1.
Advertising <ul><li>Whether advertising on the internet, internal postings, or in the newspaper – think “marketing” when placing ads. </li></ul><ul><li>Ads need: </li></ul><ul><ul><ul><ul><li>Attention grabber </li></ul></ul></ul></ul><ul><ul><ul><ul><li>To identify company vision </li></ul></ul></ul></ul><ul><ul><ul><ul><li>To find common ground </li></ul></ul></ul></ul><ul><ul><ul><ul><li>A call to action, be specific </li></ul></ul></ul></ul>

2.
Interviewing 101 <ul><li>Objectives: </li></ul><ul><li>Effective Questions </li></ul><ul><li>Stay Legal </li></ul><ul><li>Feel Comfortable </li></ul><ul><li>Helpful Hints </li></ul>

3.
Employee Referrals <ul><li>Highly recommend an “Employee Referral Award” system. </li></ul><ul><li>You want to find the casual job seeker, not the disgruntled employee now looking in the paper </li></ul>

4.
Effective Questions <ul><li>Open-ended Questions </li></ul><ul><li>Behavior-based Questions </li></ul><ul><li>Use Silence. Don’t talk too soon </li></ul><ul><li>Probe (not interrogate) Example: Can you tell me more about that?” </li></ul><ul><li>Give them a chance to sell themselves Example: “Why do you feel we should hire you?” </li></ul>

5.
Open-Ended Questions <ul><li>Tell me how you approach deadlines? </li></ul><ul><li>How would you describe your ability to deal with difficult clients? </li></ul><ul><li>What do you consider your greatest strength, and why? </li></ul><ul><li>How do you motivate employees to be more productive? </li></ul><ul><li>How would you describe your written communications skills? </li></ul><ul><li>How would your current boss describe your ability to interact with others? </li></ul><ul><li>What kind of people do you find difficult to work with? Why? </li></ul><ul><li>What would you like to avoid in future jobs? </li></ul><ul><li>How do you approach tasks that you dislike? </li></ul>

6.
Behavior-based Questions <ul><li>Describe a time when you had to make a particularly difficult deadline, what was the outcome? </li></ul><ul><li>Tell me about a time when you had to address a large audience. How did you prepare for it? </li></ul><ul><li>Describe a time when you succeeded in changing people’s minds. </li></ul>

7.
Legal No No’s <ul><li>Taboo Subjects </li></ul><ul><li>Age/Graduation Dates </li></ul><ul><li>Birthplace </li></ul><ul><li>Religion, Race, Color </li></ul><ul><li>National Origin/Ancestry </li></ul><ul><li>Height/Weight </li></ul><ul><li>Marital/Family Status </li></ul>

8.
Prepare for Comfort <ul><li>Familiarize yourself with candidate </li></ul><ul><li>Schedule enough time for the interview </li></ul><ul><li>Outline some goals and objectives </li></ul><ul><li>Identify some core competencies* </li></ul><ul><li>Prepare a few key questions </li></ul><ul><li>Interview in a comfortable environment </li></ul><ul><li>Relax and LISTEN </li></ul>

9.
Listening Skills <ul><li>Screening Interview/1 st Interview </li></ul><ul><li>90% Listening </li></ul><ul><li>2 nd Interview – 70 % Listening </li></ul><ul><li>3 rd Interview – 50% Listening </li></ul>

10.
Telephone Interview Tips <ul><li>Ask about the previous company/job profiles and look for similarities. (Sample: What are the key expectations of you in…?) </li></ul><ul><li>Get their success profile. Look for vertical movement. (Sample: How has your current job changed since you originally took it?) </li></ul><ul><li>Find out what their needs are. </li></ul><ul><li>Availability </li></ul><ul><li>Pace – Ask what pace environment they like to work in. When they respond with, “Oh, fast paced! I don’t like being bored,” respond with: “What do you consider a good fast pace?” </li></ul><ul><li>Ask, “What would your current employer have to do to keep you there?” </li></ul>

11.
Helpful Hints <ul><li>#1 Reason people stay with a company or choose an employer…. </li></ul><ul><li>Opportunities for growth and development! </li></ul>

12.
Helpful Hints (Cont.) <ul><li>Don’t sit w/table between you. </li></ul><ul><li>Start with small talk </li></ul><ul><li>Ask easiest questions first </li></ul><ul><li>Keep your notes factual, no “impressions” or “feelings” </li></ul>

13.
Last, But Not Least <ul><ul><li>Be sure your Managers/Supervisors know how to interview legally and effectively </li></ul></ul><ul><ul><li>If multiple people will be interviewing a candidate, assign differing topical areas to each interviewer so as not to duplicate questioning over and over… </li></ul></ul><ul><ul><li>Offer to tour office/bldg and/or move candidate to differing interviewing locations . </li></ul></ul>