SNELLING EXECUTIVE SEARCH
SURVIVOR’S GUIDE TO HIRING SNELLING EXECUTIVE SEARCH
“The Most Important Decisions Any Executive Makes Are Decisions About People, Because Those Decisions Will Determine The Performance Capacity of the Organization.” - Peter Drucker
WHAT DOES IT COST?
1. TRADITIONAL MODEL 2. ALTERNATIVE MODEL 3. SUCCESSFUL INTERVIEWING
TRADITIONAL RECRUITING MODEL
OPEN POSITION
Open Position
CALL HR
Open Position
Call HR
DUST OFF JOB DESCRIPTION
Open Position
Call HR
Job Description
PLACE AD IN NEWSPAPER
WANTED: Experienced anybody….
Open Position
Call HR
Job Description
HR MATCHES ON KEY WORDS
Run Ad
Open Position
Call HR
Job Description
Run Ad
HR Matches
FORWARDS RESUMES
Open Position
Call HR
Job Description
Run Ad
HR Matches
INVITATION TO INTERVIEW
Forward Resumes
Open Position
Call HR
Job Description
Run Ad
HR Matches
INTERVIEW
Forward Resumes
Invitation to Interview
Open Position
Call HR
Job Description
Run Ad
HR Matches
SECOND INTERVIEWS
Forward Resumes
Invitation to Interview
Interview
Open Position
Job Description
Call HR
Run Ad
HR Matches
Forward Resumes
MAKE OFFER
Invitation to Interview
Second Interview
Interview
Open Position
Job Description
Call HR
Run Ad
HR Matches
GET TURN
Forward Resumes
DOWN Invitation to Interview
Make Offer
Second Interview
Interview
Open Position
Job Description
Call HR
Run Ad
HR Matches
OFFER TO 2ND
Forward Resumes
CHOICE Get Turn Down Invitation to Interview
Make Offer
Second Interview
Interview
Open Position
Job Description
Call HR
Run Ad
HR Matches
AGREE ON
Offer to 2nd Choice
Forward Resumes
START DATE Get Turn Down Invitation to Interview
Make Offer
Second Interview
Interview
Open Position
Job Description
Call HR
Run Ad
Agree on Start Date HR Matches
Offer to 2nd Choice
NEW PERSON
Forward Resumes
STARTS???? Get Turn Down Invitation to Interview
Make Offer
Second Interview
Interview
ALTERNATIVE RECRUITMENT MODEL
IDENTIFY OPEN POSITION
Management Versus Staff Survey
Promotion & Growth Feeling In On Things Personal Interest in Problems Compensation Working Conditions Organizational Loyalty Job Security Appreciation of Work Completed Challenging Work Constructive Criticism
Source: A study completed by Dr. Kovach, Professor of Business Administration, George Mason University.
Management Versus Staff Survey Management Compensation Job Security Working Conditions Promotion & Growth Challenging Work
1 2 3 4 5
Source: A study completed by Dr. Kovach, Professor of Business Administration, George Mason University.
Management Versus Staff Survey Staff Appreciation of Work Completed Feeling In On Things Personal Interest in Problems Job Security Compensation
1 2 3 4 5
Source: A study completed by Dr. Kovach, Professor of Business Administration, George Mason University.
Management Versus Staff Survey Employee Appreciation of Work Completed Feeling In On Things Personal Interest in Problems Job Security Compensation
1 2 3 4 5
Boss 8 10 9 2 1
Source: A study completed by Dr. Kovach, Professor of Business Administration, George Mason University.
Open Position
INDENTIFY SUCCESS CRITERIA
Open Position
Success Criteria
ANALYZE CRITERIA
Open Position
Success criteria
Analyze Criteria
PRODUCE EVALUATION CRITERIA
Open Position
Success Criteria
Analyze Criteria
Evaluation Criteria
PREPARE INFORMATION
Open Position
Success criteria
Analyze Criteria
Evaluation Criteria
Prepare Information
TRAIN ALL PARTICIPANTS
Open Position
Success Criteria
Analyze Criteria
Evaluation Criteria
Prepare Information
SET TIME LINE Train Participants
Open Position
Success criteria
Analyze Criteria
Evaluation Criteria
Prepare Information
REVIEW RESPONSES
Train Participants
Set Time Line
Open Position
Success Criteria
Analyze Criteria
Evaluation criteria
Prepare Information
INVITATION TO INTERVIEW Train Participants
Review candidates
Set Time Line
Open Position
Success Criteria
Analyze Criteria
Evaluation criteria
Prepare Information
STRUCTURED INTERVIEW
Invitation to Candidates
Review candidates
Train Participants
Set Time Line
Open Position
Success Criteria
Analyze Criteria
Evaluation criteria
Prepare Information
EVALUATE CANDIDATES Train Participants
Structure Interview
Invitation to Candidates
Review candidates
Set Time Line
3 EVALUATION CRITERIA • Can they do the job? • Will they fit in? • Will they do the job?
Open Position
Success Criteria
Analyze Criteria
Evaluation criteria
Prepare Information
PREPARE Evaluate
OFFER
Train Participants
Candidates
Structure Interview
Invitation to Candidates
Review candidates
Set Time Line
Open Position
Success Criteria
Analyze Criteria
Evaluation criteria
Prepare Information Prepare Offer
AGREE ON START DATE
Evaluate Candidates
Structure Interview
Train Participants
Invitation to Candidates
Review candidates
Set Time Line
Open Position
Success Criteria
Analyze Criteria
Evaluation criteria
Agree on Start Date
Prepare Offer
Evaluate Candidates
Structure Interview
QUALIFIED CANDIDATE STARTS!!! Invitation to Candidates
Review candidates
Prepare Information
Train Participants
Set Time Line
Interviewing Skills
SETTING THE SCENE
SETTING THE SCENE • Undivided attention • Make comfortable • Positioning
QUESTIONING AND LISTENING
QUESTIONING AND LISTENING • Prepare for Interview • Put candidate at ease • Skillful questioning • Skillful responses
INTERVIEW ERRORS TO AVOID
SIMILAR TO ME
SEQUENCE EFFECT
NEGATIVE EVIDENCE
EQUATING ENTHUSIASM WITH COMPETENCE
PRIMARY EFFECT
HALO EFFECT
HORNS EFFECT
CENTRAL TENDENCY
PERSONAL APPEARANCE
OPEN-ENDED VS. CLOSED-ENDED QUESTIONS
SOME QUESTIONS !What must your work place be like for you to __achieve your business objectives? !What type of guide lines must be in place for you to achieve these objectives? ___
!Describe for me how you….Use these for problem solving, customer service, attention to detail
______
Critical Success Criteria • Project Management • Customer Service • Mentoring
Questions • Developing questions that match critical criteria
Customer Service • How would you describe an “A+” customer service oriented IT environment?
Project Management • Describe the most professional challenge you have encountered in your career?
Mentoring • Describe a situation where you had the opportunity to influence the morale/spirit of your subordinates?
SOME FINAL THOUGHTS…
"Do make sure you know what you are looking for.
_______
"Don’t be fooled by the contents of a resume. "Do YOUR homework. "Don’t oversell the job or the company. "Don’t hire a candidate just because they are like the incumbent.
_______
“The Most Important Decisions Any Executive Makes Are Decisions About People, Because Those Decisions Will Determine The Performance Capacity of the Organization.” - Peter Drucker
WHAT DOES IT COST?
1. TRADITIONAL MODEL 2. ALTERNATIVE MODEL 3. SUCCESSFUL INTERVIEWING
TRADITIONAL RECRUITING MODEL
OPEN POSITION
Open Position
CALL HR
Open Position
Call HR
DUST OFF JOB DESCRIPTION
Open Position
Call HR
Job Description
PLACE AD IN NEWSPAPER
WANTED: Experienced anybody….
Open Position
Call HR
Job Description
HR MATCHES ON KEY WORDS
Run Ad
Open Position
Call HR
Job Description
Run Ad
HR Matches
FORWARDS RESUMES
Open Position
Call HR
Job Description
Run Ad
HR Matches
INVITATION TO INTERVIEW
Forward Resumes
Open Position
Call HR
Job Description
Run Ad
HR Matches
INTERVIEW
Forward Resumes
Invitation to Interview
Open Position
Call HR
Job Description
Run Ad
HR Matches
SECOND INTERVIEWS
Forward Resumes
Invitation to Interview
Interview
Open Position
Job Description
Call HR
Run Ad
HR Matches
Forward Resumes
MAKE OFFER
Invitation to Interview
Second Interview
Interview
Open Position
Job Description
Call HR
Run Ad
HR Matches
GET TURN
Forward Resumes
DOWN Invitation to Interview
Make Offer
Second Interview
Interview
Open Position
Job Description
Call HR
Run Ad
HR Matches
OFFER TO 2ND
Forward Resumes
CHOICE Get Turn Down Invitation to Interview
Make Offer
Second Interview
Interview
Open Position
Job Description
Call HR
Run Ad
HR Matches
AGREE ON
Offer to 2nd Choice
Forward Resumes
START DATE Get Turn Down Invitation to Interview
Make Offer
Second Interview
Interview
Open Position
Job Description
Call HR
Run Ad
Agree on Start Date HR Matches
Offer to 2nd Choice
NEW PERSON
Forward Resumes
STARTS???? Get Turn Down Invitation to Interview
Make Offer
Second Interview
Interview
ALTERNATIVE RECRUITMENT MODEL
IDENTIFY OPEN POSITION
Management Versus Staff Survey
Promotion & Growth Feeling In On Things Personal Interest in Problems Compensation Working Conditions Organizational Loyalty Job Security Appreciation of Work Completed Challenging Work Constructive Criticism
Source: A study completed by Dr. Kovach, Professor of Business Administration, George Mason University.
Management Versus Staff Survey Management Compensation Job Security Working Conditions Promotion & Growth Challenging Work
1 2 3 4 5
Source: A study completed by Dr. Kovach, Professor of Business Administration, George Mason University.
Management Versus Staff Survey Staff Appreciation of Work Completed Feeling In On Things Personal Interest in Problems Job Security Compensation
1 2 3 4 5
Source: A study completed by Dr. Kovach, Professor of Business Administration, George Mason University.
Management Versus Staff Survey Employee Appreciation of Work Completed Feeling In On Things Personal Interest in Problems Job Security Compensation
1 2 3 4 5
Boss 8 10 9 2 1
Source: A study completed by Dr. Kovach, Professor of Business Administration, George Mason University.
Open Position
INDENTIFY SUCCESS CRITERIA
Open Position
Success Criteria
ANALYZE CRITERIA
Open Position
Success criteria
Analyze Criteria
PRODUCE EVALUATION CRITERIA
Open Position
Success Criteria
Analyze Criteria
Evaluation Criteria
PREPARE INFORMATION
Open Position
Success criteria
Analyze Criteria
Evaluation Criteria
Prepare Information
TRAIN ALL PARTICIPANTS
Open Position
Success Criteria
Analyze Criteria
Evaluation Criteria
Prepare Information
SET TIME LINE Train Participants
Open Position
Success criteria
Analyze Criteria
Evaluation Criteria
Prepare Information
REVIEW RESPONSES
Train Participants
Set Time Line
Open Position
Success Criteria
Analyze Criteria
Evaluation criteria
Prepare Information
INVITATION TO INTERVIEW Train Participants
Review candidates
Set Time Line
Open Position
Success Criteria
Analyze Criteria
Evaluation criteria
Prepare Information
STRUCTURED INTERVIEW
Invitation to Candidates
Review candidates
Train Participants
Set Time Line
Open Position
Success Criteria
Analyze Criteria
Evaluation criteria
Prepare Information
EVALUATE CANDIDATES Train Participants
Structure Interview
Invitation to Candidates
Review candidates
Set Time Line
3 EVALUATION CRITERIA • Can they do the job? • Will they fit in? • Will they do the job?
Open Position
Success Criteria
Analyze Criteria
Evaluation criteria
Prepare Information
PREPARE Evaluate
OFFER
Train Participants
Candidates
Structure Interview
Invitation to Candidates
Review candidates
Set Time Line
Open Position
Success Criteria
Analyze Criteria
Evaluation criteria
Prepare Information Prepare Offer
AGREE ON START DATE
Evaluate Candidates
Structure Interview
Train Participants
Invitation to Candidates
Review candidates
Set Time Line
Open Position
Success Criteria
Analyze Criteria
Evaluation criteria
Agree on Start Date
Prepare Offer
Evaluate Candidates
Structure Interview
QUALIFIED CANDIDATE STARTS!!! Invitation to Candidates
Review candidates
Prepare Information
Train Participants
Set Time Line
Interviewing Skills
SETTING THE SCENE
SETTING THE SCENE • Undivided attention • Make comfortable • Positioning
QUESTIONING AND LISTENING
QUESTIONING AND LISTENING • Prepare for Interview • Put candidate at ease • Skillful questioning • Skillful responses
INTERVIEW ERRORS TO AVOID
SIMILAR TO ME
SEQUENCE EFFECT
NEGATIVE EVIDENCE
EQUATING ENTHUSIASM WITH COMPETENCE
PRIMARY EFFECT
HALO EFFECT
HORNS EFFECT
CENTRAL TENDENCY
PERSONAL APPEARANCE
OPEN-ENDED VS. CLOSED-ENDED QUESTIONS
SOME QUESTIONS !What must your work place be like for you to __achieve your business objectives? !What type of guide lines must be in place for you to achieve these objectives? ___
!Describe for me how you….Use these for problem solving, customer service, attention to detail
______
Critical Success Criteria • Project Management • Customer Service • Mentoring
Questions • Developing questions that match critical criteria
Customer Service • How would you describe an “A+” customer service oriented IT environment?
Project Management • Describe the most professional challenge you have encountered in your career?
Mentoring • Describe a situation where you had the opportunity to influence the morale/spirit of your subordinates?
SOME FINAL THOUGHTS…
"Do make sure you know what you are looking for.
_______
"Don’t be fooled by the contents of a resume. "Do YOUR homework. "Don’t oversell the job or the company. "Don’t hire a candidate just because they are like the incumbent.
_______
