Search Committee Approach to Hiring

1. Search Committee Approach to Hiring Using Search Committees to Accelerate Your Hiring Process www.hrstrategygroup.com

2. About Us • Expert HR Consultants • Customized Approach to Service • Practical, Mission-Aligned • Client-Focused • Using Search Committee Accelerated Approach for since 1996 www.hrstrategygroup.com

3. Learning Objectives • By the end of this session, participants will have learned: • The roles and responsibilities of Search Committees in accelerating the interviewing and selection process • HR’s Role in Facilitating the Work of a Search Committee • Using Metrics to demonstrating ROI to a Search Committee Process www.hrstrategygroup.com

4. Recruiter Model • Fees 20-35% • Useful for: • Niche Searches • Technical/I.T. Searches • Hard-to-Fill Searches • C-Level Searches www.hrstrategygroup.com

5. Staffing Agency Model • Fees 20-30% • Useful for: • Entry level positions • Administrative positions • Companies without an HR Department www.hrstrategygroup.com

6. Typical HR Department Process • Fees: “Overhead” • HR Posts Ad • Receives Resumes • HR Screening • Forward to Hiring Manager • Hiring Manager Interviews • Tells HR who he/she wants to hire • HR handles offer letter • Time to hire: dependent upon the hiring manager • What about indirect costs? www.hrstrategygroup.com

7. Search Committee Process • A Search Committee is… • Committee designed to help the hiring manager think about the position, candidates, and value to the organization. • Roles can be • Advisory (aka “Panel Interview”) • Participatory • Collaborative www.hrstrategygroup.com

8. HR & Hiring Manager • HR provides “Process Facilitator” role • SME for Process & Best Practices • Keeps Process on Track • Provides most/all communication with candidates • Hiring Manager = Search Committee Chair • SME for Job/Department • Invites/Engages Search Committee Members • Collaborates with HR • Ensures colleagues stay on task MUST have the trust, commitment, and working relationship with hiring manager! www.hrstrategygroup.com

9. Pro’s & Con’s PRO’S • Collaborative • Adaptable and Flexible • Reduces Cost of Hire • Reduces Time to Hire • HR as business partner • Important Teaming Elements • Process Accelerates the more it is used CON’S • First Time takes a long time • Takes HR Time to Train a Group of Interviewers • Group Think • Candidate Fatigue • EEO Considerations www.hrstrategygroup.com

10. Search Committee Process • Draft Position Description • Post Ads • Screen Resumes • Conduct 1st Round Phone Interviews • Draft Search Committee Protocols (Process, Questions, Training) • Have frequent conversations with Search Committee Chair • Facilitate agreement and engagement

11. Search Committee Process • Draft Position Description • Post Ads • Screen Resumes • Conduct 1st Round Phone Interviews • Draft Search Committee Protocols (Process, Questions, Training) • Have frequent conversations with Search Committee Chair • Facilitate agreement and engagement 1st Search Committee Meeting (Team Formation, Expectations, HR Training) 2nd Search Committee Meeting (Semi-Finalist Rankings)

12. Search Committee Process • Draft Position Description • Post Ads • Screen Resumes • Conduct 1st Round Phone Interviews • Draft Search Committee Protocols (Process, Questions, Training) • Have frequent conversations with Search Committee Chair • Facilitate agreement and engagement 1st Search Committee Meeting (Team Formation, Expectations, HR Training) 2nd Search Committee Meeting (Semi-Finalist Rankings) • 2nd Round Interviews • In-Person Interviews

13. Search Committee Process • Draft Position Description • Post Ads • Screen Resumes • Conduct 1st Round Phone Interviews • Draft Search Committee Protocols (Process, Questions, Training) • Have frequent conversations with Search Committee Chair • Facilitate agreement and engagement 1st Search Committee Meeting (Team Formation, Expectations, HR Training) 2nd Search Committee Meeting (Semi-Finalist Rankings) • 2nd Round Interviews • In-Person Interviews Final Search Committee Meeting Candidate Comments Candidate Rankings Hiring Manager Final Decision Salary Offer Negotiation Plans for Onboarding

14. HR Preparation • Draft Position Description • Post Ads • Screen Resumes • Conduct 1st Round Phone Interviews • Draft Search Committee Protocols • Process, Questions, Training • Have frequent conversations with Search Committee Chair • Align HR as business partner • Show what you will do! • Solve a problem! • Show the value!

15. 1st Round Interviews • HR to conduct 15-20 phone interviews • GOAL: Narrow qualified pool to 10-12 candidates • Use Pre-developed phone interview guidelines • Take/Type notes and share with the Search Committee. • Use Applicant Tracking System to Rank and Evaluate Candidates www.hrstrategygroup.com

16. Search Committee Formation • 1st Search Committee Meeting • Team Formation • Clarify Expectations • Provide Interviewing 101 Training • Share Candidates & Notes from 1st Round Interviews • Determine & Assign Structure for 2nd Round Interviews • Remember that your Search Committee • is a Team! (SOURCE: Tuckman & Jensen, 1977)

17. 2nd Round Interviews • GOAL: • Narrow pool of candidates from 10-12 to 3-4 Finalists • Format: Phone or Video Conference Calls • Length: 30-45 minutes • Questions: Draft Pre-Determined Questions • # of Interviewers: • Team of 2: 10-12 Semi-Finalists • Whole Group: 5-9 Semi-Finalists

18. Post 2nd Interview Meeting • GOAL: • Evaluate and Rank the 10-12 Candidates • Decide on 3-4 Finalists • Format Ranking • Discussion Considerations • Facilitate to Closure & Agreement TIP: Search Committees Love Breakfast or Lunch Meetings! www.hrstrategygroup.com

19. 3rd Round Interviews • Develop “Interview Guides” • Develop Interview Agenda • Who will candidate meet? • How long? • HR ensures the interviews on schedule • Finalize Interview Logistics • Confirm to Committee • Confirm to Candidate

20. Candidate Assessments • Immediate Feedback from Interviews • HR to Combine/Redact Comments • Prepare for 3rd Search Committee Meeting • Discussion with Hiring Manager • Plan Agenda

21. Candidate Interviews • Develop Interview Guides for your Search Committees • Develop agenda for the Interviews • Who will candidate meet? • How long? • HR ensures the interviews on schedule • Candidate Logistics • HR’s Role: Keep Agenda on-time, be the “glue” OR “thread” for the candidate • Post-interviews: gather/collate feedback

22. Final Search Committee Meeting • Meeting Goal • Ranking Process • Listening to Feedback • HR Role • Chair Role • Coming to Closure/Adjournment TIP: Search Committees Love Lunches! www.hrstrategygroup.com

23. Making the Offer • Collaboration with Chair • Final approvals • Compensation decisions • Offer letter • Onboarding www.hrstrategygroup.com

24. Search Committee Metrics • Develop and track metrics! • Time to hire • Director of I.T. Search: 11 weeks • Manager Search: 6 weeks • Coordinator Search: 6 weeks • Sr. Director Search: 7 weeks • Cost Savings • Use a dollar amount approach • Remember… some searches necessitate going outside! • Know when to use • Make the business case accordingly Show Value! www.hrstrategygroup.com

25. Questions? • Amy Polefrone President/CEO 410-505-8723 amy@hrstrategygroup.com www.hrstrategygroup.com