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RecruitingBlogs.com Webinar | March 24, 2015
How to Train your Hiring Manager
Carmen HudsonPrincipal Consultant, Recruiting Toolbox
Ex-Amazon, Yahoo, Starbucks and Tweetajob
Introductions
@peopleshark#RecruitingBlogs
What do we do?
We help companies recruit better
Consulting
• Strategy
• Programs
• Process
• Systems
• Branding
• Coaching
Custom Training
• Recruiters
• Hiring Managers/Interviewers
• Recruiting Managers
Toolkits
• Recruiters
• Hiring Managers
We are not a search firm, we don’t sell any products, and we don’t take commissions from vendors.
We partner with heads of HR/recruiting
Who do we help?
Your Managers Might Be RWC*
Bad Habits Cost You Good Candidates
Unresponsive
No-Shows
Unprepared
Time-wasters
No Feedback
Indecisive
Poor Candidate Experience
@peopleshark#RecruitingBlogs
Become a Coach
@peopleshark#RecruitingBlogs
Talking Points: leadership, impact and stewardship
Great leaders are great at hiring.
Hiring decisions are the highest impact, highest cost decisions you will make.
The people you hire will ensure your success or your demise
Managers who hire well and who are good recruiters get promoted.
It’s more than a series of tasks.
You are integral to building our employer brand. Candidates will talk about you, your process and your team once they leave the building.
You should identify and cultivate great recruiters on your team.
Help me help you. I have a ton of information and resources at my disposal. Just ask!
Develop a Point of View
@peopleshark#RecruitingBlogs
Philosophical Question If I were you…
Who owns recruiting? The manager. Otherwise I makeimportant decisions
How will the final decision be made when there is disagreement?
Depends on your culture or the manager’s style, but the manager should commit up front
What happens when things stall? I move on to more urgent needs after 3 tries…I have a ticking clock
Do we hire the boss’ nephew over a more qualified candidate?
Nope.
Do we assess candidates one at a time,or wait to complete the slate.
One at a time, assess against the job, not against other people.
What else….
Expect Accountability
@peopleshark#RecruitingBlogs
Set expectations
Create a buddy system
Keep score!
Pre schedule interviews
Identify great interviewers
Pre-interview meetings
Candidate debriefs
Report resultsPerformance
Review
Symptom: “I know it when I see it”
@peopleshark#TeamAdam
Doesn’t want to invest the time
Needs help articulating needs
Afraid to make a bad hire
Politics
Cure: Get them Talking
@peopleshark#RecruitingBlogs
Identify assessment
criteria
(Re)write job description
Interview questions
(and answers)
Calibration meetings
Candidate debriefs
Shadow interviewers
Bonus: Articulate This!
@peopleshark#RecruitingBlogs
Successful Mangers = Engaged Owner and Partner
Unsuccessful Managers = Passive Bystander and Critic
Realistic, articulates needs, makes good tradeoffs
Unrealistic, “I’ll know it when I see it”
Responsive, Fast, Pushes Unresponsive, slow, waits
Prepared and decisive Unprepared and indecisive
Relationship- and results-oriented Transactional, time-suck HR + Human Roadblock
Actively sources and markets positions “Not my job”
High hiring bar, assesses talent, thinks long-term
Weak interviewer, hires for short-term, doesn’t lead
Personally sells and closes Not engaged in closing
Treats recruiter as partner, with respect Lacks respect for recruiter, skirts process
Symptom: “I need to see 137 more resumes”
@peopleshark#RecruitingBlogs
Needs help articulating needs
Analysis Paralysis
Inexperienced manager
Afraid of making a bad decision
Solution: Getting to “No”
@peopleshark#AwHellNo
Good managers are decisive
1 candidate, 1 decision
Hiring top talent means you have to say no
You have to move fast in this market
Symptom: “You look pretty old”
@peopleshark#RecruitingBlogs
Doesn’t know the law
Never been trained
Thinks she knows the law
Disagrees with the law
Overly afraid
The Cure: Legal Bingo
@peopleshark#RecruitingBlogs
Can you pronounce your last name for
me?
Where did you grow up?
What’s your favorite book?
Why did you choose Notre
Dame?
Are you able to work late or travel
for more than 3 days?
Why were you off of work for 3
months?
Do you belong to any associations?
Did you receive an honorable discharge?
Symptom: Poor Candidate Experience
@peopleshark#RecruitingBlogs
Ask managers...
How would you like your best friend to be treated?
What do candidates say about our process?
The Interviewers?
The job?
The company?
Solution: The Golden Rule
@peopleshark#RecruitingBlogs
Win with speed
Check out Glass Door
Survey candidates
Follow up Strategy
White glove candidates
Talk to new hires
Has this ever happened to you?
@peopleshark#BeastMode
Symptom: Lose the Game at the 1 Yard Line
@peopleshark#BeastMode
Can they “sell” the job realistically
Right attitude and enthusiasm
No closing strategy
Don’t understand motivators
Leave it in the hands of recruiters
Solution: Tap into Emotions
@peopleshark#MaslowRules
Self Actualization
Esteem
Love/Belonging
Safety
Physiological
Solution: Call the Play
@peopleshark#RecruitingBlogs
Assign rolesBe thoughtful
about interviewers
Tag-team the offer
Collect motivators
Ask, what makes you
stay?
Sweeten the pot
Thank You!
@peopleshark#DidNotSuck
Please stay in touch!
Email [email protected]
Website www.recruitingtoolbox.com
Twitter @Peopleshark@recruittoolbox@Talent42
LinkedIn in/carmenhudson
Connect Live Tech Sourcing Lab April 29-30 in Reston, VAMinnesota Recruiting Conference May 13Talent42 Conference June 9-10 in Seattle