Monthly Hiring Hints Access Free Employment Forms, Tools, & Articles About Certified Speaking Professional Mel Kleiman More than 25 years of experience (consulting, research, training, writing) Clients include Pizza Hut, The Dwyer Group, Cracker Barrel, Harley-Davidson, and ExxonMobil (as well as countless trade and professional associations and franchise groups) Author of five books including the best-selling Hire Tough, Manage Easy. Awarded the prestigious Certified Speaking Professional (CSP) designation in 1999 and member of the Society for Human Resource Management About Humetrics ( Founded by Kleiman in 1976, Humetrics helps organizations attract, select, and retain quality employees by offering expert consulting services as well as presentations and training programs, tools and processes that reduce turnover and increase profits. For over thirty years, the company has been a leading expert in recruiting, selecting and retaining frontline workers and the people who manage them. In addition to conducting in-depth, leading edge research, Humetrics prides itself on simplifying complex processes and delivering practical solutions that include customized employee selection systems and training programs. 8

10 Your opinion matters! Please take a moment now to evaluate this session.