Nick White - Hiring the Best: The Fast Track Guide to Win by Effective Interviewing, Recruiting, Hiring and Keeping the Best People

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THE INTERVIEW AND SELECTION PROCESS ................................. 6
SAMPLE CUSTOMER SERVICE FOCUSED INTERVIEW QUESTIONS
...................................................................................................22
INTERVIEWING ...........................................................................32
TIPS ON INTERVIEWING .............................................................35
CHECKING REFERENCES .............................................................43
RECORDING A PROFILE OF IMPRESSIONS ..................................49
RECRUITING ...............................................................................51
ASSESSING YOUR RECRUITMENT AND SELECTION PRACTICES..57
Appendix, Position Description Sample .....................................61
GLOSSARY OF RECRUITMENT AND ASSESSMENT TERMS..........72
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This Guide is all about clarity of the total hiring

process - for you, your manager and your candidates.

Great Process to Hire the Best. Computers and equipment are wonderful tools, but people make the difference. Hiring the Best makes it clear just how valuable it is to hire and work with the best. The mistakes you will avoid make the investment very valuable. Hiring the Best provides you with a process that reduces trial and error in recruiting a lot, but still ensures that you will be able to hire the best.

You will be very impressed with this book. It is one of the few books that goes beyond the current best practice to establish a new and higher standard, you'll wish that you had had this book available years ago.

Highly recommended to anyone who wants to improve hiring practices and remove a huge piece of the risk.

This book guides you to how to perform a truly in-depth hiring process and interview for candidates. The process will allow you and your company to select the best candidates for key positions.

You will be able to use the materials shown here as an outstanding tool, giving you insight into the candidates experience, performance history, and growth allowing you to determine what they are capable of today and in the future.

This will, in short, let you go from hoping your next

hire works out to being confident your next hire will be a star.

Before you make your next hire, use this book.

Five Steps for Successful Behavioral Interviewing
1 Analyze the Technical Aspects of the Job Technical Competency Assessment Guide

2 Determine the Customer Service Focused Competencies of the Job Customer Service Focused Behavior Assessment Guide 3 Develop Interview Questions
4 Conduct the Interview
5 Reference and Background Checking
? After the Interview
? Making A Job Offer
? Informing Unsuccessful Candidates
? Retention of Interview Materials
? Sample Behavioral-Based Customer Service
Focused Interview Questions
This Advisory gives detailed information about the interview process. One of the most important parts of the process of hiring is determining what competencies are required for the job, and developing interview questions that will help the hiring manager determine if the candidates have these competencies.

Competency or Behavioral-based Interviewing

The single best predictor of future behavior is a

person's recent past behavior.

The evaluation of a candidate should be based on the specific examples of technical and personal/interpersonal competencies provided by the candidate during the course of the interview.
Success for most jobs requires a combination of technical and personal/interpersonal competencies.
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FIVE STEPS FOR SUCCESSFUL BEHAVIORAL INTERVIEWING
There are five steps for the hiring manager to follow to be most successful in behavior-based interviewing. They are listed here and described in more detail in the following pages:
1. Analyze the technical aspects of the job.
2. Determine the personal/interpersonal competencies of the job.
3. Develop interview questions to assess both aspects.
4. Conduct the interview.
5. Value the importance of the reference checks.

Step 1

Analyze the Technical Aspects of the Job

Technical competencies are the knowledge and skills that are necessary for satisfactory performance of a given job. Studying the position description, observing the job being performed, and interviewing the previous and current holders of the job and the immediate supervisor will be helpful in determining the competencies required and the performance standard.
Asking a series of questions will help you in establishing the technical competencies. Ask questions such as:
? What would the "perfect" candidate"s competencies
and skills look like;
? What will a person in this job have to do on a regular basis to succeed;
? What are the necessary competencies and skills
the person will need in order to achieve the desired results of the position;
? How will a person hired for this job know he or she is succeeding, and
? Why have people left this job in the past?
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After you have analyzed the job and developed several technical competencies, list the top five most important technical competencies the candidate MUST have to succeed in the job.
Remember when developing your interview questions to keep the questions open-ended, simple, direct and specific. Base all the questions on the job description and the top five technical competencies.
Avoid questions that require overly specific knowledge. Below is a sample Technical Competency Assessment
Guide for use in determining the technical competencies and developing relevant interview questions.

TECHNICAL COMPENTENCIES ASSESSMENT GUIDE

Job Title:

A. Analyze Technical Aspects of Job. (Answer questions and list competencies in the space.) ? What would the "perfect" candidate"s