SELECTING THE RIGHT PEOPLE

1
SELECTING THE RIGHT PEOPLE

• Presented by
• Angi Shamblin, SPHR
• Red and Associates, LLC
• 509-448-7062

2
Course Objectives

• Provide a systematic approach to selecting
  employees
• Know the value of the job descriptions
• Identify clear job requirements
• Help you conduct effective job interviews
• Learn behavioral based questioning technique
• Select the most qualified candidates

3
PREPARING FOR THE INTERVIEW

• Reviewing the job description
• Reviewing changes in the department
• Internal opportunities for promotion
• New technologies
• Desired qualifications

4
DETERMINING SELECTION CRITERIA

• Minimum educational requirements
• Minimum number of years of experience
• Required industry experience
• Specific technical skills

5
Indicators for Resume/Application Review

• Accomplishments, problems solved, results
  achieved
• Unexplained gaps in employment history
• Writing skills
• Educational background
• Job hopping
• Indicators of leadership and/or personal honors

6
The Four Phases of an Effective Interview

• Phase 1 Supportive
• Phase 2 Directive
• Phase 3 Assertive
• Phase 4 Reflective

7
Effective Note Taking

• Reasons for leaving previous jobs.
• Relationships with supervisors/co-workers
• Why the candidate is interested in the job
• Compensation range requirements
• Accomplishments with each position

8
Key Background Review

• What are your major responsibilities/duties
  with__________________?
• What do you like most/least about this position?
  Why?
• Why are you planning to leave?
• Why are you interested in this position?

9
Behavior Based Interviewing

• Based on the principle that past behavior is the
  best predictor of future performance
• Structured pattern of questions based on
  requirements of the job
• Applicant will have problems answering if he/she
  has not been in this situation before.

10
Job Requirement Examples

• Interpersonal Skill
• Organizational Abilities
• Problem Solving and Decision Making
• Effort/Persistence

11
More Job Requirements

• Customer Relations
• Self-Development
• Teamwork
• Independence

12
Legal Considerations

• Age
• Race
• Marital Status
• Sex
• Religion
• Disability
• Workers Comp claim
• Union membership

13
Reference Checks

• Write down the questions you want to ask prior to
  making call
• Tell the reference that the candidate gave their
  name as someone who would share information
• Begin with easy to answer questions
• Ask the person if they have time before beginning
  questioning.

14
References Contd

• Describe the position the candidate is applying
  for
• Always end by asking, If you had an opening
  similar to what we have, would you rehire this
  person? Why or why not?
• Always thank the person for his or her time

15
Common Selection Errors

• Lack of clearly defined qualifications for the
  position
• Poor interviews conducted with candidates
• Lack of notes and documentation from the
  interviews
• Decisions made purely on subjective gut factors
• Decisions made on the selling skills of
  candidate

16
Selection Decision Factors

• Previous work experience
• Interests of the candidate
• Salary match
• Gut feel
• Match of the position criteria to the person
• Job skills
• Reference feedback

17
Beginning With The End In Mind

• Spending the time up-front will result in a
  higher percentage of job matches.
• In the long run youll reduce the time in
  interviews by reducing your turnover.