zweig group bbr webinar interviews and offers - session 5
Post on 22-Jan-2018
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–Johnny Appleseed
“Type a quote here.”
©ZweigGroup 2016
More than half of firms surveyed (57%) conduct background checks on potential new hires.
- 2016 Zweig Group Recruitment & Retention Survey
©ZweigGroup 2016
1. Treat every job candidate like gold. 2. Plan every detail for your interviews/
meetings. 3. Get all of the candidate’s compensation
details. 4. Stop being obsessed with why the job
candidate wants to make a change.
Mark Zweig’s Tips for Recruitment Success
©ZweigGroup 2016
5. Get a realtor involved.* 6. Look for a way to talk to the spouse.
Mark Zweig’s Tips for Recruitment Success
©ZweigGroup 2016
Questions you should be asking during the interview process - (Hint, focus on candidates qualifications.)
• Tell me about your biggest success to date or in the last X years?
• Tell me about your biggest failure to date or in the last X years, what did you learn from it?
• Discuss the kinds of challenges that they would face in this role and ask them how they would handle it?
©ZweigGroup 2016
Questions you should be asking during the interview process - (Hint, focus on candidates qualifications.)
• Based on our job description what do you think you will have the most fun doing?
• Based on our job description what do you think will be your biggest challenge?
• What are one or two things that you’ve done in the recent past that has prepared you the most for this job?
©ZweigGroup 2016
Questions NOT to ask during the Interview Process.• What’s your background? • What’s your biggest weakness? • What’s your salary history? • Do you think you can handle this workload? • If we offered you the job would you accept it? • Why do you want to leave your present firm?
©ZweigGroup 2016
Illegal Questions NOT to ask during the Interview Process.
• What is your religious affiliation? • Are you pregnant? • What is your political affiliation? • What is your race, color or ethnicity? • How old are you? • Are you disabled? • Are you married? • Do you have children or plan to? • Are you in debt? • Do you socially drink or smoke?
©ZweigGroup 2016
Be very careful about how you ask certain questions during the Interview Process.
Where do you live? Sounds simple enough but asking a candidate where they live is illegal because it could be interpreted as a way to discriminate based on their location. A better way to phrase the questions is to ask them if they are willing to relocate?
©ZweigGroup 2016
Be very careful about how you ask certain questions during the Interview Process.
What was the nature of your military discharge? Asking why a military veteran was discharged is illegal. However, employers can ask what type of education, training or work experience a candidate received while in the military.
©ZweigGroup 2016
Be very careful about how you ask certain questions during the Interview Process.
Are you a U.S. citizen? While you can ask if a candidate is legally eligible for employment in the U.S., it’s illegal to ask about citizenship or national origin.
©ZweigGroup 2016
Things to do back at the office…Know Your Numbers 1. Go over all of your numbers and find a format to keep
track of them; Excel, SalesForce, Jibe, Taleo. 2. Develop a monthly reporting mechanism to help you keep
track of recruiting. Determine the frequency of other KPI reports (Monthly, Quarterly, Annually)
3. Share monthly reports with your entire firm! 4. Try to focus on these metrics for optimum results: Sourcing,
Interviewing, Hiring, and Team Performance Management.
©ZweigGroup 2016
Show Me The Money!The Offer Stage
©ZweigGroup 2016
The majority of firms (47%) say it takes 30-60 days on average to hire a candidate after making them an offer.
- 2016 Zweig Group Recruitment & Retention Survey
©ZweigGroup 2016
Mark Zweig’s Tips for Recruitment Success
1. Write a good offer. 2. Don’t give the candidate forever to make
their decision. 3. Ask the candidate how he/she will
respond to a counteroffer, should one be made (and it probably will be!).
©ZweigGroup 2016
Mark Zweig’s Tips for Recruitment Success
4. If the candidate tells you they’ll accept but want to wait until they turn their notice in to their boss, discourage that.
5. Always get a backup candidate. 6. If someone turns down your job offer,
ask them why.
©ZweigGroup 2016
More than half of firms surveyed (61%) have probationary periods for new employees.
This probationary period is typically three months or less. - 2016 Zweig Group Recruitment & Retention Survey
MarkZweigsays:“Thisisabadpractice!”
©ZweigGroup 2016
Things to do back at the office…Interviews and Offers 1. Go over and share illegal interview questions tip sheet with
hiring managers. 2. Create interview protocol that your organization will follow.
Determine who needs to be a part of the process and who doesn't.
3. Develop a variety of options for conducting interviews, Go-to-Meeting, Google Hangout, Join.Me, and Skype.
©ZweigGroup 2016
Things to do back at the office…Interviews and Offers (cont)
4. Create a consistent offer letter and protocol for extending offers. 5. Discuss the probability of a counteroffer with each hiring
manager and train them on having the counteroffer discussion with the candidate.
6. If you do a lot of relocations take time to find a good Realtor in your community.
©ZweigGroup 2016
Q&A
Post your questions online on Twitter using hashtags #ZweigGroup or #BBRWebinar
We will respond to ALL questions
Up Next!
Upcoming Webinar Schedule
Continue the discussion about recruitment and retention online. Use the hashtags #BBRWebinar and #ZweigGroup. We will respond to anything posted on Social Media on this topic.
Presenter: Randy Wilburn 617-828-9093
rwilburn@zweiggroup.com @randywilburn
Thank You!
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