9.12.2016. Startit Centar Novi Sad

2. Performance - Based
Hiring
Mario Krivokapic
mario@contentinsights.com
+38169 3 606 303

3. Today’s objectives
Main
Present a different idea on
how to become a better
interviewer
Secondary
Give you basic tools to
begin
Wrap - up
How to use Performance-
Based Hiring to grow your
team

4. Curse of the First
Impression

6. 3 interview
questions

7. I
Could you please think
about your most
significant
accomplishment and tell
me about it?

8.  A complete description of the accomplishment
 The company you worked for and what it did
 The actual results achieved: numbers, facts, changes made, details,
amounts
 When it took place, your title and role
 How long it took
 The importance of this accomplishment to the company
 Why you were chosen
 The 3-4 biggest challenges you faced and how you dealt with them
 A few examples of leadership and initiative
 Some of the major decisions made
 The environment and resources available
 How you made more resources available
 The technical skills needed to accomplish the objective
 The technical skills learned and how long it took to learn them

9.  The actual role you played
 The team involved and all of the reporting relationships
 Some of the biggest mistakes you made
 How you changed and grew as a person
 What you would do differently if you could do it again
 Aspects of the project you truly enjoyed
 Aspects you didn’t especially care about
 The budget available and your role in preparing it and managing it
 How you did on the project vs. the plan
 How you developed the plan
 How you motivated and influenced others, with specific examples to
prove your claims
 How you dealt with conflict with specific examples
 Anything else you felt was important to the success of the project

10. How would you solve this
(specific) problem?
II

12. Uncovers another dimension
of performance:
 Job-related problem-solving skills,
 creativity,
 planning,
 strategic and multi-functional thinking,
 potential.

13. WHEN?
For the most critical
performance
objectives
Best people quickly obtain a
clear understanding of the
project or problem
Reasonable go-forward plan
of action
Problem must be realistic
and relevant

14. Can you now tell me about
something you’ve actually
accomplished or implemented
that’s most comparable to
how you’ve suggested we
handle this problem?
III

15. Anchor and Visualize
questioning pattern

16. MISTAKES
Talk too much
Listen too little and
Ask a bunch of irrelevant questions
Not helping the candidate succeed at getting the job

17. RECAP
 Past – performance
 Visualize a solution
 Anchor
 Always help the candidate

19. Performance - Based
Hiring
Mario Krivokapic
mario@contentinsights.com
+38169 3 606 303