Hiring the Right People, the Right Way

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Hiring the Right People, the Right Way

• Jean Cullinane
• Marriott Druids Glen Hotel
• Wednesday 12th March 2008

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Top Recruitment Tips for SMEs
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Top Ten Tips!

• Be clear about why you need to hire and know the
  law
• Get the Job Description right
• Be wise when you advertise
• Screen, shortlist and test to find the best!
• Have a gender balanced panel and take notes
• Ask the right questions and assess fairly
• Probe to get answers with depth
• Sell your organisation its a two-way process
• Tell them what youll do and then follow through!
• Set them up for success!

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Tip 1 Be Clear About Why you Need to Hire

• Than these

• Some employers put more thought into buying
  these

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Ask Yourself

• Why do we need to hire?
• What is the cost/benefit of hiring?
• What would happen if we didnt hire?
• What alternative approaches could we take?
• Realistically how long will the recruitment
  process take?
• In what way will the new person add real value?
• What long-term potential should the person have?
• Overall, what are the advantages and
  disadvantages of hiring right now?

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Tip 2 Get the Job Description Right

• The Job Description is the foundation for
• Recruitment advertising, interviewing and
  contract preparation
• Induction
• Managing performance
• Training and development
• Reviewing organisation roles and responsibilities

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Compiling the Job Description

• Analyse the job
• Interview job holders involve the team
• Observe your star performers
• Get a clear picture of what the job entails and
  the ideal person you need in order to do it
  brilliantly.

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Job Description

• Job Specification
• Reporting to
• Key duties and responsibilities
• Competencies (knowledge, skills, behaviours)
• Linkages with other jobs

• Person Specification
• Educational standards
• Work experience
• Special aptitudes
• Personal characteristics
• Special circumstances

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Tip 3 Be Wise When You Advertise

• Can you recruit internally? By word of mouth?
  Through an agency?
• Have you any applications on file?
• Are you sure that your advertising is equality
  proofed?
• Is the form of advertising suitable for your
  target group?
• How will you screen and shortlist?

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Tip 4 Screen, Shortlist and Test to Find the
Best!

• Use an application form
• Make the application process as straightforward
  as you can
• Agree screening criteria in advance and keep a
  record of your decisions
• Use aptitude and personality tests if appropriate
• Practical tests can be highly effective if
  correctly and fairly conducted

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Tip 5 Have a Gender Balanced Panel and Take
Notes

• Never interview alone
• If possible have at least one male and one female
  on the panel
• Compile your questions in advance
• Agree who will ask what
• Take careful notes on a standardised form or
  interview chart
• Be aware of questions that you can and cannot ask
  and brief everyone involved

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Tip 6 Ask the Right Questions and Assess Fairly

• Types of Questions
• Open
• Closed
• Cross-checking
• Probing
• Example seeking
• Situational (STAR)
• Scale of 1-10
• Motivational
• Silence!

• The Danger Zone
• Leading questions
• Multiple questions
• Ambiguous questions
• Questions which contravene the EEA

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Tip 7 Probe to get Answers with Depth

• Tell me about your experience of .
• Describe a situation when you
• Give me an example of
• How would you
• What motivates you to
• Show me how you would
• Why, when, what, how, which, where, how many, how
  often?

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The Motivation Game(paired exercise)

• What do you want in your work? Get a list of at
  least 3
• Why is that important to you? Probe each one in
  turn
• How do you know if you have done a good job?
• Write down the answers

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Answers to Motivation Game

• Q2 Why its important? shows whether the
  person moves towards the work (challenge,
  achieve, gain, get, win)or towards own goals
  (good conditions, lifestyle, security)
• Q3 How do you know if you have done a good
  job? shows you whether the person knows within
  themselves or likes to be told by others or told
  by facts and figures

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Making your Decision

• Assess everyone against the same criteria
• Ensure that your assessment is fair and unbiased
• Record your ratings of each candidate on a rating
  chart
• Show clearly how you reached your decision
• Retain all interview notes and documentation for
  a minimum of one year

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Tip 8 Sell Your Organisation Its a Two-way
Process

• People want to work for the best companies to
  work for.
• You dont have to be big to be brilliant!
• Remember, when you advertise a job you showcase
  your company.

Portable Skills
ETP
Experience
Flexibility
Lifestyle choice
Respect and Dignity
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TIP 9 Tell them what you will do.and then
follow through!

• Exhibit the values that your company espouses
• Honour your time commitments
• Demonstrate best practice when the new person
  starts the first month is particularly critical!

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Tip 10 Set Them up for Success

• Manage the induction process
• Understand what motivates the person
• Issue the contract and ensure Terms and
  Conditions are fully understood
• Work through the Job Description and agree
  standards for the next 6 months
• Demonstrate what excellent performance looks like

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Hire to Win!