www.paulfalconehr.com [email protected]. contents premise: “candidate control” is key...

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Page 2: Www.PaulFalconeHR.com Paul@PaulFalconeHR.com. Contents Premise: “Candidate Control” is Key Interview Questioning “Musts” The Nature of the Match References

Contents

Premise: “Candidate Control” is Key

Interview Questioning “Musts”

The Nature of the Match

References to the Rescue

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Page 3: Www.PaulFalconeHR.com Paul@PaulFalconeHR.com. Contents Premise: “Candidate Control” is Key Interview Questioning “Musts” The Nature of the Match References

Contents (cont.)

Debriefs after Final Interviews

Resignation Drills

The Offer

The Close and Ensuing Negotiations

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Page 4: Www.PaulFalconeHR.com Paul@PaulFalconeHR.com. Contents Premise: “Candidate Control” is Key Interview Questioning “Musts” The Nature of the Match References

Stages Leading up to Offer

Workforce planning + job posting / outreach » InterviewingIdentification of finalist(s) / debriefsPre-offer: Reference checks and pre-

employment tests» Salary negotiations and offer Post-offer: Background checks, drug screens,

and/or pre-employment physicals

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Page 5: Www.PaulFalconeHR.com Paul@PaulFalconeHR.com. Contents Premise: “Candidate Control” is Key Interview Questioning “Musts” The Nature of the Match References

Premise: “Candidate Control” is Key Once you extend an employment offer to a

job candidate, the balance of power shifts because you give up control of the negotiation process.

You’ll know you’ve fallen victim to a troubled negotiation when you’ve extended an offer and the candidate introduces new information:

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Page 6: Www.PaulFalconeHR.com Paul@PaulFalconeHR.com. Contents Premise: “Candidate Control” is Key Interview Questioning “Musts” The Nature of the Match References

Premise (cont.) “I recently learned that I was in line for a

promotion with my current company. Can we make that a consideration in terms of my starting salary?”

“I appreciate the offer. Could I let you know my decision by next Friday?”

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Page 7: Www.PaulFalconeHR.com Paul@PaulFalconeHR.com. Contents Premise: “Candidate Control” is Key Interview Questioning “Musts” The Nature of the Match References

Premise (cont.)“I accept your offer! By the way, did I tell

you need that I need to give 4 weeks’ notice, and I’ve got a 3-week trip to Cabo planned for next month?”

The goal is to pre-close the candidate throughout the hiring process

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Page 8: Www.PaulFalconeHR.com Paul@PaulFalconeHR.com. Contents Premise: “Candidate Control” is Key Interview Questioning “Musts” The Nature of the Match References

Lesson LearnedBecause candidates can throw you similar

last-minute curve balls, you should be wary of extending offers and giving away your negotiation power prematurely.

Job offer negotiations are all about gaining the necessary information to control critical variables.

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Page 9: Www.PaulFalconeHR.com Paul@PaulFalconeHR.com. Contents Premise: “Candidate Control” is Key Interview Questioning “Musts” The Nature of the Match References

Interview Questioning “Musts”

Question 1: What would be your next logical move in career progression if you remained with your current company?

How long would it take to get there?

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Page 10: Www.PaulFalconeHR.com Paul@PaulFalconeHR.com. Contents Premise: “Candidate Control” is Key Interview Questioning “Musts” The Nature of the Match References

Interviewing “Musts” (cont.)

Question 2: What would have to change at your current company in order for you stay?

[LOGIC: You need to know right up front if there’s a possibility of this candidate accepting a counteroffer.]

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Page 11: Www.PaulFalconeHR.com Paul@PaulFalconeHR.com. Contents Premise: “Candidate Control” is Key Interview Questioning “Musts” The Nature of the Match References

Interviewing “Musts” (cont.)Question 3: What’s the reason for leaving (RFL) your current company?

LOGIC: The reason for leaving is the link in a candidate’s career progression. The reason for leaving their current company must be fulfilled by your company!

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Page 12: Www.PaulFalconeHR.com Paul@PaulFalconeHR.com. Contents Premise: “Candidate Control” is Key Interview Questioning “Musts” The Nature of the Match References

Interviewing “Musts” (cont.)Distinguish between RFLs that are outside of

a candidate’s control (e.g., layoffs) and RFLs that result from candidates’ orchestrating their own moves (e.g., “No room for growth”)

“Qualify” a layoff and challenge the “No room for growth” response

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Page 13: Www.PaulFalconeHR.com Paul@PaulFalconeHR.com. Contents Premise: “Candidate Control” is Key Interview Questioning “Musts” The Nature of the Match References

Interviewing “Musts” (cont.)

If the job you’re offering is a “been there -- done that” for the individual, the likelihood of a long-term successful hire is minimal.

“Overqualified” is a term applied not only to salary but also to responsibility level.

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Page 14: Www.PaulFalconeHR.com Paul@PaulFalconeHR.com. Contents Premise: “Candidate Control” is Key Interview Questioning “Musts” The Nature of the Match References

The Nature of the Match100%+ match > overqualified

80% match > ideal / opportunities for career growth and professional development; “learning curve”

60% match > probably won’t meet your organization’s immediate needs

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References to the Rescue

It’s become all too common that candidates interview for positions at significant cuts in pay. The issue becomes, Is this really a good move in career progression for the individual, or is this the only available “port in the storm”?

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Page 16: Www.PaulFalconeHR.com Paul@PaulFalconeHR.com. Contents Premise: “Candidate Control” is Key Interview Questioning “Musts” The Nature of the Match References

References (cont.)

References could be a very valuable resource to judge whether the candidate is being forthright in her statement that she’s flexible to take a cut in pay.

Try the following questions in your next reference check:

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Page 17: Www.PaulFalconeHR.com Paul@PaulFalconeHR.com. Contents Premise: “Candidate Control” is Key Interview Questioning “Musts” The Nature of the Match References

References (cont.)Opener: “I know Janet’s in transition and

looking to re-establish herself career-wise. Did she mention to you why she was so interested in this job?”

Closer: “My concern is that this would entail a 20% cut in pay from her last position. She’s aware of that, but you know her better than I do. Will that eventually become an issue for her?”

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Page 18: Www.PaulFalconeHR.com Paul@PaulFalconeHR.com. Contents Premise: “Candidate Control” is Key Interview Questioning “Musts” The Nature of the Match References

References (cont.)Tips for Getting Employers to Open Up to You

during the Reference-Checking Phone Call:

1. Shift the burden of opening the lines of communication with prior supervisors back to the candidate: “Tell Janet Smith from XYZ Company that we put a lot of value on references from prior employers and that we’d like to speak with her about your candidacy. Call me once that’s all set up. . .” (Alternative: Have the references call you.)

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References (cont.)2. Open up the call this way:

“Janet told me some very nice things about your ability to give her structure and direction in her day, and I was hoping you’d be able to share some insights into her ability to excel at our company . . .”

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Page 20: Www.PaulFalconeHR.com Paul@PaulFalconeHR.com. Contents Premise: “Candidate Control” is Key Interview Questioning “Musts” The Nature of the Match References

References (cont.)3. Overcome Objections

“I appreciate that your company has policies in place re: no references – so does ours. In our experience, though, we’ve found that managers who like their past subordinates and want to help them get a leg up in their careers will often share their insights confidentially. We value references tremendously at our firm – Can I ask you just a few questions? . . . “

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References (cont.)4. Challenge the “Stone Waller”. . .

“I understand. Unfortunately we tend to view no news as bad news when it comes to prior supervisors’ recommendations, and we may not be able to hire her without validation from someone who was an immediate superior. Is there any way we could talk off the record?”

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Page 22: Www.PaulFalconeHR.com Paul@PaulFalconeHR.com. Contents Premise: “Candidate Control” is Key Interview Questioning “Musts” The Nature of the Match References

Debrief after Final Interviews

Question 4: What’s changed since the last time we spoke?

Red Flags: Beware sudden increases in responsibilities, salary increases, or a job offer from another company.

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Debriefs (cont.) Your response: Put the offer process on hold.

Discussing new developments with a candidate allows her to make the first move in the negotiation.

Lesson: Don’t assume that time has frozen since your last discussion.

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Debriefs (cont.)

Question 5: Tell me again why you feel that the position you’re applying for meets your career needs or why joining our company would be a good move in career progression for you.

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Debriefs (cont.)Question 6: On a scale of 1 - 10 (10 being you’re really excited about accepting our offer, 1 being there’s no interest), where do you stand?

Why are you a [ ] (e.g., 8)? What would make you a 10?

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Page 26: Www.PaulFalconeHR.com Paul@PaulFalconeHR.com. Contents Premise: “Candidate Control” is Key Interview Questioning “Musts” The Nature of the Match References

Resignation DrillQuestion 7: I don’t want your emotions at the time of the offer to cloud your better business judgment. If you were to give notice right now, what would your company say to keep you?

Red Flag: Candidate may respond that she’d stay if she were given a counteroffer. If so, pull away like this:

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Page 27: Www.PaulFalconeHR.com Paul@PaulFalconeHR.com. Contents Premise: “Candidate Control” is Key Interview Questioning “Musts” The Nature of the Match References

Resignation Drill (cont.)

“Why don’t you speak with your current boss about that? If you get the raise / promotion / equity partnership, then this interview will certainly have been a good use of your time. If not, then call me back so we could pursue this a little more seriously. . .”

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Page 28: Www.PaulFalconeHR.com Paul@PaulFalconeHR.com. Contents Premise: “Candidate Control” is Key Interview Questioning “Musts” The Nature of the Match References

The OfferQuestion 8: If we were to make you an offer today, when would you be in a position either to accept or reject it?

Red Flags: Candidates who ask for more than 24 hours may be delaying their commitment to you because there’s another offer on the line.

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Page 29: Www.PaulFalconeHR.com Paul@PaulFalconeHR.com. Contents Premise: “Candidate Control” is Key Interview Questioning “Musts” The Nature of the Match References

The Offer (cont.)

Your Response: “Janet, I’ve found that people who suddenly need more time at the finish line usually have another offer on the table. If that’s the case, that’s okay. Still, I’d like to know where we stand relative to your other offer.”

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Page 30: Www.PaulFalconeHR.com Paul@PaulFalconeHR.com. Contents Premise: “Candidate Control” is Key Interview Questioning “Musts” The Nature of the Match References

The Offer (cont.)Lesson: Don’t attempt to convince a

candidate that your offer is superior. Her focus is definitely on the other offer -- Otherwise you would have heard an “I accept!” already.

Always place the candidate’s career interests above your own; otherwise, you’ll weaken your negotiating power.

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The Offer (cont.)

Question 9: Again, if we were to make you an offer, tell me ideally when you’d be able to start. How much notice would you need to give your current employer?

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Page 32: Www.PaulFalconeHR.com Paul@PaulFalconeHR.com. Contents Premise: “Candidate Control” is Key Interview Questioning “Musts” The Nature of the Match References

The Offer (cont.)Etiquette Red Flag: Beware of candidates who

don’t feel obligated to give their current employers 2 weeks’ notice.

Don’t pressure candidates to start earlier than would be appropriate; recommend an additional week off between jobs whenever possible.

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The Offer (cont.)

Question 10: Share with me what final questions I could answer about the position or about our company to help you come to a more informed career decision.

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Page 34: Www.PaulFalconeHR.com Paul@PaulFalconeHR.com. Contents Premise: “Candidate Control” is Key Interview Questioning “Musts” The Nature of the Match References

The CloseThe $64,000 Question: At what point dollar-wise would you accept our offer, and at what point dollar-wise would you reject it?

Note: Candidates typically expect to “hear” offers rather than volunteer numbers themselves.

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Page 35: Www.PaulFalconeHR.com Paul@PaulFalconeHR.com. Contents Premise: “Candidate Control” is Key Interview Questioning “Musts” The Nature of the Match References

The Close (cont.)

Caveat: The Interest - Demand Barometer

When interest is high, demands are low; when demands go up, it’s because interest has gone down

Ideally, candidates will close themselves at lateral moves to their current base salaries.

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Page 36: Www.PaulFalconeHR.com Paul@PaulFalconeHR.com. Contents Premise: “Candidate Control” is Key Interview Questioning “Musts” The Nature of the Match References

The Close (cont.)

Candidates will more commonly peg an increase to a percentage of their base pay -- often 5% to 20% -- depending on their interest in the job and their perception of their market worth. Assuming that this is in your salary range, then you’re safe to extend the offer.

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Page 37: Www.PaulFalconeHR.com Paul@PaulFalconeHR.com. Contents Premise: “Candidate Control” is Key Interview Questioning “Musts” The Nature of the Match References

The NegotiationScenario 1: The Malleable Candidate

Smooth negotiations because of reasonable expectations on the candidate’s part and a satisfactory budget / internal equity analysis on the company’s part

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Page 38: Www.PaulFalconeHR.com Paul@PaulFalconeHR.com. Contents Premise: “Candidate Control” is Key Interview Questioning “Musts” The Nature of the Match References

The Negotiation (cont.)Scenario 2: The Law of Inverse Gravity

Beware of mentioning salary ranges to candidates who will typically only hear the tops of the range. You’ll be upside down in the deal if the candidate feels you’re being cheap.

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Page 39: Www.PaulFalconeHR.com Paul@PaulFalconeHR.com. Contents Premise: “Candidate Control” is Key Interview Questioning “Musts” The Nature of the Match References

The Negotiation (cont.)The “Internal Equity Defense”

Issue: What if the department hiring manager let’s the cat out of the bag and mentions the top of the salary range?

An explanation of the internal equity concept will always help you defend your offer because it’s objective:

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Page 40: Www.PaulFalconeHR.com Paul@PaulFalconeHR.com. Contents Premise: “Candidate Control” is Key Interview Questioning “Musts” The Nature of the Match References

The Negotiation (cont.)“We don’t make salary offers in a vacuum.

What’s in budget is one factor; slotting a new hire’s years of experience, skills and knowledge to the tenure and abilities of our existing staff is equally important. This offer closely matches the salary benchmarks of the existing employees in the group, and that’s why we feel it’s fair and objective. . .”

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The Negotiation (cont.)Scenario 3: Offers for newly created positions

(when you’ve got discretion and flexibility)

Key: Involve the candidate in the creation of the total compensation package!

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Page 42: Www.PaulFalconeHR.com Paul@PaulFalconeHR.com. Contents Premise: “Candidate Control” is Key Interview Questioning “Musts” The Nature of the Match References

The Negotiation (cont.)“Janet, now that you’ve studied our annual

report, met with the key players, and understand the key aspects of the role you’ll play if you join us, help me – You tell me how to best develop an overall compensation plan relative to your position’s impact on the corporate bottom line – and I’ll bring it to our Compensation Committee for approval . . .”

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Page 43: Www.PaulFalconeHR.com Paul@PaulFalconeHR.com. Contents Premise: “Candidate Control” is Key Interview Questioning “Musts” The Nature of the Match References

The Moral of the StoryRetain control of the negotiation until you’ve

had all your most critical questions answered.

As an employer, you wouldn’t expect a candidate to accept an offer without all the information necessary to come to an informed career decision.

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The Moral (cont.)

Expect no less of yourself -- for a candidate’s behavior during the actual offer negotiation may in itself strengthen your commitment to bring that individual aboard or cast doubt on the person’s ultimate suitability.

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The Moral (cont.)As in all negotiations and communications,

be open, honest, and put the other person’s needs above your own. You’ll find that in most cases, people will respond in kind and appreciate your honesty and openness – What a great way to begin your new employment relationship!

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Q&A: Questions and Actions

Paul [email protected]

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