A Quality Hiring Process

Hiring for Excellence

Presented by: Joyce AllenDate: 8/12/14

Session ID: HR 9:10 – 10 am

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

Write a holistic job description

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

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?

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

Review applications

• Look for evidence of capacity and capability, not just direct experience

• Pay attention to fit, while also checking overt or covert bias

Conduct phone screens

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

Assess candidatesCandidate 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: ______________________

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

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

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

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

Additional Resources• PACRAO Review article: http://pacrao.org/b/ • Hiring and candidate selection guide:

http://hiring.monster.com/hr/hr-best-practices/recruiting-hiring-advice/acquiring-job-candidates/hiring-candidate-selection.aspx

• The mistakes employers make when selecting candidates for a job: http://www.michaelpage.com/content/108-the-mistakes-employers-make-when-selecting-candidates-for-a-job.html#.UltmOVDn9jo

Please complete the online session evaluation form

Session HR 9:10 – 10:00 am