BWFR " Its Time for HR" -P&P Ana Ber - 8/2015 - Bucharest - Romania

HIRING RIGHT:Build a hiring strategy in line with the company’s present and future goals

by Ana Ber, Managing Partner Dr. Pendl & Dr. Piswanger Romania, member of InterSearch

P&P - THE POWER OF PEOPLE 2

About Dr. Pendl & Dr.Piswanger

P&P Romania is the Romanian office partner of P&P Group and InterSearch Organization, present

on the Romanian market since 1997, offering full HR consultancy services with focus on Executive

Search and related services such assessments and talent pool development centres. In addition

to our core executive search business P&P has a strong background in HR consultancy and soft-skills

training areas.

Dr. Pendl & Dr.Piswanger established in Vienna in 1980,

is recognized today as a leading HR Consultancy in CEE,

operating out of 22 own offices in 15 countries.

P&P is also a shareholder of InterSearch Worldwide (IS),

a global network of Retained Executive Search Practices,

present in more than 60 countries.


MOST IMPORTANT QUESTIONS TO ASK BEFORE HIRING RIGHT

WHY

WHEN

WHAT

WHOM

WHERE

HOW


WHY

Hiring to your business strategy is paramount to ensuring that you’re

not only hiring the best available talent – but you’re hiring the best

available talent with the desired experience and competencies, to meet

both current and future needs of the organization.

The future success of your company depends on it.

P&P - THE POWER OF PEOPLE

Hiring right is important

95% of hiring managers

indicated that hiring is number

one or number two in their

order of importance

Yet, they spend only 10% to

15% of their time on the

preparations

Preparation

Sourcing

Selection

5


To get there…

Successful hiring involves doing

the homework

Identify how top people look for

jobs

Plan steps systematically and

with intent so the selection,

interview, assessment processes

flows with ease

Preparation

Sourcing

Selection

6


WHEN

First ask Yourself these 5 questions:

1. Do I understand the shift that my company needs to make in order

to remain competitive?

2. Do I know the jobs that drive time to value in my company?

3. Do I know what mindset and capabilities are required?

4. Are our work models and people practices robust enough to

attract and retain the talent we need to be competitive?

5. Am I doing what is needed to ensure that our Talent Strategy is

connected to our Business Strategy?


WHEN

Plan in advance, avoid „fire fighting“The projection of future openings provides organizations with the time needed to plan and

implement recruitment strategies so that they do not fall prey to the "must-hire-by-last-

week" syndrome. The plan should answer at least the following questions:

Are any newly budgeted positions opening soon?

Is a contract under negotiation that may result in the need for additional hires?

What is the amount of expected turnover in the next several months?

Before you hire, show yourself the money

Before you hire, identify the real need


WHAT

Start with the end in mind

• Define superior performance - Build a PERFORMANCE PROFILE

(Performance Based Job Description)Describes the desired results, the process to be used to achieve the results, and the environment/culture in which it happens

• Define the JOB – not the PERSON - Separate the job from the person

Allows for a more objective appraisal of true competencyScreening accuracy increasesCan be used for recruiting, employment development, and annual evaluations

• Focus on the doing – not on the havingSkills alone will not predict success in a positionSuccess is determined by what the person does with his/her skills


PERFORMANCE PROFILE?

Initiative, drive, talent, leadership,

management, team skills, decision making,

focus, results, intelligence, skills, vision

Honesty, commitment, integrity,

responsibility, goal orientation

Attitude, warmth, style, pace, affability,

poise, social confidence, presence, dress

10

Performance(Doing the Job)

+

Character(Doing the Job Right)

+

Personality(Working with the Team)

“HIRING RIGHT” Formula


WHERE

Using internal or external resources for recruiting?

Internal – when• avoid the cost of a recruitment firm’s fees

• intimate knowledge of own company and

its culture, direction and needs

• in situations where there is a large talent

pool of suitable candidates to hire from the

specialism is an asset

External – when• confidentiality

• larger pool of candidates and industry

knowledge

• extensive networks to call upon, able to

quickly identify the top candidates

regardless of whether they are openly

looking to move on or not

• candidate be willing to pay more

attention to the external recruiter’s call (if

the reputation is strong) since they may

offer different opportunities


WHAT & HOW

Performance Profile Definition

Write JOB ADS that compel the BEST to apply

Performance-based Structured Interview


HOW Focus on DO the JOB vs GET the JOB

13

The accuracy of the hiring decision

depends directly on whether a

candidate is being measured on

their ability to get the job or on

their ability to do the job…


TRADITIONAL Job Description vs

PERFORMANCE PROFILEPERSON Description

A typical job description lists a catalog of

required skills, experiences, academic

degrees, and personality traits

Skills – Experience

Academics

Industry

Duties & Responsibilities

Competencies

Behaviors & Traits

HAVING

14

JOB DescriptionA typical job, on the other hand, boils down

to five or six performance objectives that

ultimately measure an employee’s success.

Build a team

Improve a process

Design a product

Negotiate x deals

Implement a system

DOING


JOB ADS that compel the BEST to apply

15

Traditional JOB Ad

Tele-Sales ManagerThe sales manager for our financial services unit

is responsible for managing a team of six tele-

sales people for the southeast region.

At least 3-5years experience in the sale of

financial instruments, plus at least two years in a

sales supervisory role is essential.

A B.S. degree is required.

Compensation package is commensurate with

experience.

No calls taken. Send resume to [email protected]

Performance Based JOB Ad

The Artful Sales Manager

Our financial services unit is launching a great new

competitive line.

If you can build and train a team of tele-sales

wizards, you'll be looking at your

best years ever!

We' re putting the resources behind this product line

expansion and need a leader who can take us to the

next level.

If you want to leverage your abilities and

compensation, send in your resume with an example

of your greatest sales management accomplishment.

mailto:[email protected]


JOB ADS that compel the BEST to apply

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In order to attract best candidates we need to build description’ roles that

focus on the doing, what the person will do on the job, and the

becoming, what the person will become by taking this job.

Let’s try an example…


HOW

OBJECTIVE Decision

EMOTIONAL Decision

Performance(Ability to DO the Job)

Character(Honesty, Integrity, Responsibility)

Personality & Cultural Fit(Affability, Attitude, Appearance, Confidence)

TOP DOWN Approach


HOW

Delaying decisions by 30 minutes can eliminate 50% of hiring mistakes

First impressions are based on emotions, biases, chemistry, personality and stereotyping.

Staying objective is hard work!

YES – we “like the candidate”, are relaxed & comfortable and tend to:

Ignore negatives Maximize positives Globalize strengths

Stop listening Start selling

NO – we “dislike the candidate”, are bored, uncomfortable and tend to:

• Ignore positives• Maximize negatives

• Globalize weaknesses• Stop listening

• Undersell the job


HOW

Staying Objective & Keeping a High Professional Level• Recognize your emotional state

• 10 - 20 minute phone pre - interview

• Don’t start the interview right away, set the frame first

• Use a preplanned structured interview

• Measure 1st impressions after 30 minutes

• Change your frame of reference

• Listen 4x more than you talk

• Treat the candidate as a consultant

• Talk about real work


WHOM

GETTING the JOB

Avoid 4A’s Trap (affective, affable, assertive, available)

DOING the JOBHelps avoiding errors in hiring


HOW

Next Speaker will introduce you in the secret world of

INTERVIEWING for HIRING RIGHT.


HOW

After the entire defining, sourcing, recruiting and selecting process

is done, before making the hiring decision, ask yourself this final

question:

“IS THIS CANDIDATE A 300% FIT?”100% per role?

100% per team?

100% per culture?


HOW

If the answer is close to 300%,

CONGRATULATIONS!

And THANK YOU for HIRING RIGHT.


THANK YOU

QUESTIONS?

Ana BerManaging PartnerDr. Pendl & Dr. Piswanger Romania17 Nicolae Golescu, 1st floor, Bucharest, 010285Tel / Fax: +40 21 323 01 71 / 80Mobil: +40 722 223 033E-mail: [email protected]: www.ppromania.ro

mailto:[email protected]

http://www.ppromania.ro/

BWFR " Its Time for HR" -P&P Ana Ber - 8/2015 - Bucharest - Romania

Economy & Finance

Transcript of BWFR " Its Time for HR" -P&P Ana Ber - 8/2015 - Bucharest - Romania