BENDIGO REGIONAL HR
NETWORK EVENT JULY 17TH, 2014
Hiring the Best People
Dr. Ken Byrne
Director, SAFESELECT
Some Questions:
True or False? 1. I have worked with a hiring mistake.
2. I have worked for a hiring mistake.
3. I have made a hiring mistake.
4. I am a hiring mistake.
I. Impact of a Selection
Mistake?
II. Cheap Attraction Strategies
1. Create a psychologically rewarding
environment.
2. Why work for you? ( must answer WIFM)
3. Recruit 24/7
Cheap Attraction Strategies
4. Engage your entire staff and customers
5. Email everyone you know
6. Get free publicity
7. Keep in touch with people who leave
Cheap Attraction Strategies
Most importantly:
• Identify and reward your best people
• The best people are free
III. Fundamental Principals Most
Often Overlooked
1. Nothing is more important than hiring.
2. Hiring is always Risk Assessment
IV. TEN COMMON REASONS
FOR
SELECTION MISTAKES
1. Limited recruitment strategies
• You can’t select the best people unless
you’re meeting the best
Ten Common Causes for
Selection Mistakes
2. Lowering standards
• When you're desperate, almost anyone
looks good….
Is almost anyone good enough?
Ten Common Causes for
Selection Mistakes
3. Rushing: businesses tend to hire quickly
and then fire slowly.
This formula should be reversed.
Ten Common Causes for
Selection Mistakes
4. We hire for knowledge, skills or
experience…..
or by
“gut feel”…..e.g., “They seem like a nice
person”.
Ten Common Causes for
Selection Mistakes
Think of someone you’ve worked with…?
Someone you love, who also can be irritating…?
Ten Common Causes for
Selection Mistakes
…..we wish to fire people because of
who they are.
Ten Common Causes for
Selection Mistakes
5. Compassion or desperation win over
obligation.
6. “Surface” Interviews.
7. Having only one interview
8. Limited listening and observation.
Ten Common Causes for
Selection Mistakes 8. Believing the resume/application
9. Casual (or no) reference checking
10. Selecting the wrong boss
#11. The Biggest Mistake
Assuming that people know how to hire
….even without training
V.. PEOPLE WHO MAKE A
DIFFERENCE
Solves Problems Creates Problems
GOLD!
Hire and Look After
Needs Development
FRAUD
High Risk
POISON!
Never Hire
Givers
Takers
Consider Hiring
VI. What Makes Someone
Gold? • Honesty
• They look out for the companies interests
• Flexibility
What Makes Someone Gold?
• They get along with others
• They get the right things done right
• Naturally customer focused
• Strong work ethic
VII. IMPROVING THE INTERVIEW
The objective is to find out....
….who this person really is, not just who
they say they are.
Some Opening Questions
1. How did you decide to apply for this job?
2. What about this job do you think you
would like most?
Some Opening Questions
3. Please describe an achievement you feel
proud of?
4. Describe a tough problem that you
solved successfully?
More Probing Questions
5. Can you describe a time when you felt a
deep sense of satisfaction?
More Probing Questions
6. What do you know will tend to irritate
you?
7. When was the last time you lost your
temper at work?
More Probing Questions
8. Everyone has had times when they feel
they have just been pushed too far…can
you describe a time this happened to you?
About Psychometric Testing
1. They come in all shapes/sizes
2. You get what you pay for
3. No single test will do the job
4. Greater risk – more in-depth testing
5. You want an opinion – not a score
VIII. Five Questions You Must
Answer
1. Can this person learn the job?
2. Will they do the job?
3. Will they fit in?
VIII. Five Questions You Must
Answer
4. Will they stay?
5. Is this an acceptable risk?
IN SUMMARY
1.REMAIN ALERT TO GOOD PEOPLE
2.DO EVERYTHING TO FIND OUT WHO
THE PERSON IS
3.HIRE FOR CHARACTER – TEACH
SKILLS
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