PDP Making all the pieces fit.

Attracting and Hiring the BestFacilitator Guide

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Attracting and Hiring the Best

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Facilitator Preparation and Planning . . . . . . . . . . . . . . . . . . . . . . . . v–viii

Part 1A ttract the most qualified applicantsWhat’s it all about?

Introduction.to.JobScan.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3What happened to the bottom line?

Understanding.the.Cost.of.Turnover . . . . . . . . . . . . . . . . . . . . . . . . 4Drawing the blueprint for construction

Build.the.Job.Model .. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6The person you would choose again . . . and again . . .

Resources.for.Measuring.Top.Performance. . . . . . . . . . . . . . . . . . . . 8Identify.Top.Performers .. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9

Which strengths do you want a lot, which a little? Complete.Job.Dynamics.Analysis . . . . . . . . . . . . . . . . . . . . . . . . . 10Review.Sample.Job.Model. . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12

Is the Job Model ready?How.to.Refine.the.Job.Model .. . . . . . . . . . . . . . . . . . . . . . . . . . .14

What’s the big attraction? Preparing.to.Advertise . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16Checklist.for.Advertising . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18

Part 2I nterview to understand applicant strengthsCan you find the fit you need?

Review.Job.Matching.Sample . . . . . . . . . . . . . . . . . . . . . . . . . . . 22Matching.and.Selecting.Applicants. . . . . . . . . . . . . . . . . . . . . . . . . 24

Ask the right questions to get the right answersInterviewing.Resources.and.Guidelines . . . . . . . . . . . . . . . . . . . . . . 26Preparing.to.Interview.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 28M ake the right decision

Ready, AIM, HireSelect.the.Best.and.Make.an.Offer. . . . . . . . . . . . . . . . . . . . . . . . . 30

Are you ready for the person you selected?Preparing.to.Manage.New.Hire .. . . . . . . . . . . . . . . . . . . . . . . . . 32

ResourcesPosition.Description.Worksheet.. . . . . . . . . . . . . . . . . . . . . . . . . 35Applicant.Screening.Worksheet.. . . . . . . . . . . . . . . . . . . . . . . . . 37Applicant.and.Reference.Interviewing.Worksheet . . . . . . . . . . . . . . . . . 39Technical.Information. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 41

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F a c i l i t a t o r N o t e s� PurposeTo.understand.the.strengths.which.distinguish.individuals.as.Top.Performers

Instructions  Show.how.to.use.the.resources.on.this.page.along.with.ProScan.

reports.to.complete.exercises   Show.ProScan.Basic Report of first Top Performer and read the

summary.statement.“You.have.indicated.by.your.response.to.the.ProScan.Survey.that.You.are . . . ”

  (Optional).Show.Trait Intensity Chart and.allow.participants.to.point.out.words.they.believe.describe.the.strengths.of.the.Top.Performer

  Use.resource.lists.for.discussion.of.additional.performance.elements   Select.Top.Performer.

ProScans,.if.appropriate,.to.include.in.Job.Model

The person you would choose again...and again...Resources for Measuring Top PerformanceThe elements below are given to assist managers in determining why an individual is a Top Performer. Use the ones that are relevant to the position and persons being discussed.

1. ProScan Report Behavioral skillsEnergy resourcesJob-related satisfactionJob-related stress

Review Top Performer ProScan measurements:▪ To evaluate match of strengths with job

requirements ▪ To note styles and level of energy ▪ To determine through understanding job-

related satisfaction whether or not the person enjoys the position

▪ To view measurement of stress and energy drain and gain understanding of sources

2. Technical or Specialist SkillsSome examples:

writing teachingpresentingsellingtechnologycreativityproblem-solvingspecific job-related

3. Performance ReviewRead individual’s performance review to gain insight through evaluations by supervisor and/or peers.

4. Relevant Education and ExperienceNote degrees, specialized training and relevant experience.

5. Character and Observed ValuesSome examples:

commitment maturitygood judgmentinitiativelearnerlistenerhonestyloyaltyfocusservantvisionwisdomconsistencyflexibility

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NoteIf.there.are.no.Top.Performers,.you.may.use.this.page.to.explain.how.ProScans.of.Top.Performers.can.be.used.in.Job.Models .

10to15minutes

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F a c i l i t a t o r N o t e s22

Purpose To.understand.job.matching.from.the.sample.provided

Instructions  Give.a.brief.summary.of.earlier.workshop .  Demonstrate.matching.from.the.sample.graphics.included.(optional)

START PART 2 OF 2

NoteSpend.time.reviewing.sample.if.the.participants.are.new.to.Job.Model.and.applicant.matching .

5to15minutes

Can you find the fit you need?Review Job Matching Sample

Kay Lowell

JobMatch

From theFounderBruce M. Hubby, 1933-2003

Use Job Scan in addition to other hiring standards.

Keep existing hiring standards in place such as

education, experience and

technical skills, but overcome

behavioral “misfits” by adding

JobScan to determineif the potential hire has the strengths to succeed.

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Passionate,.energetic,.and.dedicated.are.words. that.best.describe.Joe.Dowd’s.commitment. to.PDP .For.those.fortunate.enough.to.meet.him,.Joe.inspires.excellence.and.achievement

Representing Professional DynaMetric Programs since 1980, Joe was a key figure in working with the founder, Bruce M. Hubby, to refine and enhance the PDP integrated management system. He continues to use his skills for the benefit of all who are connected with PDP.

Joe’s.expertise.has.served.clients.in.industries.such.as.hospitality,.print.media,.telecommunications,.logistics and non-profits—ranging from small businesses and start-ups to large, mature organizations

His.commitment.to.help.clients.understand.and.value.their.people.continually.provides.incredible.bottom.line.and.enduring.results .By.helping.good.managers.become.great,.by.assisting.owners.and.sitting.on.their.boards,.and.by.teaching.organizations.to.build.reliable.Job.Models.for.screening.and.hiring,.Joe.is.a.tremendous.asset.to.all .

Thank.you.Joe,.for.strengthening.the.vision.of.PDP!.

PowerApp® Attracting and Hiring the Best

Course Developers. Eleanor.Guderian,.Ph D . Brent.W .HubbyCourse Contributors. Joe.Dowd. Phillip.V .Olsen.. . . .Copyright NoticeCopyright.2006,.Rev .2008.by.PDP®,.Inc .All.rights.reserved

No.part.of.this.publication.may.be.copied.or.distributed,.transmitted,.transcribed,.stored.in.a.retrieval.system,.or.translated.into.any.human.or.computer.language.in.any.form.or.by.any.means,.electronic,.mechanical,.magnetic,.manual,.or.otherwise.or.disclosed.to.third.parties.without.the.express.written.permission.of.PDP®,.Inc ,.13710.Struthers.Road,.Colorado.Springs,.CO.80921.U S A ..Anyone.infringing.can.be.liable.for.actual.damages.plus.additional.profits.of.the.infringer.or.statutory.damages.and.could.be.held.liable.for.injury.to.business.reputation.or.the.dilution.in.value.of.the.copyright.or.trademark.as.well.as.the.costs.and.attorney’s.fees

Trademarks

ProScan®,.PDP®,.PDP®.logo,.Professional.DynaMetric.Programs®.and.PowerApp®.are.registered.trademarks.of.PDP®,.Inc .. PA5-Facilitator_v19

Acknowledgement