1. Hiring Right the First Time
October 8, 2013
Presented by: Amanda Ono, Organizational Development Manager
Drake International
For audio, it is recommended you dial in
A copy of the slides + recording will be available post webinar
AUDIO: 1-877-668-4493
Access Code: 661 976 072
Event Password: 1234
WebEx Support: 1-866-863-3910
2. Today’s Agenda
• Step 1: Know Who You Are Looking For
• Step 2: Target Your Ideal Candidate
• Step 3: Pre-Screen The Applicant Flow
• Step 4: Rank Your Applicants
• Step 5: Interview & Evaluate
• Step 6: Match the Top Candidates to the Position
• Step 7: Check for Red Flags
• Step 8: Make the Job Offer
• Step 9: Integrate Hew Hires
• Step 10: Assess Your Recruitment Process
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3. For more information, call 416.216.1067
Free Offer
We’re offering a free 30-minute consultation on how to
improve your internal hiring practices.
Contact Maysa to take advantage of this exclusive offer!
mhawwash@na.drakeintl.com
416.216.1067
4. For more information, call 416.216.1067
Quick Poll
Where is your hiring gap?
a. Realistic Profile: do the candidates who match your
requirements exist in the market?
b. Finding the Right People: from job postings to various
methods of sourcing to outsourcing, are you finding the
right people?
c. Interviewing and Evaluating: do you screen people in
or screen people “out”?
d. Integrating and On-boarding: are your employees
accelerating once hired?
5. For more information, call 416.216.1067
Reality Check: Hiring ROI
• How do you invest in your human capital?
– 50-70% of operating costs are spent on human capital
(hiring, on-boarding, salary, benefits, etc.).
• How do you measure cost per hire?
– Recruitment, selection, interviewing?
• How do you measure performance or return on your
employees?
– Revenue-generation, cost-savings, time-savings?
• How do you measure cost of turn-over?
6. Reality Check: Hiring ROI
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Cost of Turnover Calculator (Drake International website)
$36,000 Base Salary $72,000 Base Salary
1
5
20
= $12, 212 =$17,248
= $61,060 =$97,620
=$244,240 =$390,480
7. Step 1: Know Who You Are Looking For
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Knowledge
Do they know how to
do it?
Skills
Do they have a track
record/experience of
doing it?
Attitude
Do they have the right
“fit” , attitude and
motivation for your
company?
8. Step 1: Know Who You Are Looking For
• Consult with Hiring Managers
– Feedback loop between HR and Hiring Managers
• Consult the Market
– Salary Surveys
– Your Competitors
• Understand the Core Competencies (K, S, A):
– What makes an employee a “top performer”?
– What makes an employee a “low performer”?
What would be the value in replicating your top
performers?
9. Step 1: Know Who You Are Looking For
• Consult with Hiring Managers
– Feedback loop between HR and Hiring Managers
• Consult the Market
– Salary Surveys
– Your Competitors
• Understand the Core Competencies (K, S, A):
– What makes an employee a “top performer”?
– What makes an employee a “low performer”?
What would be the value in replicating your top
performers?
11. Step 1: Profiling Attitude
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Attitude impacts productivity of the individual; cohesiveness
of the team…and retention of your customers!
• 89% of new hires fail for attitudinal reasons.
• Technical skills can be tested, attitude is demonstrated.
• Tips:
– Step 2: profile “attitude” when attracting candidates.
– Step 5: when interviewing, focus on behaviour-based
questions (initiative, conscientiousness) and
VALUES-based recruitment
12. Step 2: Target Your Ideal Candidate
Your Corporate Brand Differentiator: why do people want
to work for your company?
• The Applicant Search Process: top 3-5 selling features
(professional development, work environment, work-life
balance).
• Writing the Ad: focus on the WHIFM and selling
features of the company – use the AIDA principle!
• Strategic Targeting: non-active, high potential
candidates, diversify avenues, social media, recruitment
partners.
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13. Step 3: Pre-Screen the Applicant Flow
• Applicant Resume Pre-qualifying
• Applicant Tracking Systems
• Pre-qualifying Questionnaires
– Emphasis on core competencies
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Are you doing “quality assurance” on your
candidate pool or do you have a resu-MESS?
15. Step 5: Interview & Evaluate Your Candidates
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“It takes 20 years to build a reputation, and five
minutes to ruin it. If you think about that, you’ll do
things differently.” - Warren Buffet
16. Step 5: Interview & Evaluate Your Candidates
• Focus on building the
relationship and mutual fit.
• Interrogative or
intimidating interview
methods are an outdated
strategy.
• Interview questions should
be linked to the job and the
company.
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17. Step 5: Interview & Evaluate Your Candidates
Behavioural-Description Interviews
• S: The situation in which the candidate was involved
• T: The task(s) that the candidate was completing or
attempting to complete
• A: actions taken by the candidate to complete the task
• R: results of the action taken
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18. Step 6: Match the Top Candidates
to the Position
• Explore the gaps by asking specific questions that will
determine if the candidate is able to make changes by
“flexing” up or down as required to be successful.
• Second interview or team interview is all about “fit” and
checking gaps.
• Focus on attitude and potential rather than just check-
boxes!
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19. Step 7: Check for Red Flags
Avoid the ‘Mis-Hire’ and Counterfeit Candidates!
Reference Checking Tips:
1. Obtain permission
2. Be mindful of legislation (Human Rights, Privacy)
3. Plan your questions in advance
4. Include additional background checks as needed:
– Criminal
– Credit
– Education verification
– Social media check (LinkedIn)
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20. Step 8: Make the Job Offer
• Verbal AND written offer
• Communicate how the offer will be presented (email,
hard copy, etc.)
• Make applicable parties available for clarification of your
employment contract
• Give employees a minimum of 48-72 hours to review
and consult with a lawyer (as needed)
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21. Step 9: Integrate New Hires
“87% of people who leave their organization or their team
do so because of personality conflicts, not capability.”
- Dr. Kurt Einstein
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• Orientation: where do I start?
– Who’s who, introduction to company, introduction to
policies (health and safety, corporate)
• On-boarding: how do I get there?
– Training: systems, “how to”
– Integrating: team members and management
22. Step 10: Assess Your Recruitment Process
• Are they fitting into the company culture?
• Have they integrated into their team successfully?
• Have they eased into their role quickly and efficiently?
• Are they productive and contributing at a high level?
• How are you measuring success?
– Revenue increases or decreases?
– Interview to hire ratios?
– Turnover rates? Exit interviews?
– Engagement?
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23. Key Take-Aways
• Step 1: Know Who You Are Looking For
• Step 2: Target Your Ideal Candidate
• Step 3: Pre-Screen The Applicant Flow
• Step 4: Rank Your Applicants
• Step 5: Interview & Evaluate
• Step 6: Match the Top Candidates to the Position
• Step 7: Check for Red Flags
• Step 8: Make the Job Offer
• Step 9: Integrate Hew Hires
• Step 10: Assess Your Recruitment Process
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25. For more information, call 416.216.1067
Upcoming Webinar
Register @
https://drakeintl.webex.com/
Oct 9, 12pm EDT
Employee Onboarding and
Orientation
Presented by: Maysa Hawwash
National Manager for Talent
Management Solutions, Drake
International
26. Thank You For Attending
For questions, please contact Maysa Hawwash
National Manager for Talent Management Solutions
mhawwash@na.drakeintl.com
416.216.1067
