A Quality Hiring Process

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A Quality Hiring Process

• Hiring for Excellence

Presented by Joyce AllenDate 8/12/14 Session
ID HR 910 10 am
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Overview

• Write a holistic job description
• Assemble a selection committee
• Promote the opening
• Review applications
• Conduct phone screens
• Select finalists
• Interview in person
• Close the deal
• Set the hire up for success

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Write a holistic job description

• Include more than just functional tasks, include
• Knowledge and skills
• Personal qualities
• Fit characteristics

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Assemble a selection committee

• What role does the manager of the hiring manager
  need to play?
• In addition to the hiring manager, who else works
  closely with the person in this role and is
  invested in positional success?
• Are there others for whom developing candidate
  selection skills is important?

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Promote the position

• Publish to your job site
• Reach out to possible candidates
• Seek referrals from colleagues
• Advertise to possible vertical audiences
• Use social media

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Review applications

• Look for evidence of capacity and capability, not
  just direct experience
• Pay attention to fit, while also checking overt
  or covert bias

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Conduct phone screens

• Schedule 30 minutes
• Welcome
• 2-3 critical questions
• Candidate questions
• Thank you and next steps

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Assess candidates

• Candidate Name _________________________
• Interview Team Member Name ______________
• Quality/Skill 1 High Medium Low
• Notes __________________________________
• Quality/Skill 2 High Medium Low
• Notes __________________________________
• Quality/Skill 3 High Medium Low
• Notes __________________________________
• Recommend candidate for campus interview Yes No
• Summary reflection ______________________

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Interview candidates in person

• Provide candidates with an authentic experience
  they are interviewing you too!
• Focus on what to evaluate
• Know what your questions will evaluate
• A good question will distinguish candidates
• Use demonstration type exercises when appropriate

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Determine who you want

• Determine not only your first candidate, but also
  any other possible hires
• Check references thoroughly
• Determine if you have a
• failed search and why

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Make the offer and close the deal

• Contact the candidate of choice and make a clear
  offer
• Ask what other information the candidate needs
  from you to make a choice
• Provide a timeframe within which you require a
  response
• Thank the candidate and provide a positive
  hope/expectation for working together

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Set the new hire up for success

• Communicate what to expect on the start date
• If your office does not have a new hire check
  list, work to develop one and execute on it
  flawlessly
• Provide an organization chart and key contacts
  and make formal introductions
• Ensure there is a lunch and break buddy to help
  acclimate the hire to the office culture and
  resources

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Additional Resources

• PACRAO Review article http//pacrao.org/b/
• Hiring and candidate selection guide
  http//hiring.monster.com/hr/hr-best-practices/rec
  ruiting-hiring-advice/acquiring-job-candidates/hir
  ing-candidate-selection.aspx
• The mistakes employers make when selecting
  candidates for a job http//www.michaelpage.com/c
  ontent/108-the-mistakes-employers-make-when-select
  ing-candidates-for-a-job.html.UltmOVDn9jo

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• Please complete the online session evaluation
  form
• Session HR 910 1000 am