Strategic Hiring & Strategic Hiring & RetentionRetention

INTERVIEW GUIDEBOOKINTERVIEW GUIDEBOOK

Presented by:

Araceli Martin

Human Resources Generalist

Staffing FlowchartStaffing FlowchartStaffing Need is identified by

Supervisor

Hiring Manager send Staffing Communication Packet to HR

Staffing Communication Packet

Received Completed

Staffing Communication Packet is sent back to Hiring Manager

Failure to submit a complete Staffing Communication Packet prolongs approval

for position to be advertised or hired.

Supervisor and CEO discuss the hiring justification, job description,

salary range, start date, etc.

Not Approved, further need for justification or denied

Staffing Communication Packet

Approved – The Go Ahead to Advertise & Hiring given.

Interviewing and Assessing Interviewing and Assessing Job CandidatesJob Candidates

Prepare for the Interview Review relevant documents Identify Core Competencies required for the job Develop Behavior-Based questions Review “Begin the Job Interview” Estimate the time to complete the interview Review the Application for completion ^

Interviewing and Assessing Interviewing and Assessing Job Candidates ContinuedJob Candidates Continued

Begin the Job Interview Build rapport Clarify the purpose Review the interview agenda Describe the job as well as the benefits of working

at EDWARDS LABEL Review applicant’s prior job experiences

Interviewing and Assessing Interviewing and Assessing Job Candidates ContinuedJob Candidates Continued

Collect Data Ask Behavior-Based Questions Probe, check, and clarify Record responses

Interviewing and Assessing Interviewing and Assessing Job Candidates ContinuedJob Candidates Continued

Assess and Select the Candidate Complete individual rating sheets All interviewers meet as a group to discuss

candidates Complete group rating sheet Reach Consensus

Interviewing and Assessing Interviewing and Assessing Job Candidates ContinuedJob Candidates Continued

Conclude the Interview Ask applicant if he or she has any questions, and

respond to them Ask applicant why working at EDWARDS LABEL

would be a good “fit” for him or her Restate the benefits of working at EDWARDS

LABEL Describe next steps, and thank applicant for his or

her time

Prepare for the Prepare for the InterviewInterview

Checklist of Steps

ChecklistChecklist

Review relevant documents on the job applicant. Identify the Core Competencies required for the

specific job position. Develop Behavior-Based Questions, which link

to Core Values and Core Competencies. Review the Behavior-Based Questions in your “Core

Values and Core Competencies Questions” booklet. Select the appropriate questions and develop new ones, and record them on the Interview Worksheets in the Interview Guidebook.

Checklist ContinuedChecklist Continued

Review “Begin the Job Interview” Estimate the time to complete the interview,

and set your pace to meet the available time.

Begin the Job Begin the Job InterviewInterview

Checklist of Steps

ChecklistChecklist

Build rapport with the applicant by welcoming him or her and making an appropriate statement.

Clarify the purpose of the interview Possible statements:

To get to know your background and job qualifications. To help you understand EDWARDS LABEL and the job

positions. To determine if there is a good job “fit”.

Checklist ContinuedChecklist Continued

Review the interview agenda with the applicant.

Describe the job. Describe the benefits of working at

EDWARDS LABEL. Review the applicant’s prior job experiences.

Record the applicant’s responses on the Prior “Job” form.

Prior JobPrior Job

Job Title:______________ Dates:_______

Major Responsibilities:

What did you like most about the job? Why?

What did you like Least? Why?

Collect Data During Collect Data During the Interviewthe Interview

Checklist of Steps

ChecklistChecklist

Ask Behavior-Based questions which are open-ended and specifically focus on past job experiences. Explain to the applicant that you will be asking specific

questions about his or her prior work experiences that directly relate to the Values, skills, and knowledge required for the job. And, you will be taking notes to capture what is said. Probe with additional questions until you have the data you

need to determine if the applicant has demonstrated the Core Values and Core Competencies required for the job.

Check for understanding Clarify areas that are incomplete or confusing.

Checklist ContinuedChecklist Continued

Record the applicant’s responses on the “Interview Worksheets” Sample Probing Questions and Statements What Happened

Describe a specific situation when you used that approach.

Why did you take that approach? Describe the circumstances.

Checklist ContinuedChecklist Continued

Actions Describe specifically what you did. What was your role in the job assignment? What did you do next?

Outcome What was the result? How did your actions influence the results? What did you learn from the project?

Core Values Core Values QuestionsQuestions

For Organizational Fit

The Individual Must Be The Individual Must Be RespectedRespected

1. Provide a specific work example in which you demonstrated respect for another individual(s). What happened? What did you do? What was the outcome of your actions?

2. Describe a work environment in which you feel you are the MOST effective.

3. When were you the most satisfied/dissatisfied in your most recent job position? What about the job position made is satisfying/dissatisfying?

4. How do you like to be recognized and rewarded for a job well done?

The Individual Must Be The Individual Must Be Respected ContinuedRespected Continued

1. If you were working for EDWARDS LABEL and were offered another job paying around the same amount of money, what factors would you consider before making a decision?

The Customer Must Be Given The Best The Customer Must Be Given The Best Possible ServicePossible Service

1. Describe a difficult situation in which you had to handle servicing either an internal or external customer. What was the situation? How did you respond? What was the outcome for the company and the customer?

2. Describe a situation in which your work team provided superior customer service. Specifically, how did you contribute to the success of the project?

The Customer Must Be The Customer Must Be Given The Best Possible Given The Best Possible Service ContinuedService Continued

1. Provide an example in which you were responsible for developing and maintaining ongoing work relationships with others. How did you develop the relationship? Give examples of the approach you took to maintain the relationship.

Excellence and Superior Excellence and Superior Performance Must Be Performance Must Be PursuedPursued

1. What business accomplishment is your greatest source of pride? What obstacles did you have to overcome to make this happen? What would you do differently?

2. Give me an example of a time when someone challenged you to personally do something that you felt was beyond your ability. What was the challenge? How did you respond? What happened?

Excellence and Superior Excellence and Superior Performance Must Be Performance Must Be PursuedPursued

1. What motivates you the most to improve yourself at work? Provide a specific example in the past in which you were motivated to improve. What happened? What motivated you to improve?

2. Describe a work situation in which continuous learning was necessary and important for you to stay effective. What did you do? What happened as a result of your actions?

Excellence and Superior Excellence and Superior Performance Must Be Performance Must Be PursuedPursued

1. Professionally, who is the best person you have worked for, and why? What would he or she tell me was your greatest strength? What would he or she tell me was an area for improvement?

Interview WorksheetInterview Worksheet

Core Value: Behavior-Based

Questions

Interview WorksheetInterview Worksheet

The Individual Must Be Respected:

The Customer Must Be Given The Best Possible Service:

Excellence And Superior Performance Must Be Pursued:

Conclude the Conclude the InterviewInterview

Checklist of Steps

Conclude the InterviewConclude the Interview

Ask the applicant: “What questions do you have?” Ask the applicant to consider why working at

EDWARDS LABEL is a “good fit” for him or her. Allow a few minutes for the applicant’s response.

Review your completed Interview Worksheets while the applicant is thinking, and note any required additional information.

Ask for applicant’s answer. Ask any final questions. Restate the benefits of working at EDWARDS LABEL. Describe next steps, and thank the applicant for his or

her time.

Q & A

Questions & Answers

THE END

Thank you very much.