You Never Get a Second Chance To Make a First Impression · 2016-08-30 · • There’s very li>le...
Transcript of You Never Get a Second Chance To Make a First Impression · 2016-08-30 · • There’s very li>le...
“YouNeverGetaSecondChanceToMakeaFirstImpression”
• Screencandidatesforaculturalfitwiththeemployer
• Compareandcontrastvariousin-personinterviewstyles
• Givecandidateswhattheyneedto“ace”theirinterview
• There’sveryli>leintheplacementprocessthatwecancontrol.
• Onanygivendayeitherpartycanhaveabadday.Doyourbesttopreparebothsidesaswellasyoucan.
• “Younevergetasecondchancetomakeafirstimpression”and“Bethebest“you”youknowhowtobe.”
• Let’slookatwhereour“valueadd”isintheinterviewprocess.
! TakeagreatjoborderandaGREATcandidateinterview/datasheet! Youcan’tprepareacandidateforajobifyoudon’tknowwhattheclientisREALLYlookingfor.
! Speakwiththehiringmanager
! Restoftheteam! Whatisthehiringmanagertryingtoaccomplish?
! Whatchallengeswillthispersoncomingintothejobface?! Whatisthe“corporateculture”?
• CandidateDatasheet– Howmuchdoyoureallyneedtoknowaboutyourcandidateandwhytheyareinterviewing?
– Allpeoplehavepa>ernsofbehavior.Youcanpredictsomeone’sbehaviorinaninterview.• Gothroughpreviousjobchanges• Askthe“magicwand”quesPon
• Ifthere’sonethingyouwouldgiveawayorchange?
• PhoneInterview– Thegoalofaphoneinterviewistogetaninpersoninterview.
– Themanagerislisteningforculturefit.– Peopledon’tgethiredtodoadifferentjob.– Theymustexpressinterestinthecompanyandopportunityandknowsomethingaboutthecompany.
– DoreferencechecksPRIORtoaninpersoninterview.
• Howlonghaveyouknownthecandidate?• WhatwasyourrelaPonshipwiththecandidate?
• Whatwasthecandidate’smainroleandresponsibiliPes?• Tellmeaboutthiscandidate’sperformanceparPcularlycomparedtootheremployeesattheirlevelorotherswhohavedonethisposiPonbefore?
• Whatdoyouconsidertobethecandidate’stechnicalstrengths?• Understandingthatnobody’sperfect,wheredoyouseeroomforimprovement?
• WhydoyouthinkthecandidateislookingtomakeajobchangeatthisPme?• Doyouthinkthecandidatepreferstosingle-taskormulP-task?Why?
• Doyouthinkthecandidatewouldprefertobeanindividualcontributororpartofateam?• Howdoesthecandidatehandlestress?
• Howdoesthecandidateaccept/dealwithcriPcism?• Tellmeaboutthecandidate’sprocesswhentheyreceivedirecPon.
• HowdotheyhandledirecPonthattheydon’tagreewith.• DoyouseeleadershipqualiPes?❑Yes ❑NoExample?
• TellmeaboutaPmethatthecandidatehadtotakeownershipofsomethingthatwasnotgoingasplanned.• Tellmeabouthowthecandidateinteractswithpeopleatalldifferentlevels?
• DoesthecandidateeverdooralpresentaPons?TellmeabouttheiroralcommunicaPonskills.• Haveyoureviewedanywri>enreportsordocuments?Tellmeabouttheirwri>encommunicaPonskills.
• Tellmesomethingspecificthatthecandidatehasdonetomakeorsavethecompanymoney?• Howwouldyoudescribethecandidate’spersonalityonadaytodaybasis?
• Whatkindoffirstimpressiondoesthecandidatemake?Iswhatyouseewhatyouget?
• Wouldyouwanttorehire/workwiththiscandidateagainiftheopportunitypresenteditself?❑Yes❑NoWhy/Whynot?• DescribetheposiPonWhitakerhasinmind.Commentsonfit.Concerns?
• Iftherewereonepieceofadvicethatyouwouldgivetothecandidate’sprospecPvemanager,whatwoulditbe?• MaywesharethisinformaPonwithourclient?❑Yes ❑No
• MayourclientcontactyoudirectlyiftheyhaveanyaddiPonalquesPons?❑Yes ❑No• IsthereanythingyouwouldliketodiscussthatweleYout?❑Yes
• InPersonInterview– Peopleonlygethiredtomakeorsavemoneyoraddvaluetoacompany.– Goalofaninpersoninterviewistogetanoffer.
• Knowexpecteddresscodeinadvance• Knowtheinterviewschedule(Pming)• Knowtheinterviewagenda–Who• FeedbackfromtheTelephoneinterview• ReviewjoborderinformaPon• Review“corporateculture”• Oneononeor“team”panelinterview• LunchordinnermeePngs• Askforanoffer!!!• Ifreloisinvolved…
• Behavior-basedInterviewing– Culture/Behaviorfit– Discussskillsandaccomplishmentsinawaythatisconsistentwiththeculture
– DoNOTdiscountroleofHR
• FORMS– PhoneInterviewPrepDocument– ReferenceCheckForm– InPersonInterviewPrepDocument– BehaviorBasedWorksheet