precision questioning for recruiters -- cheezhead post from talentspring
DESCRIPTION
Precision Questioning technique is used by executives, but can be used by Recruiters to filter and only allow TOP Performers into the interview.Precision Questioning is used on the phone with candidates during the hiring process.This talk explains how to perform precision questioning, apply it to recruiting, and obtain strategic benefits for an entire recruiting organization.TRANSCRIPT
Recruiting TOP Performers
using the
Precision Questioning
TechniqueBryan Starbuck, [email protected]
Semantic Search that Sources Job Boards, Internet Sources,and ATSs – Ranking the best Matched Candidates
Find Top Performers
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Goal: Use precision questioning interview
techniques in your phone interviews to find
the Tiger Woods of your Open Position your
open positionsMore Specifically:
In phone screens that detect candidates most likely to turn into TOP 10% Performers
Hiring Stages
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Step #1:Getting a Stack of
PeopleLooking Great on
Paper
Step #2:Screening People
on the Phone
Step #3:Interviewing and
Job Offers
Recruiter
Precision Questions for Recruiting
Precision Questioning for Recruiting:
Precision Questioning (PQ) is used Extensively by
Executives
Find Top Performers with P.Q. during phone screening
Hard to learn – but powerful
Goal:
Continue Shift from Transactional to Strategic4
You Know You Have A Top Performer
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Excellent at…
Managing5
Employees
5 Finger Rule
Brand Marketing Manager:
Brand Marketing Apparel Industry Handbag Industry Event Marketing for
Fashion Shows Manages 5 Employees
Excellent at…
Fashion Show Event
Marketing
Excellent at…
Handbag Fashion
Branding
Excellent at…
Apparel Industry
Excellent at…
Brand Marketing
Detecting TOP Performers
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They will turn into your TOP Performers (Top 10%)
Top10% Question:
Explain how you would handle the situation
that...
Excel at decision making
Mastery of their discipline
Experience in their field
Step #1: Question in a Focused Area
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Manager Says: TOP Performers stand out in… Strategy when doing POSITIONING Positioning is completely different
between HIGH PRICE and LOW PRICE products
HIGH Priced Products are Positioned by:
Technique A Technique B Technique C
Start and Focus here
Step #2: How Precision Questioning Works
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Step #1:Executive Will Ask Pointed Question:
The questions will require a “Yes” vs “No” or similarly focused answer.
Step #2:Recipient will Answer:
The answer will be short and succinct. Mainly to allow the questioner to decide where to “scope in” to their next questions.
Step #3:Exectutive will Ask the next Scoped in
Question:
This will repeat
Step #2: How Precision Questioning Works
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Step #2: How Precision Questioning Works
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Step #2: How Precision Questioning Works
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Step #3: Crux Separates TOP Performers
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Have manager find a Hard Problem
Find a situation where a TOP Performer can analyze a situation and FIND the hard but best solution
Craft the question carefully
Increase pressure so the candidate needs to find a better solution
Make sure candidate has information (including vital fact), so they can figure out the ideal solution
TOP Performers identify that this technique is best IN THIS CASE
Summary
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Important Steps:1. Start in Small Focused
Area2. You give facts of
situation3. Candidate has to
IDENTIFY that advanced technique is appropriate
4. Candidate Applies advanced technique well
We sell a HIGH COST WRIST WATCH to female
consumers.
Walk me through how you would create a strategy
to POSITION this product in a crowded
market. Focus on how this strategy would
out-perform our competitors
Questions for Hiring Manager
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Questions for Hiring Manager: What is an example of one of the HARDEST areas within your
organization, where the TOP Performers excel? Where is the specific point where TOP Performers break away? Help me craft that into a specific question:
The information I provide that candidate will include a VITAL FACT that TOP Performers will know that the ideal solution is not the typical solution
You need to ask the candidate “Find a way to do it cheaper” {or Faster, Higher Quality, product stands out more in a busy market, etc.} This increases pressure for the candidate to find a better solution
You Provide facts A, B, and D. The candidate needs to be able to deduce C and E.
The Hiring Manager says, “My TOP performers can answerthis question, but it will be hard for others”
AB
D
Questions for Hiring Manager
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Questions for Hiring Manager: What is an example of one of the HARDEST areas within your
organization, where the TOP Performers excel? Where is the specific point where TOP Performers break away? Help me craft that into a specific question:
The information I provide that candidate will include a VITAL FACT that TOP Performers will know that the ideal solution is not the typical solution
You need to ask the candidate “Find a way to do it cheaper” {or Faster, Higher Quality, product stands out more in a busy market, etc.} This increases pressure for the candidate to find a better solution
You Provide facts A, B, and D. The candidate needs to be able to deduce C and E.
The Hiring Manager says, “My TOP performers can answerthis question, but it will be hard for others”
AB C
DE
Example with Mobile Programmer
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TOP Performing Mobile Programmer: Engineering Manager says Synchronizing an Addressbook in both
Directions between a Phone and a Server was the hardest problem their team worked on
You ask, “What is the CRUX of what made it so hard?” The Answer is that handling conflicts when the contact changed on
both the phone and the server since the last synchronization. Detecting when the Conflict happened was the problem You ask for a very specific example within there that TOP Performers
can Identify, that others struggle with You ask the Manager to turn that into a Question
IMPORTANT: Quote every work exactly in the question You ask the manager to show signs of success or failure in responding.
For Senior Leaders of Talent Acquisition
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Questions to detect TOP Performers is an ASSET
Building these ASSETs is a challenge and a reward to your top recruiters
Your TOP Recruiters can empower the entire recruiting department – even those unable to create the questions
Goal: Allow your Organization to scale at consistently
and repeatedly finding TOP Talent
About TalentSpring
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Presented By:Bryan Starbuck, [email protected]
For more information: [email protected] or 800-730-4842
End
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Jack Welch Quotes
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The team with the best players wins
My main job was developing talent. I was a gardener providing water and other nourishment to our top 750 people. Of course, I had to pull out some weeds, too.
The essence of competitiveness is liberated when we make people believe that what they think and do is important - and then get out of their way while they do it.
The 1980s will seem like a walk in the park when compared to new global challenges, where annual productivity increases of 6% may not be enough. A combination of software, brains, and running harder will be needed to bring that percentage up to 8% or 9%.
If you pick the right people and give them the opportunity to spread their wings and put compensation as a carrier behind it you almost don't have to manage them.
If you don't have a competitive advantage, don't compete.
Step #3: Crux Separates TOP Performers
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Have manager find a Hard Problem
Find a situation where a TOP Performer can analyze a situation and FIND the hard but best solution
Craft the question carefully
Increase pressure so the candidate needs to find a better solution
Make sure candidate has information (including vital fact), so they can figure out the ideal solution
Vital FACT thatTOP performers will use to Identify the
Ideal Solution