How To Identify the Right Candidate and Leave a Great Impression
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Transcript of How To Identify the Right Candidate and Leave a Great Impression
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NAILING THE INTERVIEWHow to Identify the Right
Candidate and Leave a Great Impression
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Ben LoveGrassroots IT
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Follow me @paul_slezak.
About today’s presenterPaul Slezak, Cofounder – RecruitLoop
“ I've been a hands on recruiter, manager, trainer, coach, mentor, and regular speaker for the recruitment industry for nearly 20 years.”
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WHY IS IT OFTEN THE MOST POORLY RUN?
When the face-to-face interview is one of the most
important parts of the recruitment process,
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WHAT’S IN STORE?
Deciding what type of interview you plan to run
How to make your candidate feel comfortable
How to extract all the essential information within an
hourConsidering motivation and cultural fit
How to follow up effectively
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One of the most overused phrases in businesses today is that “our people are our
greatest asset”.So why is the interview process often
the first area to suffer?
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YOUR ONE CHANCE TO MAKEA LASTING FIRST IMPRESSION.
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You can’t walk in unprepared and expect to run a professional interview
Defining success from the outset
PREPARE FOR THE INTERVIEW IN LESS THAN 15 MINUTES.
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WHAT TYPE OF INTERVIEWDO YOU PLAN TO RUN?
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How to make your candidate feel comfortable
THE FIRST 5 MINUTES -
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THE BODY OF THE INTERVIEW
Extracting all the essential
information
Identifying the ‘diamond in the rough’
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YOU HAVE 2 EARS AND 1 MOUTH FOR A REASON.
Ask open ended questions.
Avoid asking leading questions.
Don’t ask multiple questions.
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HOW DO YOU DISTINGUISH BETWEEN
A CANDIDATE’S SKILLS AND COMPETENCIES?
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The best way to determine how a candidate will perform in your role is to
ASK QUESTIONS AROUND HOW THEY PERFORMED A SIMILAR ROLE IN THE PAST.
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S.T.A.R.
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S - Situation
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T - Task
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A - Action
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R - Result
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CONTROL YOUR EMOTIONS.WAIT 30 MINUTES.
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THE 5 ESSENTIAL QUESTIONSYOU MUST ASK.
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Why are you really sitting in front of me today?1
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What are you ideally looking for in your next position?2
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What salary are you on now?3
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Who else is involved in your decision making process?4
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How will your manager react when you resign?5
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Considering motivation and cultural fit.
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Closing the interview and
providing candidate feedback.
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IN SUMMARY
Structured Interview
Competency Based Questioning
Results Focused Assessment
Interview Bias Eliminated
Process Explained
Timely Feedback
S
C
R
I
P
T
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Q&A
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