HIRING RIGHT:Build a hiring strategy in line with the company’s present and future goals
by Ana Ber, Managing Partner Dr. Pendl & Dr. Piswanger Romania, member of InterSearch
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About Dr. Pendl & Dr.Piswanger
P&P Romania is the Romanian office partner of P&P Group and InterSearch Organization, present
on the Romanian market since 1997, offering full HR consultancy services with focus on Executive
Search and related services such assessments and talent pool development centres. In addition
to our core executive search business P&P has a strong background in HR consultancy and soft-skills
training areas.
Dr. Pendl & Dr.Piswanger established in Vienna in 1980,
is recognized today as a leading HR Consultancy in CEE,
operating out of 22 own offices in 15 countries.
P&P is also a shareholder of InterSearch Worldwide (IS),
a global network of Retained Executive Search Practices,
present in more than 60 countries.
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MOST IMPORTANT QUESTIONS TO ASK BEFORE HIRING RIGHT
WHY
WHEN
WHAT
WHOM
WHERE
HOW
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WHY
Hiring to your business strategy is paramount to ensuring that you’re
not only hiring the best available talent – but you’re hiring the best
available talent with the desired experience and competencies, to meet
both current and future needs of the organization.
The future success of your company depends on it.
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Hiring right is important
95% of hiring managers
indicated that hiring is number
one or number two in their
order of importance
Yet, they spend only 10% to
15% of their time on the
preparations
Preparation
Sourcing
Selection
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To get there…
Successful hiring involves doing
the homework
Identify how top people look for
jobs
Plan steps systematically and
with intent so the selection,
interview, assessment processes
flows with ease
Preparation
Sourcing
Selection
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WHEN
First ask Yourself these 5 questions:
1. Do I understand the shift that my company needs to make in order
to remain competitive?
2. Do I know the jobs that drive time to value in my company?
3. Do I know what mindset and capabilities are required?
4. Are our work models and people practices robust enough to
attract and retain the talent we need to be competitive?
5. Am I doing what is needed to ensure that our Talent Strategy is
connected to our Business Strategy?
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WHEN
Plan in advance, avoid „fire fighting“The projection of future openings provides organizations with the time needed to plan and
implement recruitment strategies so that they do not fall prey to the "must-hire-by-last-
week" syndrome. The plan should answer at least the following questions:
Are any newly budgeted positions opening soon?
Is a contract under negotiation that may result in the need for additional hires?
What is the amount of expected turnover in the next several months?
Before you hire, show yourself the money
Before you hire, identify the real need
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WHAT
Start with the end in mind
• Define superior performance - Build a PERFORMANCE PROFILE
(Performance Based Job Description)Describes the desired results, the process to be used to achieve the results, and the environment/culture in which it happens
• Define the JOB – not the PERSON - Separate the job from the person
Allows for a more objective appraisal of true competencyScreening accuracy increasesCan be used for recruiting, employment development, and annual evaluations
• Focus on the doing – not on the havingSkills alone will not predict success in a positionSuccess is determined by what the person does with his/her skills
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PERFORMANCE PROFILE?
Initiative, drive, talent, leadership,
management, team skills, decision making,
focus, results, intelligence, skills, vision
Honesty, commitment, integrity,
responsibility, goal orientation
Attitude, warmth, style, pace, affability,
poise, social confidence, presence, dress
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Performance(Doing the Job)
+
Character(Doing the Job Right)
+
Personality(Working with the Team)
“HIRING RIGHT” Formula
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WHERE
Using internal or external resources for recruiting?
Internal – when• avoid the cost of a recruitment firm’s fees
• intimate knowledge of own company and
its culture, direction and needs
• in situations where there is a large talent
pool of suitable candidates to hire from the
specialism is an asset
External – when• confidentiality
• larger pool of candidates and industry
knowledge
• extensive networks to call upon, able to
quickly identify the top candidates
regardless of whether they are openly
looking to move on or not
• candidate be willing to pay more
attention to the external recruiter’s call (if
the reputation is strong) since they may
offer different opportunities
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WHAT & HOW
Performance Profile Definition
Write JOB ADS that compel the BEST to apply
Performance-based Structured Interview
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HOW Focus on DO the JOB vs GET the JOB
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The accuracy of the hiring decision
depends directly on whether a
candidate is being measured on
their ability to get the job or on
their ability to do the job…
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TRADITIONAL Job Description vs
PERFORMANCE PROFILEPERSON Description
A typical job description lists a catalog of
required skills, experiences, academic
degrees, and personality traits
Skills – Experience
Academics
Industry
Duties & Responsibilities
Competencies
Behaviors & Traits
HAVING
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JOB DescriptionA typical job, on the other hand, boils down
to five or six performance objectives that
ultimately measure an employee’s success.
Build a team
Improve a process
Design a product
Negotiate x deals
Implement a system
DOING
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JOB ADS that compel the BEST to apply
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Traditional JOB Ad
Tele-Sales ManagerThe sales manager for our financial services unit
is responsible for managing a team of six tele-
sales people for the southeast region.
At least 3-5years experience in the sale of
financial instruments, plus at least two years in a
sales supervisory role is essential.
A B.S. degree is required.
Compensation package is commensurate with
experience.
No calls taken. Send resume to [email protected]
Performance Based JOB Ad
The Artful Sales Manager
Our financial services unit is launching a great new
competitive line.
If you can build and train a team of tele-sales
wizards, you'll be looking at your
best years ever!
We' re putting the resources behind this product line
expansion and need a leader who can take us to the
next level.
If you want to leverage your abilities and
compensation, send in your resume with an example
of your greatest sales management accomplishment.
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JOB ADS that compel the BEST to apply
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In order to attract best candidates we need to build description’ roles that
focus on the doing, what the person will do on the job, and the
becoming, what the person will become by taking this job.
Let’s try an example…
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HOW
OBJECTIVE Decision
EMOTIONAL Decision
Performance(Ability to DO the Job)
Character(Honesty, Integrity, Responsibility)
Personality & Cultural Fit(Affability, Attitude, Appearance, Confidence)
TOP DOWN Approach
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HOW
Delaying decisions by 30 minutes can eliminate 50% of hiring mistakes
First impressions are based on emotions, biases, chemistry, personality and stereotyping.
Staying objective is hard work!
YES – we “like the candidate”, are relaxed & comfortable and tend to:
Ignore negatives Maximize positives Globalize strengths
Stop listening Start selling
NO – we “dislike the candidate”, are bored, uncomfortable and tend to:
• Ignore positives• Maximize negatives
• Globalize weaknesses• Stop listening
• Undersell the job
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HOW
Staying Objective & Keeping a High Professional Level• Recognize your emotional state
• 10 - 20 minute phone pre - interview
• Don’t start the interview right away, set the frame first
• Use a preplanned structured interview
• Measure 1st impressions after 30 minutes
• Change your frame of reference
• Listen 4x more than you talk
• Treat the candidate as a consultant
• Talk about real work
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WHOM
GETTING the JOB
Avoid 4A’s Trap (affective, affable, assertive, available)
DOING the JOBHelps avoiding errors in hiring
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HOW
Next Speaker will introduce you in the secret world of
INTERVIEWING for HIRING RIGHT.
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HOW
After the entire defining, sourcing, recruiting and selecting process
is done, before making the hiring decision, ask yourself this final
question:
“IS THIS CANDIDATE A 300% FIT?”100% per role?
100% per team?
100% per culture?
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HOW
If the answer is close to 300%,
CONGRATULATIONS!
And THANK YOU for HIRING RIGHT.
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THANK YOU
QUESTIONS?
Ana BerManaging PartnerDr. Pendl & Dr. Piswanger Romania17 Nicolae Golescu, 1st floor, Bucharest, 010285Tel / Fax: +40 21 323 01 71 / 80Mobil: +40 722 223 033E-mail: [email protected]: www.ppromania.ro