Finding the Right Fit Finding the Right Fit Interviewing and Hiring Techniques for Employers Interviewing and Hiring Techniques for Employers
Workshop Agenda Workshop Agenda � My background � My background � How today’s workforce has changed � How today’s workforce has changed � Adapting to these changes � Adapting to these changes � The hiring process � The hiring process
This Session is For… This Session is For… � Individuals who hire staff � Individuals who hire staff � Those who WANT to hire staff � Those who WANT to hire staff � Students or recent graduates who are � Students or recent graduates who are looking for jobs. looking for jobs.
How the Workplace How the Workplace Has Changed Has Changed Old Paradigm New Paradigm (Baby Boomers) (Generations X & Y) Provide competitive wages Provide competitive wages Standard benefit package Flexible benefit package Leadership determines benefits Employees participate in determining benefits Highly structured work environment Relatively unstructured work environment Working confined to a specific job Participating via opinion and function suggestions Annual employee review; perhaps Ongoing recognition for individual recognition and group accomplishments
How the Workplace How the Workplace Has Changed Has Changed Old Paradigm New Paradigm (Baby Boomers) (Generations X & Y) Recruit traditionally, based on Recruit through internet and staff; standard benefits and position promote fulfilling work environment Rigid work rules and significant Workers want a balance of attention to “the clock” work/family/leisure Traditional 8-5 pm schedule Flexible hours and teleworking Loyalty and longevity Loyalty is dead Work was serious business Now we have fun at work Workers served their time and may Employees are impatient – they want have been rewarded with a advancement and they want it now promotion Workers did things the old Technology is expected fashioned way
Today’s Attitudes Today’s Attitudes � Work to live � Work to live � Skeptical � Skeptical � Don’t give loyalty easily � Don’t give loyalty easily � Disdain for techno-phobic bosses � Disdain for techno-phobic bosses � Multi-tasking is the norm � Multi-tasking is the norm � 12-hour days and 7-day work � 12-hour days and 7-day work weeks= incompetent managers weeks= incompetent managers
What Can What Can Employers Do? Employers Do? � Fun and flexible workplace � Fun and flexible workplace � Clear goals and expectations � Clear goals and expectations � Frequent feedback � Frequent feedback � Tools and technology � Tools and technology � No micromanaging � No micromanaging � Lateral moves and learning opportunities � Lateral moves and learning opportunities � Here-and-now benefits � Here-and-now benefits � Training and development � Training and development � Rewards for excellence � Rewards for excellence � Positive work environment � Positive work environment � Fairness � Fairness � Growth, development and job enrichment � Growth, development and job enrichment
The Co$t of Turnover The Co$t of Turnover � Cost of termination � Cost of termination � Hiring and training a replacement � Hiring and training a replacement � Vacancy cost incurred until a job is � Vacancy cost incurred until a job is filled filled � Loss of productivity with a new hire � Loss of productivity with a new hire � Impact on service to clients, athletes � Impact on service to clients, athletes and members and members
How to How to Reduce Turnover Reduce Turnover � Employing a comprehensive hiring, reference � Employing a comprehensive hiring, reference checking and verification process checking and verification process � Offering thorough training � Offering thorough training � Providing a challenging job � Providing a challenging job � Avoid hiring those who move around a lot � Avoid hiring those who move around a lot � Hiring referrals from current employees � Hiring referrals from current employees � Selecting high-performing employees � Selecting high-performing employees � Ensuring employee satisfaction � Ensuring employee satisfaction
The Hiring Process: The Hiring Process: How to Succeed How to Succeed � Take the time to do it right � Take the time to do it right � Find out as much as you can about the � Find out as much as you can about the applicant’s applicant’s � Education/credentials � Education/credentials � Job experience � Job experience � Special skills � Special skills � Discover the type of person the � Discover the type of person the candidate is candidate is � “People get hired for what they know, and � “People get hired for what they know, and fired for who they are .” fired for who they are .”
The Hiring Process The Hiring Process � Evaluate the position and determine qualifications � Evaluate the position and determine qualifications � Publicize the position � Publicize the position � Screen the applications � Screen the applications � Conduct a phone interview � Conduct a phone interview � Bring the candidate in for paperwork and testing � Bring the candidate in for paperwork and testing � Interview � Interview � Verify Information � Verify Information � Extend an offer � Extend an offer � Shorten decision time to hire � Shorten decision time to hire � Ensure you’ve hired the right person � Ensure you’ve hired the right person � Let undesirable employees go � Let undesirable employees go
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