The SUCCESS FACTOR METHODOLOGY WORKSHOP

1. You’re Not the Person I Hired The SUCCESS FACTOR METHODOLOGYWORKSHOP

2. Everything We Know About Hiring Is Wrong What is your biggest frustration with the way hiring is done at your company?

3. Number 1 Hiring Problem Most managers have never been trained how to hire properly

4. SUCCESS FACTOR METHODOLOGY • Define Success by SOARing • Find the best candidates through the “Success Sourcing Methods” • Conduct a 5 Question Success-based interview • Evaluate the candidate using the 8 Level Success Matrix • Use Reference Checking and additional methods for validation of Success Factors

5. Write Job Spec’s that SOAR The SOAR Method of Defining Success S – Substantial Department Goal Describe the situation or problem O - Obstacles Describe the main obstacles this person will encounter in order to be successful A - Action What action needs to be taken to accomplish the problem, e.g. implement, manage, organize, develop, create R - Results What are the measurable/quantifiable results required. What results define success.

6. The Crapshoot Hiring Method vs.Success Factor Snapshot Director of Sales • Crapshoot Hiring • Industry Experience • BA Technical • Skills and Knowledge • Behaviors/Attitudes • Years of Experience • Minimum Education • Duties/Responsibilities • International Experience • Success Factor Snapshot • Increase sales by 20% and improve margins by 3% w/in 12 months. • Build a Indep. Rep. Channel in Europe within 90 days. • Implement sales forecasting and pipeline mgmt. w/in 4 mo. • Revamp all sales collateral material w/in 6 months.

7. Benchmarking Non-Exempt Customer Service Rep: Experience vs. Success - SOAR • 5 years experience • Customer focus • Affable • Answer Calls < 1 min. • Solve 90% on first call • 100% callback same day Accounts Payable Clerk: Experience vs. Success - SOAR • 5 years experience • Customer focus • Affable • Zero late fees • Maximize discounts • Accurate A/P Accrual

8. Create A Success Factor Snapshot • What does success look like over the next 12 to 18 months. • Identify at least 6 Success Factors • Use SOAR to develop the objectives for each Success Factor • Link company strategy and business plan to individual success 1 mo. 3 mo. 6 mo. 12 mo. 18 mo. Covey – Begin With the End in Mind • Projectize the job • Create a Performance Plan • BHAGs to Execution • Focus on improvement • Tool for coaching after hire

9. Why Build Job Specs that S.O.A.R? • Why Invest the Time and Energy? • How do you pick top talent? • Most job specs define at best minimum standards • Fram Filters “Pay Me Now or Pay me later” • You get what you define – the Pygmalion effect • Management is the process of defining key results to be achieved

10. Finding Top Talent – Candidate Motivation Top Talent – why they take new jobs Opportunity/Self-Actualization Outstanding company Boss they can respect Top Talent – why they start looking Bored – no challenge Lose respect for their boss Dysfunctional Culture

11. Where Do Candidates Come From? • Implications for each category • Quality of Candidate • Methods to attract • Effort/Investment

12. Compelling Marketing Statements 4 Key Parts • Compelling Headlines • Chief Talent Officer • Olympic Sales Coach • Do you have a Beautiful Mind • Challenges the Candidate • Gets at underlying motivations • Paints an Exciting Vision • You’ll drive us to… • We’ll reach … because you… • Shares the Key Success Factors • Gets at self-actualization • Darwinian self-selection

13. Best Sourcing Strategies • Employee Referrals • Your best people already know others • Why don’t financial incentives work • Move beyond those looking for a new job • Must become part of culture • Placing On-line Advertising • Iterative Process of hitting motivation • Best Places to find candidates • Post Compelling Marketing Statement

14. Networking and Social Media • Leveraging other natural networks • Social media – LinkedIn, Twitter, Facebook • Key is to participate in community, professional associations and non-profit boards

15. Interviewing – Before the Interview • Fight against 1st Impressions • Focus on whether the candidate can achieve SFS • Remain Objective • The Success-based interview • Use pre-structured 5 core questions • Train to always be asking for examples

16. 5 Key Predictive Elements for the SUCCESS-based Interview High Initiative Self-motivation 2. Flawless Execution Gets the job done 3. Leadership Execution by leveraging through others 4. Past Success Similar in both success and environment 5. Adaptability Can the candidate adapt to your environment

17. The 5 Key Question SUCCESS-based Interview • High Initiative • Give me an example of where you have demonstrated high initiative? • Flawless Execution • Give me an example of when you executed a project flawlessly? • Past Success • One of our critical SUCCESS FACTORS is _____. Can you describe your most comparable success? • Adaptability • How would the implementation of this SUCCESS FACTOR in our environment differ from your current environment? • Leadership • Could you share with me your most significant success in leading a cross-functional team on a major project?

18. The Magnifying Glass Approach • Put Under Magnifying Glass • Paint a visual picture of what the candidate actually did • Keep asking for examples • Probe deeply for the why, when, how, what • Get all the details – size, scope, complexity, effort, team issues, dates

19. Examples of Magnifying Glass Questions • Move from the magnifying glass to a microscope • What was their specific role • How much initiative was shown • Quantify everything • Don’t forget to keep asking for examples • Don’t accept superficial statement

20. 8 Level Success Factor Matrix • Does it all add up to a top caliber candidate? • Structured tool to evaluate candidates • Reflects data gathered from 5 Key Question Interview • Provides substantive feedback • Highlights areas requiring more probing

21. If you only remember two things from my presentation, they should be… • Defining Success is the NUMBER ONE issue for improving hiring and retention • Eliminate Hiring Errors and Mistakes through better interview questions and better candidates

22. When you get back to your office, the two things you should do are… • Define Success for each position • Write Compelling Marketing Statements