hiring the right employee for the right job asia hr summit final

Hiring the Right Employee for the Right Job

By Bernadette T. Vadurro

International Motivational Business Speaker

President Speakers Live, Inc.

www.bernadettetv.com

Presented at the HR Summit Asia in Singapore

How many of you have ever hired a friend or family member?

1. Yes

0% 0% 0%

Yes No 10

How did that work out for you?

1. Worked out great.

2. It was temporary so it worked out fine.

3. We had challenges.

4. It was a disaster for our friendship.

0% 0% 0% 0% 0%

Six Steps for Hiring Right!

#1. Review and update the job description

Opportunity to Incorporate new

important elements

Delete duties that are no longer

irrelevant

“We are looking for someone with the wisdom of a 50 year old, the experience of a 40 year old, the energy of a 30 year old and the

pay of a 20 year old.” Joke

Review the job description with

the current employee and your

Berna@speakerslive.com

Decide what type of an employee you are looking for

• Do you need a more technical, managerial, entrepreneurial or visionary employee OR a combination?

“If you purr pretty, we might have a job for you in collections.” Humor

#2. Decide what type of an employee you are looking for

List the qualities/characteristics

that are important to the job and

your team

#3. Find an assessment that predicts

whether the candidate is motivated by

factors associated the job, organization’s

values and methods of doing things.

"In looking for people to hire, you look for three qualities: integrity, intelligence, and energy. And if

they don't have the first, the other two will kill you."

~Warren Buffet, CEO, Berkshire Hathaway.

• Test for character:

• www.zeroriskhr.com or

• www.piworldwide.com.

“So what makes you think a bubbly personality would be an asset to this

company?” Humor

• Test for job skills: ww.brainbench.com.

#4. Prepare a standardized interview questionnaire before any of the

prospects arrive.

• Make sure to ask all the candidates the same questions.

Prepare a standardized interview questionnaire before any of the

prospects arrive.

• Utilize open ended-questions

for gathering more information.

Prepare a standardized interview questionnaire before any of the

prospects arrive.

Tell me a little bit about

yourself?

Consider a group interview to get more perspectives and eliminate

biases.

During the interview pay attention to the non-verbal cues as well as the verbal statements made by the

candidate.

#5. Conduct the interview.

Who should do most of the talking during the interview?

1. The interviewer

2. The candidate

3. It should be equal 0% 0% 0%

Conduct the interview.

• Note the candidate’s

promptness.

Conduct the interview. Determine if

their level of professionalis

m matches the job

requirements.

Email: Berna@speakerslive.com

“Any other people skills besides 500 Facebook

Friends?” Humor

Which of the following is NOT a good question to ask during an interview?

1. What are your strengths and weaknesses?

2. Where did you feel you could use more improvement in your last job?

3. What did you like least about your boss?

4. To which political party do you belong?

5. When in the past has your work been criticized?

96% To which political party do you belong? CORRECT ANSWER!

04% Other

Which of the following is NOT a good question to ask during an interview?

Technical Ability

– Most jobs today have a technical component. Ask questions to determine how technically qualified and competent the employee believes him/herself to be.

–We use this hardware or software. How would you rate your skills using this?

Professional Speaker Email: Berna@speakerslive.com

Physical Requirement

• This job requires lifting up to 50 lbs several times daily. Is there anything that would prevent you for lifting 50 lbs?

Take notes during the interview.

– Consider a scoring grid to rate the answers as the candidate answers specific questions.

– Add brief comments to help you remember the interview.

– Review your notes after the interview.

Contact all references listed on the application.

. – Employers, schools, etc.

– You may also consider talking with people other than listed “references” such as co-workers or neighbors of the candidate.

Have a probationary period

• Closely monitor the new hire!

Following these steps

• Ensures GREATER success in your hiring!

Thank YOU for attending this session!

hiring the right employee for the right job asia hr summit final

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