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Effective Recruiting

Effective Recruiting. April, 2014. The Bridge Consulting Group Team w ith CARR Assessments Kurt Burger Paul Curnow Paula Felchner Bob Gregg. Effective Recruiting. Who is up front? Why am I here? Why are you here? What will we accomplish together?. Effective Recruiting. Importance …

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Effective Recruiting

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  1. Effective Recruiting April, 2014 The Bridge Consulting Group Team with CARR Assessments Kurt Burger Paul Curnow Paula Felchner Bob Gregg

  2. Effective Recruiting • Who is up front? • Why am I here? • Why are you here? • What will we accomplish together?

  3. Effective Recruiting Importance … The ultimate throttle on growth for any great [organization] is not markets, or technology, or competition, or [services]. …one thing above all others is the ability to get and keep the right people. Jim Collins, “Good to Great”

  4. Effective Recruiting Challenges … • Availability of qualified candidates • Time-frame to complete the process • Converging factors

  5. PlansSelection Committee

  6. Selection Committee The basis for the entire process • Top decision makers • Understand the importance of the position to be filled and how it relates to success in the organization • Understand the characteristics required for success • Personal • Experience • Education

  7. FoundationCriteria

  8. Criteria Rating Sheet

  9. The Non-Negotiable The place, importance and prominence of … The Non-Negotiable

  10. The Non-Negotiable Non Negotiable Element The Salvation Army’s Mission Statement To Preach the Gospel of Jesus Christ and To Meet Human Need in His Name Without Discrimination

  11. The Non-Negotiable Non Negotiable Element Community Relations and Development Purpose Statement To Raise Visibility, Volunteers and Monies to Enable the Ministry of The Salvation Army in …

  12. Position Description Creating the Position Description • What is important to your success? • How does this Position “fit” with the Team? • What do you need to have done? • What is being done now? • Are your expectations clearly defined? • How will you define success? • How will the employee know when they are successful?

  13. SalesMarketing

  14. Marketing Where do we look? … • What are the channels to consider? • Print • Internet • Social Media • Ad copy

  15. RoofAssessments

  16. Assessments Determine which assessment[s] to use … • Fundamental – Level 1 • Integrated – Level 2 • Comprehensive – Level 3

  17. StructureInterviews

  18. Interviews What is the process? … • Resumes and Applications handled through Carr Assessments • Chemistry Interview • Face vs Phone • Looking for a “fit” with Position - Team - Donors/Volunteers Salvation Army Officers and Culture

  19. Interviews Interviews • Pre-Interview Assignments • Interview Scenarios • Thinking Skills • Reaction and Interaction Skills • Communication Skills • “Know What I Don’t Know” Skills • Aplomb or A Bomb

  20. Final Interview • Who is in the Room? • Same Initial Questions for All Candidates • Pursue – Probe • Scenarios and Writing Assignments? • Let them talk • Decision • Pray • Complete Selection Criteria for each Candidate • Review and Discuss • Pray some more

  21. Interview questions Interview Questions Based on The Position Description and Selection Criteria • Review the Assessment Reports • Same Initial Questions for all Candidates • Pursue the Obvious and the Obscure

  22. Interview questions Interview Questions Based on The Position Description and Selection Criteria • Due Diligence on Candidates – Connections and References Online/Social Media • Make sure their application and resume match • Room Setting • Who is in the Room for the Interview?

  23. Sample Interview Questions Please explain for me/us your understanding of the Mission of The Salvation Army. [Criteria 1-- Look for clarity of and personal empathy with our Mission. If it’s not there, go through the Mission Statement clearly with the candidate. There can be nomisunderstanding or lack of connection here!] Please explain for me/us your philosophy of fund-development. [Criteria 2 -- If the comments do not include a Spiritual component and the ministry aspect of the position, add …] How does that square with what you understand to be the ministry of major gifts and Biblical imperatives?

  24. Candidate Selection • Review resume and cover letter • Review “chemistry” interview • Review assessment results • Review personal interview results … all against the Criteria Sheet and your understanding of the opportunity

  25. HIRING THE BEST A View From the Top

  26. Hiring The Best If you always do What you always did You’ll always get What you always got

  27. Hiring The Best What I try to determine: 1.) What a Director thinks about 2.) How a Director thinks: • Forward Thinking • Critical Thinking • Comprehensive Thinking • Analytical Thinking • Emotional Thinking • Spiritual Thinking

  28. Hiring The Best What I try to determine 3.) How the Development Director spends his/her time 4.) Who the Development Director spends the time with

  29. Hiring The Best What I look for in a Director • Makes no small plans – thinks big • Is willing to do what he/she fears • Is willing to prepare • Is willing to fail • Is teachable • Has heart • Is other-centered

  30. Hiring The Best As a leader, I ask myself: Do the candidates understand and appreciate the “3 Cs”? • ACCELERATED CHANGE • OVERWHELMING COMPLEXITY • RELENTLESS COMPETITION

  31. Hiring The Best When all is said and done… as a leader, I expect … • GOOD INFORMATION • GOOD THINKING • GOOD REPORTS / FEEDBACK • GOOD RESULTS

  32. Hiring The Best What is the process? … In-person Interviews Looking for a “fit” with Position – Team - Donors/Volunteers Salvation Army Officers and Culture

  33. Final InspectionPre-hiring Issues

  34. Pre-hiring Issues Before making the offer … • Reference checks • Background checks • Credit checks • AAA requirements • Notification of non-successful candidates

  35. Move in and Welcome

  36. Initial work Be prepared … • Insure the physical things are in place • Desk, chair and other equipment • Computer • Lotus Notes log in • Etc.

  37. First 90 Days Be prepared … • Have a formal initial plan prepared to include: • Introduction to all staff, not just the department • A tour of building and all TSA programs • Interviews with supervisor, peer and support staff • Review of all pertinent reports

  38. Effective Recruiting Questions, Discussion & Final Review

  39. Effective Recruiting Resources … • Topgrading – how to hire, coach and keep “A” players Brad and Geoff Smart – Pritchett • Good to Great Jim Collins – William Collins • 96 Great Interview Questions to ask before you hire Paul Falcone – American Management Association

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