Advanced Interviewing

Cast Your Vote

What is the number one hiring mistake companies make?

IMPACT Hiring Solutions

The SUCCESS FACTOR

METHODOLOGY

www.bradremillard.com

Today you will discoverToday you will discover• The # 1 hiring mistake• Why interviewing fails• How to increase hiring accuracy• The 5 core question to always ask• 6 words that eliminate embellishing• The most critical shift in interviewing• Additional FREE resources

What’s In It For You

Research Project

10 Biggest Hiring Mistakes*10 Biggest Hiring Mistakes* Contacted 134 companies

*Complete research project available at www.impacthiringsolutions.com

Research Project

10 Biggest Hiring Mistakes10 Biggest Hiring Mistakes Reviewed 225 different positions

Second Biggest Hiring Mistake

InterviewingInterviewing• Ask same questions• Learn from those who hired us• Lack of any formal training• Questions not aligned with our job• Poor predicator of on job performance

Why are interviews poor predictors?

Problems in InterviewingProblems in Interviewing

1. The power of 1st impressions2. No relevance to on-the-job performance3. Poor criteria being used to base questions4. Embellishment and exaggeration5. Desperation hiring6. Flawed hiring process7. Inadequate time allotted8. Untrained interviewers

#1Biggest Hiring Mistake

#1 Job Descriptions#1 Job Descriptions

• Misleading from real job• Miss good candidates• Doesn’t define success

#1 Biggest Hiring Mistake

Job DescriptionsJob Descriptions• Lead to vague interviewing questions• Can’t ask probing questions

#1 Biggest Hiring Mistake

Job DescriptionsJob Descriptions•

• Define least qualified• Minimum standards• Attract poor performers

Traditional Job Descriptions

• Minimum years • Minimum education• Minimum skills/knowledge• Minimum experiences• Duties/tasks and responsibilities• GIPS/GAWE – vague terms• Other duties as assigned

Define Minimum Level CandidatesDefine Minimum Level Candidates

Traditional Job Descriptions

Define Minimum Level CandidatesDefine Minimum Level Candidates

• Least qualified show upLeast qualified show up

• Interviewing will just validate Interviewing will just validate they are the least qualifiedthey are the least qualified

• Leads to crapshoot hiringLeads to crapshoot hiring

Preparing For A Great Interview

The Crapshoot Hiring Method vs.Success Factor Snapshot

Success Factor Snapshot• Increase sales by 20% and

improve margins by 3% w/in 12 months.

• Build a Rep. Channel in Europe within 90 days.

• Implement sales forecasting and pipeline mgmt. w/in 4 mo.

• Revamp all sales collateral material w/in 6 months.

Director of SalesDirector of Sales Crapshoot Hiring•Industry Experience•BA Technical•Skills and Knowledge•Behaviors/Attitudes•Years of Experience•Minimum Education•Duties/Responsibilities•International Experience


Success Factor Snapshot• Within in 30 days identify key

customers and key contacts. • Within 90 days call on all key

accounts and prepare report on their future needs.

• Within in 6 months have prepared at least 6 RFP’s

• Within 9 months close sales worth at least 1 million.

Regional Sales RepsRegional Sales Reps Crapshoot Hiring• Industry Experience• BA/MBA +• Skills and Knowledge• Behaviors/Attitudes• 5 Years of Experience• Duties/Responsibilities• Strong Selling Skills• Ability to grow


Success Factor Snapshot• 100% open switchboard 8AM sharp• Answer by 2nd ring• 100% visitor safety training • All mail sorted and delivered by 4PM

daily 90% of the time• 85% of the time meet requests for

conference room scheduling• Zero hang ups and maximum 2

minutes on hold w/o re-acknowledging

ReceptionistReceptionist

Crapshoot Hiring• Professional demeanor• High School/GED• 1 year office experience• Behaviors/Attitudes• Good PC skills -Outlook,

Word, Excel• Bilingual is a plus• Duties/responsibilities• Proactive safety awareness

Creating A Great Interview

Time to Vote

What percentage of candidates embellish during the hiring process?

Fight against 1Fight against 1stst impressions impressions• Focus on whether the candidate can achieve

Success Factors• Remain Objective

The Success-based interviewThe Success-based interview• Use pre-structured 5 core questions• Ask for examples and more example

Interviewing – Before The Interview

5 Key Predictive Elements Of A SUCCESS-Based Interview

1. High InitiativeHigh InitiativeSelf-motivation

3. LeadershipLeadership Execution by leveraging through others

4. Past SuccessPast Success Similar in both scope and environment

2. Flawless ExecutionFlawless Execution Gets the job done

5. AdaptabilityAdaptability Can the candidate adapt to your culture

Time to Vote

For most positions how important is it for candidates to have initiative?

The 5 Core Questions

Can they perform & adapt with 5 questions?

The 5 Core Questions#1 - Discover How Much Initiative

High Initiative Give me an example of where you have demonstrated high initiative?

The 5 Core Questions#2 - Do They Get The Job Done Or Whine

ExecutionGive me an example where you executed on a very difficult project?

The 5 Core Questions#3 - Are They A Natural Leader

LeadershipCould you share with me your most significant success in leading a cross-functional team on a major project?

The 5 Core Questions#4 - Align Past Successes With Your Success Factors

Past SuccessOne of our critical SUCCESS FACTORS is _____. Can you describe your most comparable success?

The 5 Core Questions#5 - Put In The Job With “How Would You” Questions

Adaptability/Cultural Fit

How would the implementation of this SUCCESS FACTOR in our environment differ from your current environment?

Magnifying Glass Interviewing Technique

Eliminate embellishment by probingEliminate embellishment by probingExamples, examples and more example

Probe with six words - who, what, when, where, why, how

Keep probing until you’re sure they did it

Probe Deeply With 6 Words

WhoWho•Who was on the team?Who was on the team?•Who was responsible for X?Who was responsible for X?•Who did X when you were busy?Who did X when you were busy?•Who thought of the idea?Who thought of the idea?•Who set the goals?Who set the goals?•Who did you report to?Who did you report to?•Who did you rely on for support?Who did you rely on for support?


WhatWhat•What was your specific role?What was your specific role?•What kept you up at night?What kept you up at night?•What was the goal when you started?What was the goal when you started?•What were the 2 biggest obstacles?What were the 2 biggest obstacles?•What would you do different now?What would you do different now?•What was the timeframe to get this done?What was the timeframe to get this done?•What did you learn from this?What did you learn from this?•What was the budget for the project?What was the budget for the project?


WhenWhen•When did you do this?When did you do this?•When did you complete it?When did you complete it?•When a conflict arose what did you do When a conflict arose what did you do to solve it?to solve it?•When two people didn’t agree on the When two people didn’t agree on the goal how did you deal with it?goal how did you deal with it?


WhereWhere•Where did this happen?Where did this happen?•Where were you?Where were you?•Where did the idea come from?Where did the idea come from?•Where was the team located?Where was the team located?•Where is your staff?Where is your staff?


WhyWhy•Why was this important?Why was this important?•Why did you do X instead of Y?Why did you do X instead of Y?•Why did you select A over B?Why did you select A over B?•Why did you give up and not try again?Why did you give up and not try again?•Why do you consider this project Why do you consider this project important?important?•Why does this job meet your criteria?Why does this job meet your criteria?


HowHow•How did you overcome X?How did you overcome X?•How critical to the project’s How critical to the project’s success was your role?success was your role?•How did you get people not How did you get people not reporting to you to help out?reporting to you to help out?•How many steps in the process How many steps in the process were you responsible for?were you responsible for?•How did you determine X was a How did you determine X was a better way to proceed than Y?better way to proceed than Y?

The Most Critical Interviewing Shift

At some point interviewing must shiftAt some point interviewing must shift

FromHow have you . . ?

To

How will you . . . ?

Questions

Putting Candidates In the Job

Ask “How will you” questionsAsk “How will you” questions• How will you do X (Success

Factor) when you come on board?

• What will your first 90 day plan include?

• How will you evaluate your new staff?

• When on-board if X happens how will you proceed?

• From your plan, why will you do X instead of Y?

• How will you accomplish X in our culture?

Additional Free Tools & Resources

WWW.BRADREMILLARD.COM

52 Hiring Tips – FAQs Answered You’re NOT The Person I Hired – eBook Hiring Methodology Assessment Scorecard Calculate The True Costs Of A Bad Hire Cultural Assessment – What is your culture?

What You Learned Today

Summary of key pointsSummary of key points• Train people how to interview• Eliminate traditional job description• Define success in role• Watch for first impressions• Ask for examples• Ask 5 core questions• Probe with who, what, when, where, why, how• Pull “We” off the table – balance with “I”• Shift interviewing questions from “How have you” to

“How would you”

IMPACT Hiring Solutions

The SUCCESS FACTOR

METHODOLOGY

www.bradremillard.com

Advanced Interviewing

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