A Quality Hiring
Process
Hiring for Excellence
Presented by: Joyce Allen
Date: 8/12/14
Session ID: HR 9:10 – 10 am
Overview
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Write a holistic job description
Assemble a selection committee
Promote the opening
Review applications
Conduct phone screens
Select finalists
Interview in person
Close the deal
Set the hire up for success
Write a holistic job description
Include more than just functional tasks, include:
• Knowledge and skills
• Personal qualities
• Fit characteristics
Assemble a selection committee
• What role does the manager of the hiring
manager need to play?
• In addition to the hiring manager, who else
works closely with the person in this role and
is invested in positional success?
• Are there others for whom developing
candidate selection skills is important?
Promote the position
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Publish to your job site
Reach out to possible candidates
Seek referrals from colleagues
Advertise to possible vertical audiences
Use social media
Review applications
• Look for evidence of capacity and capability,
not just direct experience
• Pay attention to fit, while also checking overt
or covert bias
Conduct phone screens
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Schedule 30 minutes
Welcome
2-3 critical questions
Candidate questions
Thank you and next steps
Assess candidates
Candidate Name: _________________________
Interview Team Member Name: ______________
Quality/Skill #1: High Medium Low
Notes: __________________________________
Quality/Skill #2: High Medium Low
Notes: __________________________________
Quality/Skill #3: High Medium Low
Notes: __________________________________
Recommend candidate for campus interview: Yes No
Summary reflection: ______________________
Interview candidates in person
• Provide candidates with an authentic
experience – they are interviewing you too!
• Focus on what to evaluate
• Know what your questions will evaluate
• A good question will distinguish candidates
• Use demonstration type exercises when
appropriate
Determine who you want
• Determine not only your first candidate, but
also any other possible hires
• Check references thoroughly
• Determine if you have a
failed search and why
Make the offer and close the deal
• Contact the candidate of choice and make a
clear offer
• Ask what other information the candidate
needs from you to make a choice
• Provide a timeframe within which you require
a response
• Thank the candidate and provide a positive
hope/expectation for working together
Set the new hire up for success
• Communicate what to expect on the start date
• If your office does not have a new hire check
list, work to develop one and execute on it
flawlessly
• Provide an organization chart and key contacts
and make formal introductions
• Ensure there is a lunch and break buddy to
help acclimate the hire to the office culture
and resources
Additional Resources
• PACRAO Review article: http://pacrao.org/b/
• Hiring and candidate selection guide:
http://hiring.monster.com/hr/hr-bestpractices/recruiting-hiring-advice/acquiring-jobcandidates/hiring-candidate-selection.aspx
• The mistakes employers make when selecting
candidates for a job:
http://www.michaelpage.com/content/108-themistakes-employers-make-when-selectingcandidates-for-a-job.html#.UltmOVDn9jo
Please complete the online session
evaluation form
Session HR 9:10 – 10:00 am