Hire Right the First Time

10 Steps to Hiring Right the First Time

May 22, 2013

Presented by: Amanda Ono, Organizational Development Manager

Drake International

For audio, it is recommended you dial in A copy of the slides + recording will be available post webinar

AUDIO: 1-877-668-4493 Access Code: 662 132 266

Event Password: 1234 WebEx Support: 1-866-863-3910

Today’s Agenda

• Step 1: Know Who You Are Looking For

• Step 2: Target Your Ideal Candidate

• Step 3: Pre-Screen The Applicant Flow

• Step 4: Rank Your Applicants

• Step 5: Interview & Evaluate

• Step 6: Match the Top Candidates to the Position

• Step 7: Check for Red Flags

• Step 8: Make the Job Offer

• Step 9: Integrate Hew Hires

• Step 10: Assess Your Recruitment Process

2

For more information, call 416.216.1067

Free Offer

We’re offering a free 30-minute consultation on how to

improve your internal hiring practices.

Contact Maysa to take advantage of this exclusive offer!

[email protected]

416.216.1067

mailto:[email protected]


Quick Poll

Where is your hiring gap?

a. Realistic Profile: do the candidates who match your

requirements exist in the market?

b. Finding the Right People: from job postings to various

methods of sourcing to outsourcing, are you finding the

right people?

c. Interviewing and Evaluating: do you screen people in

or screen people “out”?

d. Integrating and On-boarding: are your employees

accelerating once hired?


Reality Check: Hiring ROI

• How do you invest in your human capital?

– 50-70% of operating costs are spent on human capital

(hiring, on-boarding, salary, benefits, etc.).

• How do you measure cost per hire?

– Recruitment, selection, interviewing?

• How do you measure performance or return on your

employees?

– Revenue-generation, cost-savings, time-savings?

• How do you measure cost of turn-over?

Reality Check: Hiring ROI

6

Cost of Turnover Calculator (Drake International website)

$36,000 Base Salary $72,000 Base Salary

1

5

20

= $12, 212 =$17,248

= $61,060 =$97,620

=$244,240 =$390,480

Step 1: Know Who You Are Looking For

7

Knowledge Do they know how to

do it?

Skills Do they have a track

record/experience of

doing it?

Attitude Do they have the right

“fit” , attitude and

motivation for your

company?

Step 1: Know Who You Are Looking For

• Consult with Hiring Managers

– Feedback loop between HR and Hiring Managers

• Consult the Market

– Salary Surveys

– Your Competitors

• Understand the Core Competencies (K, S, A):

– What makes an employee a “top performer”?

– What makes an employee a “low performer”?

What would be the value in replicating your top

performers?

Step 1: Profiling Top Performers

9

Step 2: Target Your Ideal Candidate

Your Corporate Brand Differentiator: why do people want

to work for your company?

• The Applicant Search Process: top 3-5 selling features

(professional development, work environment, work-life

balance).

• Writing the Ad: focus on the WHIFM and selling

features of the company – use the AIDA principle!

• Strategic Targeting: non-active, high potential

candidates, diversify avenues, social media, recruitment

partners.

10

Step 3: Pre-Screen the Applicant Flow

• Applicant Resume Pre-qualifying

• Applicant Tracking Systems

• Pre-qualifying Questionnaires

– Emphasis on core competencies

11

Are you doing “quality assurance” on your

candidate pool or do you have a resu-MESS?

Step 4: Rank Your Applicants

12

Candidate 1

Candidate 2

Candidate 3

Knowledge (Education, Designations)

3 3 5

Skills (Experience, Accomplishments)

4 1 5

Attitude 3 5 1

Total 10 9 11

Weighting (% per score)

Step 5: Interview & Evaluate Your Candidates

13

“It takes 20 years to build a reputation, and five

minutes to ruin it. If you think about that, you’ll do

things differently.” - Warren Buffet


• Focus on building the

relationship and mutual fit.

• Interrogative or

intimidating interview

methods are an outdated

strategy.

• Interview questions should

be linked to the job and the

company.

14


Behavioural-Description Interviews

• S: The situation in which the candidate was involved

• T: The task(s) that the candidate was completing or

attempting to complete

• A: actions taken by the candidate to complete the task

• R: results of the action taken

15

Step 6: Match the Top Candidates

to the Position

• Explore the gaps by asking specific questions that will

determine if the candidate is able to make changes by

“flexing” up or down as required to be successful.

• Second interview or team interview is all about “fit” and

checking gaps.

• Focus on attitude and potential rather than just check-

boxes!

16

Step 7: Check for Red Flags

Avoid the ‘Mis-Hire’ and Counterfeit Candidates!

Reference Checking Tips:

1. Obtain permission

2. Be mindful of legislation (Human Rights, Privacy)

3. Plan your questions in advance

4. Include additional background checks as needed:

– Criminal

– Credit

– Education verification

– Social media check (LinkedIn)

17

Step 8: Make the Job Offer

• Verbal AND written offer

• Communicate how the offer will be presented (email,

hard copy, etc.)

• Make applicable parties available for clarification of your

employment contract

• Give employees a minimum of 48-72 hours to review

and consult with a lawyer (as needed)

18

Step 9: Integrate New Hires

“87% of people who leave their organization or their team

do so because of personality conflicts, not capability.”

- Dr. Kurt Einstein

19

• Orientation: where do I start?

– Who’s who, introduction to company, introduction to

policies (health and safety, corporate)

• On-boarding: how do I get there?

– Training: systems, “how to”

– Integrating: team members and management

Step 10: Assess Your Recruitment Process

• Are they fitting into the company culture?

• Have they integrated into their team successfully?

• Have they eased into their role quickly and efficiently?

• Are they productive and contributing at a high level?

• How are you measuring success?

– Revenue increases or decreases?

– Interview to hire ratios?

– Turnover rates? Exit interviews?

– Engagement?

20

Key Take-Aways

• Step 1: Know Who You Are Looking For

• Step 2: Target Your Ideal Candidate

• Step 3: Pre-Screen The Applicant Flow

• Step 4: Rank Your Applicants

• Step 5: Interview & Evaluate

• Step 6: Match the Top Candidates to the Position

• Step 7: Check for Red Flags

• Step 8: Make the Job Offer

• Step 9: Integrate Hew Hires

• Step 10: Assess Your Recruitment Process

21


QUESTIONS?

Thank You For Attending

For questions, please contact Maysa Hawwash

National Manager for Talent Management Solutions

[email protected]

416.216.1067

Documents

Hire Right the First Time