1 / 17

Hiring and Onboarding

Hiring and Onboarding. Recognize, hire and retain the best candidates. The ability to make good decisions regarding people represents one of the last reliable sources of competitive advantage, since very few organizations are good at it. - Peter Drucker. Teaming with Human Resources.

azize
Download Presentation

Hiring and Onboarding

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. Hiring and Onboarding Recognize, hire and retain the best candidates

  2. The ability to make good decisions regarding people represents one of the last reliable sources of competitive advantage, since very few organizations are good at it. - Peter Drucker

  3. Teaming with Human Resources • Review job description /job posting • Does it need to be updated? • Does it clearly define: • Position • Requirements

  4. The Resumes • Does candidate meet minimum requirements • Does candidate have customer service experience • Are there any red flags on resume • Gaps in dates of employment • Job hopper (changes jobs every one to two years) • Has only relatives as references

  5. Let’s have some fun looking at Resumes…

  6. The Interview

  7. The Behavioral Interview • Past experience indicator of future performance • Ask candidate for examples of specific performance behaviors: • Tell me about a time when Train staff for behavioral interviewing if they will be part of the interview process (peer interviewing)

  8. Benefits of Behavioral Interviewing The toughest decisions in organizations are people decisions – hiring, firing, promotion, etc. These are the decisions that receive the least attention and are the hardest to “unmake”. - Peter Drucker

  9. Step 2: Conducting the Interview Develop Rapport Ask questions Describe job Invite questions Close

  10. Scenario-Sample Questions • Tell me about how (you handled your busiest day at the last place you worked.) • Tell me about a time when • Give me an example when.. • Describe a time when You talk 20% Applicant talks 80%

  11. Evaluator Errors TRAPS: • First impressions • Contrast • “Similar to me” • Misinterpretation of nonverbal clues • “Halo” effect • “Horns” effect

  12. Behavioral Interviewing It takes a wise person to discover a wise person. - Diogenes Laertius, c. 200-250

  13. Onboarding • Goal is to have everything ready for new staff member to make them feel welcome and a member of the organization from day one. • Create Checklist • Access • Phone number • Directory listing • Keys • Welcome letter • Start date • Where to go • Schedule

  14. Onboarding • Goal: Become and feel like a functional member of the • Organization • Department • Team • Orientation • Organization • Department specific • Training schedule • Welcome card signed by team members

  15. Onboarding Goal: • increase retention and reduce the turnover that occurs within the new employee’s first year of employment. • 30 day employee check in • 60 day employee check in • 90 day employee check

  16. Retention • Provide feedback • Positive • Constructive • Timely • Communicate • Be visible • Be fair and consistent

  17. Success

More Related