Expose the Actors. XChange, August 13, 2017

Transcription

1 Expose the Actors XChange, August 13, 2017

2 Introduction David Russell CEO & Senior Consultant 44 Years in business / 5 Years in computer industry Former VAR, systems builder, MSP (hosted 1,800 online stores), hardware / software vendor B.H.A.G.: 5,000 companies using Dave s Hire the Best & Avoid the Rest system in 2018

3 Bad Hires Are BAD NEWS Dave s Hire The Best & Avoid The Rest system helps you 66% of employers blame bad hires for lower company productivity, negative worker morale, sales declines, strained client relationships, and even costly legal issues Career Builder Study -

4 Tip: Do NOT Let Them Get Onboard United Airlines lesson earlier this year

5 You Have to Catch the Liars Dave s Hire The Best & Avoid The Rest system helps you 46% of resumes include discrepancies in job candidates' employment and educational histories, according to a study cited by Jon D. Bible of Texas State University-San Marcos. Another study shows that 40% of executives lie about their education and 35% lie about accomplishments or job missions... But employers leave the door wide open for resume fraud: Only 68% of employers check job histories and only 42% check educational backgrounds, according to a study. Lies and Damned Lies: Some Legal Implications of Resume Fraud and Advice for Preventing It, Harvard Business Review newsletter, March 7, 2013.

6 Solution: Hire The Best & Avoid The Rest Overview of complete hiring system 12-Step hiring system for leaders addicted to hiring poorly FOUNDATION QUALIFY ONBOARD s Systematic Power s Talent Acquisition is War s Employee Strategic Plans s Organize Onboarding Before You Hire s Assess for a Match s Confirm Reality s Always Talk With References s Never Hire Without a Background Check s Make the Best Decision s Inspire Their Acceptance s First Day is a GREAT Day s Engage in Meaningful work

7 Confirm Reality The 7 Steps of Interviewing to Expose the Actors From Dave s Hire The Best and Avoid The Rest system

8 The Most Important Asset When Interviewing Protect this first Your time is your most important asset at work. Protect it by terminating consideration of any candidate who does not meet all of your core behavioral / cultural standards.

9 The 7 Steps of a Reality Check Dave s Hire the Best & Avoid the Rest Interview system 1. Resume review 2. Web search 3. Phone screen 4. Pre-1 st Interview Homework 5. 1st in-person interview 6. Pre-2 nd Interview Homework 7. 2nd in-person interview

10 Resume Review Interviewing Step #1 Dave s Hire The Best and Avoid The Rest system All logos, trademarks and tradenames contained within these pages owned by MANAGEtoWIN, Inc. or their respective companies.

11 What to Look For in a Resume Resume review 1. Format should be professional; no grammar or spelling errors; photo? 2. How long will it take them to commute to the job site? 3. Does their statement of what they re looking for match the job? 4. Length of time at each job (ideally 2-3 years; prefer 5 years) 5. Look for employment gaps to discuss, starting at college degree 6. Each job should explain results achieved, not general info (discuss) 7. Do you know anyone at their current/former jobs to call? 8. Are they growing in their career, or stagnant? 9. Consider how their personal interests match your culture

12 Web Search Interviewing Step #2 Dave s Hire The Best and Avoid The Rest system All logos, trademarks and tradenames contained within these pages owned by MANAGEtoWIN, Inc. or their respective companies.

13 Web Search Resume review Should have photo and current information We look for confirmation of skills, interests, and culture fit. 1. Do we have any Mutual Connections? 2. What is the person's Activity? 3. Does their Experience match their resume? 4. Does their Education match their resume? 5. Do they have any Featured Skills & Endorsements? 6. Have they made any Recommendations (giving to others)? 7. Do they have any Volunteer Experience? 8. What are their Interests

14 Web Search Resume review Look for behaviors and values that match our culture, including their friends behaviors. (Maybe we should recruit some of them or not!) Consider what they are posting, or liking. Is there anything that might concern our clients and/or team members?

15 Web Search Resume review Other social media sites Free background check sites in some states REMEMBER: Sometimes people they to whom they are connected give insights on the candidate if they have dialog going on between them, or are potential candidates

16 Phone Screen Interviewing Step #3 Dave s Hire The Best and Avoid The Rest system All logos, trademarks and tradenames contained within these pages owned by MANAGEtoWIN, Inc. or their respective companies.

17 General Tips Phone screen 1. Do they have a positive energy to their voice? 2. Are they easy to understand and engaging? 3. How strong are their soft skills? 4. Do they sound sincerely interested, or bored? 5. Are they multi-tasking while talking with you?

18 Questions MOST IMPORTANT Phone screen 1. Why are you looking for a new opportunity? 2. What are your compensation requirements? 3. How long will it take you to commute to our office? (Virtual home office?) 4. We do a background check of all job candidates. Is there anything that might appear that you would like to explain? 5. Confirm a possible start date (Integrity - Will they give 2 weeks notice?) 6. What other companies are you interviewing with, and at what point are you in the process with them? 7. Resume questions

19 Examples of Other Questions Phone screen 8. Questions based on the web search 9. Describe the three key attributes of your ideal job. 10. What you want to do in years? 11. What 3 things irritate you the most where you work now? 12. What 3 key things do you want from your boss to help you succeed? 13. What are the 3 biggest challenges of this role & how will you overcome them? 14. What are the 3 most exciting parts of this opportunity, and how does each relate to your personal or professional goals? 15. What do you know about us, and what impresses you the most?

20 Avoid Great Actors Do Not Just Fill a Seat If you catch one thing wrong, then there are others you are missing Do not be a sluggard make the tough decisions. End the interview process immediately when a candidate fails. (Image from

21 Pre-1 st Interview Homework Interviewing Step #4 Dave s Hire The Best and Avoid The Rest system All logos, trademarks and tradenames contained within these pages owned by MANAGEtoWIN, Inc. or their respective companies.

22 Mandatory Homework Pre-interview homework 1. Be prepared for a "test drive" of their skills in the next interview Techs do some tech work or discuss typical detailed scenarios Sales people sell us something for 5-10 minutes EVERYONE does a test drive - all positions 2. Tell them to confirm via phone or they are attending the in-person interview the day before.

23 You May Want to Consider Other Homework Pre-interview homework 1. Pre-interview survey - skill/experience/culture match 2. Recognition survey - culture match 3. MANAGEtoWIN Talent Assessment

24 1 st In-Person/Depth Interview Interviewing Step #5 Dave s Hire The Best and Avoid The Rest system All logos, trademarks and tradenames contained within these pages owned by MANAGEtoWIN, Inc. or their respective companies.

25 Be Prepared To Notice: Appearance 1 st In-person/depth interview Dressed appropriately Cleanliness Health Tattoos, pegs Perfume, cologne, body odor Attitude

26 Option To Notice: Vehicle 1 st In-person/depth interview Bumper sticker messages Cleanliness How / where they parked NOTE: Never touch their vehicle

27 Arrival Make The Candidate Feel Valued 1 st In-person/depth interview Receptionist knows their name and meeting schedule Hiring manager immediately comes out to greet Hiring manager comes down to welcome into interview Quick tour of office Give comfortable place, not the lobby, to complete paperwork and tests

28 #1 of 7: Preliminary Work 1 st In-person/depth interview #1 of 3: HR paperwork Completed onsite - They did it not someone else Handwriting Grammar Can follow simple instructions Time to complete

29 #1 of 7: Preliminary Work 1 st In-person/depth interview #2 of 3: Writing test Everyone does a lot of writing - s / correspondence, and other documents Ask the candidate to write 2-3 paragraphs on anything. The objective is to check their grammar, spelling, and ability to communicate clearly.

30 #1 of 7: Preliminary Work 1 st In-person/depth interview #3 of 3: Basic Computer Skills test They can write and format a simple document Create a spreadsheet with basic information Use our program(s) Find something online Other key activities they must do on a computer to be productive

31 #2 of 7: Check-in 1 st In-person/depth interview Communication is critical throughout our hiring process. Give feedback as you go, starting with what they have completed thus far: HR forms Writing test Basic Computer Skills test

32 #3 of 7: Test Drive 1 st In-person/depth interview Never hire anyone for any position without a test drive. Individual or group interview approach Test drive based on the position Typical scenarios

33 #4 of 7: Test For Engagement 1 st In-person/depth interview Discuss what your Company stands for and give a brief history Explain where you see the Company going Show the candidate your Company Culture Cornerstones Walk through your mission, vision, and values. Ask them how they have lived out at least one behavior per value. Does this excite them or bore them?

34 #5 of 7: Interview Scorecard 1 st In-person/depth interview Each position has an interview scorecard, comprised of: Individual or group interview approach 6 Questions based on motivators (PIAV) 3 Questions - behaviors (DISC) of a typical superstar 10 Questions relate to work competencies of the position 2-4 Questions posing typical scenarios Summary area to document General perceptions of the candidate, plus what the interviewer feels are Positive, Negative, and their Recommendation.

35 #5 of 7: Interview Scorecard 1 st In-person/depth interview

36 #6 of 7: Employee Strategic Plan 1 st In-person/depth interview 1. Discuss the employee strategic plan ("SP ) for the position with candidates who interview strongly. 2. Walk them through each section. 3. Give them homework prior to their second interview: Goals: Review and edit Expectations of the manager: Confirm you can accept Your expectations for the manager: Write them Review the balance of the SP and return with suggested edits

37 #7 of 7: Confirm Next Steps 1 st In-person/depth interview 1. Thank them sincerely for meeting with you. 2. Ask, "What have you learned from your meetings with other people here today?" 3. Ask if they have any other questions. 4. Confirm the date, time, and your team members scheduled to participate in the next interview. 5. Confirm their homework prior to the next interview.

38 Flexibility 1 st In-person/depth interview Structure your interview process so it works for YOU. You can move anything from the 1 st Interview or Pre-2 nd Interview Homework to: 2 nd In-person/depth interview 3 rd interview

39 Pre-2 nd Interview Homework Interviewing Step #6 Dave s Hire The Best and Avoid The Rest system All logos, trademarks and tradenames contained within these pages owned by MANAGEtoWIN, Inc. or their respective companies.

40 Mandatory Homework (complete 2 days before next interview) Pre-interview homework 1. their edits to the employee strategic plan 2. MANAGEtoWIN Talent Assessment (or other assessment) 3. Complete a phone interview by a virtual member of the team or consultant 4. Immediately notify references they will be contacted 5. Tell them to confirm via phone or they are attending the next interview the day before.

41 Homework or Interview Options Pre-interview homework 1. Longer test drive: 2 hours 1 week 2. Recognition survey - culture match 3. Learning speed test 4. Detail-orientation test 5. Short-term memory test 6. Background check 7. Credit check 8. Drug test

42 Keep The Process Moving Be thorough, but move quickly over each hurdle of your hiring process Great candidates are not available for long.

43 2 nd In-Person/Depth Interview Interviewing Step #7 Dave s Hire The Best and Avoid The Rest system All logos, trademarks and tradenames contained within these pages owned by MANAGEtoWIN, Inc. or their respective companies.

44 Prep For 2 nd In-Person Interview 2 nd In-person/depth interview The candidate has done their homework on time Confirm preliminary hiring decision of other interviewers Multiple people are ready to interview the candidate Hiring manager reviews at least 1 day before the interview: ü ü ü Expectations for their future manager Suggested changes to their strategic plan Other documents they have supplied / your research

45 #1 of 3: Employee Strategic Plan 2 nd In-person/depth interview Discuss their edits and questions, particularly in these sections: Goals Expectations Career path

46 #2 of 3: MANAGEtoWIN Talent Assessment 2 nd In-person/depth interview Discuss their report Key graphs for behaviors, driving forces, and skills Ask questions about 3-7 of their highlighted statements Explain how your team uses the Talent Assessment Summaries to work better together

47 From a MANAGEtoWIN Talent Assessment 1 st Paragraph What you want others to know about you

48 From a MANAGEtoWIN Talent Assessment Section 1 How you want people to speak to you

49 Summary of a Talent Assessment 3-4 Page summary of a 50+ page report includes key graphs and highlighted statements

50 #3 of 3: Background Check Warning 2 nd In-person/depth interview Remind them that prior to their start date, there is a background check completed on every employee Ask if there is anything they think might show-up that they would like to explain

51 What now?

52 Make The Offer 2 nd In-person/depth interview Confirm unanimous agreement to hire Ask if the candidate has any other questions Confirm possible start date OPTION #1: Tell candidate to expect an offer (say nothing if no offer) OPTION #2: Have offer prepared in-writing walk them through it and ask for signature Warmly congratulate them for joining the team

53 Conclusion Let s review

54 The 7 Steps of a Reality Check Dave s Hire the Best & Avoid the Rest Interview system Today s Agenda 1. Resume review 2. Web search 3. Phone screen 4. Homework 5. 1st in-person interview 6. Homework 7. 2nd in-person interview

55 Learn. Apply. Enjoy. Questions? Contact David Russell text (415) You can be MUCH better at hiring truly great people.