create a winning interview process
TRANSCRIPT
Thewebinarwillbeginshortly.
CreateaWinningInterviewProcesstoAttracttheBestCandidates
@JazzDotCo#JazzChats
CreateaWinningInterviewProcesstoAttracttheBestCandidates
@JazzDotCo#JazzChats
Presentedby:
• CassidyCoakley,InternationalRecruitmentSpecialist,Tourico Holidays
• MeganBerry,SeniorMarketingManager,Jazz
• LylaRozelle,LifecycleMarketingManager,Jazz
QuickHousekeeping• Wewillberecordingthewebinar
• Chatboxisavailableifyouhaveanyquestions
• TherewillbetimeforaQ&Aattheend
• Attendeeswillreceiveacopyoftheslides/recording
• Twitterhashtag:#JazzChats
@JazzDotCo#JazzChats
Welcome&Introductions
@JazzDotCo#JazzChats
LylaRozelleLifecycleMarketingManagerFunFacts:Justsawherfavoriteband(FutureIslands)inconcert,attendingtheZenefitsZ2Conferencenextweek,lovesEarlGraytealattes
CassidyCoakleyInternationalRecruitmentSpecialistFunFacts:Born&raisedLongIslander,currentlylivesinsunnyFlorida,HUGEfoodie,hopefullysoon-to-bemomofanEnglishbulldog
/lylarozelle
/coakleycassidy
MeganBerrySeniorMarketingManagerFunFacts:Soon-to-befirsttimeAuntieMeg;aspiringphotographer;born,raised,schooled,andcurrentlylivesintheBostonarea(grewupinHalloween’shometown)
/megraeb
Agenda
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• Agoodinterviewvs.abadinterview
• Thepriceofabadhire
• Importanceofthecandidateexperience
• Tipstocreateawinninginterviewprocess
• Additionalresources
• Q&A
GoodInterviewsvs.BadInterviews@JazzDotCo#JazzChats
Goodinterviewsvs.badinterviews
@JazzDotCo#JazzChats
• Quick&efficient• Preparednessfromemployer&interviewee• Relevantquestions• Timelyfollowup’s
Goodinterviewsvs.badinterviews
• Quick&efficient• Preparednessfromemployer&interviewee• Relevantquestions• Timelyfollowup’s
@JazzDotCo#JazzChats
• Non-conversational• Homeworkhasn’tbeendone• Nocommunicationbeforeorafter• Nofeedbackprovided
Goodinterviewsvs.badinterviews
• Quick&efficient• Preparednessfromemployer&interviewee• Relevantquestions• Timelyfollowup’s
@JazzDotCo#JazzChats
• Non-conversational• Homeworkhasn’tbeendone• Nocommunicationbeforeorafter• Nofeedbackprovided
Thepersondoingthemosttalkingistheonebeinginterviewed.
ThePriceofaBadHire
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Whatdefines a“bad”hire?
Source:CareerBuilder
67%Lackluster
qualityofwork
60%Notcollaborative
withothers
59%Negativeattitude
54%Attendanceproblems
44%Complaintsfrom
customers
44%Failuretomeet
deadlines
Priceofabadhire
“Whetherit’sanegativeattitude,lackoffollowthroughorotherconcerns,theimpactofabadhireissignificant.Notonlycanitcreateproductivityandmoraleissues,itcanalso
affectthebottomline.”
RosemaryHaefnerVicePresidentofHumanResourcesCareerBuilder
TheLaborDepartmentestimatesitcancostonaverageone-thirdofanewhire’sannualsalary.
AccordingtoaSHRMstudy,itcouldcostuptofivetimesabadhire’sannualsalary.
Bothstudiessaythehigherupintheorganizationtheturnover&thelongertheyremain,thehigherthecost.
• Needtofillapositionquickly
• Justdidn’tworkout
• Didn’tresearchemployeeskillsenough
• Didn’tperformadequatereferencechecks
• Didn’tdohomeworkontherole
• Didn’trevisitthejobdescriptiontoanalyzehoweachcredential,skill,orpersonalqualityfitsthecompany
@JazzDotCo#JazzChats
Howdoes thishappen?
Basicguidelinesforbetterhires
@JazzDotCo#JazzChats
• Usedatatomakeinformeddecisions
• Leveragereferences
• Don’treuseinterviewquestionsfordifferenthires&differentroles
• Setclearexpectations
• Createapositiveandwellthought-outcandidateexperience• Remember– theycouldsayno!
ImportanceofaStrongCandidateExperience
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Employeeengagementbeginsduringrecruiting• Selecttherightpersontolaya
solidfoundationforengagementthroughouttheirtenure
• Keepjobdescriptionsstraightforwardandrealistic
• Makesuretheapplicant’scareergoalsandpassionsareinlinewiththeposition
• Determineifthecandidateisaculturalfit
Only30% ofemployeesdescribethemselvesas
engaged.
Source:Gallup
Theother70%areeitherneutralor“activelydisengaged”– willingtojumpshipatanytime
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Whyshouldyoucare?
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• Findthebesttalent
• Reducerecruitingtime&cost
• Businesscompetitiveadvantage
TipstoCreateaWinningInterviewProcess
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Tip1:Preparation• Comeupwithkeyquestions
Ø BehavioralØ Fact-basedØ HypotheticalØ Left-field
• Meetwithkeyleaderstodiscussrequiredskills/prioritiesmostimportantforsuccess
• Makelistofassessmentbenchmarks
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Tip2:Keeptoaschedule• Keeptime– butdon’trush
yourself
• Keepcandidatesupdatedontheirapplicationsotheystayinterested&engaged
• Setproperexpectationsoflengthofinterviewprocessandtimeofin-personinterviewswithcandidate
• Enforceeveryoneelsetonotrunovertimeallottedandbepunctual
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Tip3:Workasateam
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• Definearecruitingteam&assigneveryoneaclear,differentrole
• Havecommongoals,butdifferentwaysofgettingthese
• Set-upregularteamcheck-in’ssothateveryoneinvolvediskeptup-to-dateofwherecandidatesareintheconsiderationphase
• Letrecruitersknowexactlywhatyou’relookingfor
Tip4:Putyourselfintheirshoes• We’veallhadtointerviewforajob
withgoodandbadexperiences
• Keepapplicantexperiencefront¢eratalltimes
• Thinkaboutwhatisbeneficialfortheapplicantandyourbusiness
• Makethemfeelwelcomefromthemomenttheystepinthedoor
• Respecttheirtime
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Tip5:Usetechnologytoyouradvantage
@JazzDotCo#JazzChats
• Includecorporatevideosshowcasingcompanyculture
• Tryusingvideointerviewingforaddedflexibilityforallparties
• Useskillsassessmentstovetforpersonality&culturefit,andgeneraljobrequirements/knowledge
• Considerusinganapplicanttrackingsystem
Getorganized– getresults
Lastingthoughts
@JazzDotCo#JazzChats
• Candidatesareinterviewingyou,too!
• Youhavetocontactallapplicantsregardlessoftheresult
• Alwaysberefining&enhancingtheinterviewprocess– itshouldchangefrequentlyandneverbethesameformorethanonecandidate
AdditionalresourcesUpcomingWebinar• ProductDeepDive:BuildingaCandidatePipeline
AdditionalResources• Blog:KeepingtheInterviewonTrack,Part1 &Part2• Blog:8CreativeInterviewQuestionstoAskPotentialEmployees
• Blog:WhyBeingUnpreparedforanInterviewHurtsYouMoreThanYourInterviewee
@JazzDotCo#JazzChats
Thankyou!Questions?
MeganBerrySeniorMarketingManager
CassidyCoakleyInternationalRecruitmentSpecialist
/coakleycassidy
/megraeb
@JazzDotCo#JazzChats
LylaRozelleLifecycleMarketingManager
/lylarozelle