CEDIA

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STRATEGIC MANAGEMENT FORUM
Effective Employee Recruitment and Selection
Skills
Facilitator Gigi Dryer Sonance
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Objective

• Effective Recruitment and Selection Strategies
• Identify, differentiate and hire employees
• How to recruit and select the right person for
  the job
• Behavior-based interviewing techniques
• Learn from each other and have fun!

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Question

• What is your biggest
• Recruitment challenge?

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Hiring Priority

• If we weren't still hiring great people and
  pushing ahead at full speed, it would be easy to
  fall behind and become a mediocre company.
• Bill Gates

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Cost of employee turnover

• Costs include everything from running an ad to
  screening
• and interviewing the candidates. In addition, you
  need to
• include the time and money spent to train these
  new
• people.

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Group Activity

• Lost Productivity
• Recruiting Costs
• Screening Costs
• Interviewing Costs
• Testing Costs
• Evaluating Costs
• Training Costs
• Reduced Efficiency Costs
• Other Employee-costs
• Total Cost Total Time Invested

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Recruitment and Selection Process

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Step 1

• Agree on the vacancy, understand the job, write a
  job description
• Can Do?
• Will Do?
• Fit?
• Who will you go to understand what the job
  entails? The organization, the supervisor or the
  incumbent?

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Step 1 Cont.

• Analyze the job - Write a job description
• A job description should include
• Exempt/Non Exempt Status
• Statement
• Summary
• Purpose
• Key Responsibilities
• Typical Activities
• Key Success Traits
• See Appendix A

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Step 2

• ATTRACT CANDIDATES
• Internal Searches
• Placement Services
• Referral Programs
• Third Party Recruiters
• Internet
• Advertise

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Step 3

• Sort candidates screen for aptitude (preliminary
  interviews, testing, qualifications, etc.)
• Resume Screening
• Phone Interviewing
• Testing

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Step 4. Interview

• The best predictor of future performance is past
  behavior
• Four types of questions
• Rapport-Building
• Open-Ended Questions
• Probing-Questions
• Non-Question Questions

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Conducting the Interview

• 1. Establish Rapport with The Candidate
• 2. Ask Questions about Past Job Performance
  (Allow for Silence)
• Probe to Clarify Understanding
• Tell me about a time.....
• Describe a situation.....
• Tell me exactly how you........
• It will help me if you can describe in detail how
  you......
• Allow The Candidate to ask Questions
• 4. Close The Interview

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Questions NOT to ask

• Do NOT ask questions regarding
• Age
• Marital Status
• Ethnic Origin
• Religious Preference
• Sexual Preference
• Disabilities

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Step 5

• Selection
• (Dont forget Reference and Background Checking)
• Job Offer
• Introduce the new recruit to the organization