Hiring Talent: Right Person, Right Job Full Day Course

$7,562.00

Length in Days: 1

Program Leader Level: All

Online Option: No
Minimum Class Size: 8
Maximum Class Size: 25
Facilitators: 1
Assessments/Prework: Not Applicable

Up to 8 Participants: $7,562

Description

DESCRIPTION: Given today’s business realities, it is more important than ever for organizations to utilize their resources wisely.  In any organization, selecting the right person for the right job is a challenge. When the challenge is met, turnover is low, morale and productivity are high, and great customer service is provided. This course is designed to provide information and skills to assess, build, and conduct high-quality selection interviews in order to decide on the right person for the right job.

Some best practices can help ensure that management efforts in hiring the right candidate are successful:

  1. Post an accurate job description
    Job descriptions are the most important part of any hiring process. Candidates apply to the job description more than the title of the position. Ensure to post an accurate job description that highlights the candidate’s role and responsibilities, educational qualifications, and core competencies.
  2. Screen candidates thoroughly
    From asking relevant interview questions and conducting reference checks to check the candidate’s criminal background, a company must carefully screen all candidates before rolling out the offer letters. Companies should also make good use of data analysis techniques to see if a certain candidate has the skills and experience to be successful in the current role.
  3. Ask creative questions during the interview
    Most candidates have well-rehearsed answers for typical job interview questions like, “Why should we hire you?”, “Where do you see yourself in the next five years?”, etc. Hiring managers must put some thought into the hiring process. They can come up with creative questions that can both come as a surprise to the candidate and test their thinking skills.
  4. Help existing employees upskill
    Not all bad hires are new employees. They are oftentimes an existing employee is promoted hurriedly or if their manager has overlooked their abilities. Organizations need to invest in their employees to achieve organizational success. They must conduct courses, urge employees to participate in different activities, and more to make sure a promotion is well deserved.
  5. Find competent people for management roles
    Management is the backbone of any company. Those in leadership roles making important decisions must have the experience and competence to decipher what’s good and bad for their organization. Focusing on filling these managerial positions with a proficient individual is vital to the company’s success.
  6. Give assessments and personality tests
    Going beyond the traditional interview process is important. An in-person interview or virtual video chat is not enough to determine if a candidate is the right fit. Assessing to test technical skills and conducting personality tests to understand the candidate’s traits can help the organization make better hiring decisions.
  7. Observe the questions they ask
    While it is extremely important to ask the candidate all the questions that will help the organization know the candidate better, it is equally important to pay close attention to what he/she asks the hiring team during the job interview. This can help infer what exactly is the candidate seeking from the opportunity. This will also help determine the candidate’s interest areas and whether his goals align with that of the company.
  8. Prioritize company culture fit
    Not everyone adjusts in every environment. Companies must understand their workplace culture to know what they’re looking for in a candidate. Gauging their values and interpersonal skills can help in determining if they would be a good fit for the organization and vice versa.
  9. Assess their strengths and weaknesses
    Most candidates have an ongoing list of their strengths but asking them about their weaknesses can help the hiring manager evaluate their professional expectations for themselves and whether your understanding of them matches with their own. This process will also help identify their work ethic and personal goals.
  10. Clearly lay down your expectations
    There nothing more relieving than having a hiring manager clearly lay down their expectations from the candidate. Try to be brutally honest to the potential employee so that they know what they’re getting into. This will help them decide whether they want to come onboard and reassure the company that they have hired a well-informed candidate.
  11. Don’t rush into making a hiring decision
    Never take decisions in haste. They will be a waste of your and the candidate’s time. No matter how eager the hiring manager is to fill up a role, they must thoroughly screen and examine all prospective candidates and then make a hiring decision. This will help both the organization and the candidate be on the same page.

For more information about this course, please check this blog from P2L, as well as this article from Harvard Business Review.

OUTCOME:

  • Recognize the importance of selecting the right candidate
  • Calculate the cost of turnover
  • Explain the organization’s hiring process
  • Apply a four-step interviewing process
  • Identify job competencies and value behaviors for an open position
  • Create behavior-based interview questions
  • Conduct an effective selection interview
  • Decide on the best candidate

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