New Hire Selection System Overview

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New Hire Selection System Overview
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New Hire Selection System

• Defined Role Requirements
• Responsibilities and Performance Expectations
• Role Behavioral Requirements
• Effective Candidate Assessment
• Qualifications Review
• Leadership Aptitude Interview
• Behavioral Style Self Assessment
• Skilled Interviewers
• Behavioral and Legally Compliant Interviewing
  Skills
• Effective Assimilation
• Personalized Orientation and Development Plan
• Mentoring

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Defined Role Requirements

• Current and specific role descriptions that
  incorporate the following components
• Duties and responsibilities
• Performance expectations
• Qualifications

• Developed through consultation with star
  performers and selected managers.

Clear Expectations
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Defined Role Requirements

• Determine desired behavioral characteristics for
  selected roles.
• Behavioral benchmark based on tendency toward
  
• Domination
• influence
• Steadiness
• Conscientious

DiSC
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Dominance Behaviors

• Take higher risks based on potential results.
• Respond quickly to problems.
• Use power and authority to accomplish results.
• Direct the efforts of others.
• Take risks on untested ideas.
• Delegate responsibility to others for follow-up
  actions.
• Move forcefully, even if people are offended.
• Demand immediate results.

Sample Related Behavioral Competencies Take
ownership and solve problems Be ready to
recover service disappointments
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influence Behaviors

• Verbalize the thoughts and feelings of others.
• Release tension in the group by interacting
  verbally.
• Resolve conflict by initiating and facilitating
  discussion.
• Verbally encourage others in their personal
  efforts.
• Influence people through optimistic
  communication.
• Influence or inspire others verbally.
• Use personal charm and enthusiasm.
• Facilitate interaction between people.

Sample Related Behavioral Competencies Greet
customers with a smile say hello and
welcome Engage in honest, open, and courteous
communication
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Steadiness Behaviors

• Respond to problems with study and cooperation.
• Assume responsibility for follow-up on details.
• Consider the views of those who show
  disagreement.
• Develop a workable, repeatable routine.
• Maintain methods proven effective in the past.
• Change through careful and orderly planning
  process.
• Follow a methodical way of doing things.
• Cooperate with others to complete tasks.

Sample Related Behavioral Competencies Demonstrat
e and expect teamwork within and across
departments Indicate the assistance you will
provide and the time frame that will follow
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Conscientiousness Behaviors

• Analyze many factors before making decisions.
• Contain oneself when impatient or anxious.
• Remain neutral when conflict first arises.
• Carefully weigh alternative methods, actions.
• Listen with reservation to opinions of others.
• Check accuracy of work, especially their own.
• Carefully follow key procedures and processes.
• Demonstrate self-discipline by working alone.

Sample Related Behavioral Competencies Interact
with co-workers respectfully and
professionally Listen and respond to complaints
without taking them personally
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Effective Candidate Assessment

• Critical review of resume and job application
  for
• Employment gaps
• Responsibility levels
• Leadership experience
• Appropriate education
• Etc.

• Scripted telephone interviewing for objective and
  consistent review of qualifications.

Right Qualifications
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Effective Candidate Assessment

• Behavioral Interview to assess if candidate is
• Team Player
• Compassionate
• Committed
• Etc.

• Tell me about a time when you proactively
  removed barriers to good team performance to
  ensure a high level of collaboration among team
  members. What actions did you take and what was
  the outcome?
• Tell me about a time when you faced significant
  disapproval from others. Specifically, how did
  you respond to this challenge and what happened
  as a result of your response?

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Effective Candidate Assessment

• Behavioral self-assessment reveals the natural
  behavioral style of the candidate.

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Effective Candidate Assessment

• Based on candidate to role comparison
  interviewer(s) can quickly determine specific
  areas to probe during the interview.

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Effective Candidate Assessment

• Suggested interview questions provide focus for
  behavioral interviewing.

• you verbally encouraged others?
• you reduced tension in a group by interacting
  verbally?
• you resolved conflict by initiating and
  facilitating discussion?
• you used personal charm and enthusiasm?

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Skilled Interviewers

• Behavioral and legally compliant interviewing
  skills
• Interactive, video-based educational with
  role-plays
• Personalized observation and coaching
• Post program measurement

Structured Skill Building
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Effective Assimilation

• Personalized orientation and development plan
• Specific orientation needs.
• Job-related education.
• Behaviorally oriented coaching/education.
• Career and professional growth.

• Mentoring