20th November 2013Welcome to the Webinar

                Brilliant recruiting:

5 secrets you can’t hire without

1. The difference between high & low performers2. Secrets Countdown:

• 5• 4• 3• 2• 1

3. Questions4. Close

Your takeaways today

5 secrets from…

Effective Interviews and Selection

1 day courseObjective: To provide participants with practical, easy-to use tools to help assess and interview candidates more objectively

HighPERFORMERS Low

PERFORMERS

Difference between high and low performers

6 characteristics of top performers

Positive AttitudePositive Attitude

Persistence and Determination

Persistence and Determination

TemperamentTemperament

MaturityMaturity

Self-motivationSelf-motivation

Aptitude and Intelligence

Aptitude and Intelligence

Turn yourself into a brilliant interviewer

Give yourself time!

Follow the 5 secrets!

Establish rapport to get open communication

Secret number 5

Establish rapport

• Review the candidates CV prior to the interview

• Identify a non work element you are familiar with

• Ask rapport building open questions

“I see from your CV you are keen on.... It’s something I am keen on as well ...Tell me

more?”

Establish rapport – your actions

• DO – ensure the candidate is made welcome• DO – create a professional and encouraging

atmosphere• DON’t – hold the interview in a public place• DON’T – try and catch the candidate out or set

traps

Use the same questions with every candidate

Secret number 4

Use the same questions

• Easy to compare candidates• Employment law – fairness• You will get better at interviews!

“This job will require you to ...can you give me an example of when you have achieved

this?...Tell me more?”

Use the same questions– your actions

• DO – ask HR for a template (or create one)• DO – take control of the interview• DON’t – get distracted by the candidate• DON’T – vary from the template

Draw out the history in these areas:

WORK EDUCATION

OUTSIDE ACTIVITIES

Fine tune your questions

Secret number 3

Fine tune your questions

Four Strategies

Fine tune your questions – your actions

• DO: Recognise questions are challenging• DO: Give them time to respond• DON’T: ASSUME - ask for specifics • DON’T: Be impatient for a response

Use psychometric assessment

Secret number 2

Use psychometric assessment – three levels

Use psychometric assessment – your actions

• DO: Set a benchmark • DO: Use the interview questions in the report• DON’T: Ignore the benchmark! • DON’T: Make a decision solely on the results

Get below the surface

Secret number 1

Level 1 + 2

in the interview.

What we see

Level 3

on the job.What we get

Getting below the surface

SITUATION: What was the situation?

ACTION: What did you do?

RESULT: What was the outcome?

REPORTING: By the way, who were you reporting to

Get below the surface – SARR

Get below the surface – your actions

• DO: Be prepared to challenge the response• DO: Make sure the candidate answers the

question• DON’T: Settle for the first answer • DON’T: Let the candidate talk generalities

Secrets Countdown:• 5: Establish rapport to get open

communication• 4: Use the same questions with every

candidate• 3: Fine tune your questions• 2: Use psychometric assessment• 1: Get below the surface

How you’ve spent your time today