Competitive Hiring™ forms
- Why do we need the Competitive Hiring™forms?
- How is your Interview Evaluation form different?
- Do I need any special training to use the Competitive Hiring™forms?
- What is a Hiring Goal™Statement?
- Can I customize the Competitive Hiring™forms for my company?
- Can I fill the forms out on electronically?
- Can I use them with employee tracking and talent management software?
- Why is it important for the hiring manager/supervisor to sign the forms?
- What are the Competitive Hiring™forms best practices?
- What do you mean that most companies have 4 – 5 separate hiring methods?
- What is taught in the Hire Like a Head Coach™ workshop?
- What other webinars to you offer?
- Who should attend the workshop and/or webinars?
- What do you mean by critical mass?
- Why should we have an annual review?
1. Why do we need to add the Competitive Hiring™ forms?
Too many job descriptions are 3 – 5 years old and do not give you enough information.
Sure, they provide info about the skills, experience, and education needs, but in today’s competitive environment that is no longer enough. These forms focus the hiring manager’s attention the strengths/weaknesses of the existing team, how will a new person increase the team’s talent, what are the biggest challenges for the position, future needs, what would an “A” player for the open position look like, what could they accomplish if they hire an “A” player, and much more. The Competitive Hiring™ forms provide a paper trail of how your hiring managers perceive their area of responsibility.
2. How is your Interview Evaluation form different?
Most interview evaluation forms rate a candidate on a scale 1 – 5 for ten-fifteen basic areas (i.e. skills, education background, work experience, team building skills, overall impression.) That is not sufficient in today’s world. The Competitive Hiring™ Interview Evaluation form includes: the company’s Hiring Goal (see below), 4 – 5 reminders on for the interviewer (i.e. things they can not ask, the importance of listening, etc.), does the person meet the “A” person profile the hiring manager described in the Job Outlook™ form, desired competencies for the position, and much more. Each interviewed candidate is scored against the hiring managers written needs developed in the Job Outlook™ form.
3. Do I need any special training to use the Forms?
No. They have been designed for you to download and use immediately.
Note: Each company’s change management issues are unique. The downloaded forms contain several suggestions on how to implement them. You can choose which is best for your situation. Our goal is to help you make hiring your company’s competitive advantage. If you need further help we offer a Hire Like a Head Coach™ workshop, webinars and consulting.
4. What is a Hiring Goal™Statement?
Most companies have a Mission Statement, but few have a Hiring Goal™ Statement. It is a 10 – 30 word general statement about the type of people you want to hire. It does not conflict or replace your EEOC statement about diversity. Currently, the all three forms include the example below. However, the Hiring Goal™ Statement can be customized to your company.
- Sample Hiring Goal™Statement:
We want to hire honest, hardworking individuals who will take ownership of their job responsibilities and who want to improve themselves and the company.
5. Can I customize the forms?
Yes, four key areas. You can customize them by adding your company logo, the Hiring Goal ™ statement, existing team characteristics, and desired competencies. These are Adobe (.pdf) files.
6. Can I fill out the forms electronically? Yes. These are Adobe .pdf files which can be attached to an email, filled out on line, and returned – all through the Internet.
7. Can I use them with employee tracking and talent management software? Yes. You may want to check with your supplier, but most providers have no problem with Adobe files. Some may charge you a fee, but that is between you and your supplier.
8. Why is it important for the hiring manager/supervisor to sign the forms?
Ownership and accountability. Too often managers take credit for the good hires and blame HR (we would have hired better if HR had gotten us better candidates) when the new employee does not work out. We have found that managers/supervisors take more ownership of the hiring process and decision when they sign their name.
9. What are the Competitive Hiring™forms best practices?
Each forms download includes several valuable suggestions on how to implement them into your company. Each company is unique, but we have included suggestions when there is 100% buy-in and support from top management, when there is little buy-in at that level, when you have a few pro-active managers who will be your pilot this new program, and when HR is the driving force for change..
10. What do you mean that most companies have 4 – 5 separate hiring methods?
Many companies have separate methods for the executives, sales, entry level and the office. Certainly, the process should be different when hiring a $125,000 executive and a $25,00 entry level employee. What I’m speaking of is the fundamentals. Is your company by-passing the process to hire friends of co-workers, relatives? Are sales people being hired because they know the industry or they have worked for a competitor without being properly vetted? If you want hiring to be your competitive advantage then everyone must go through the same process for that position. Friends of co-workers , relatives etc. all must be vetted properly.
11. What is taught in the Hire Like a Head Coach™ workshop? This can be an on-site workshop or a webinar. It is specifically designed to help managers think more strategically about their hiring decisions. Too often hiring seminars get overwhelmed with “what can I and can’t I ask” legal questions. This is NOT that type of seminar.
Hiring is the front door of your company’s future success™.
Head coaches develop an action plan to reach their goals and know the power of a shared vision. They understand that the best plans cannot be achieve without the right people in the right place. As leaders (not managers), they know how to analyze their current team’s strengths and weakness, what changes are needed, and how to set priorities and a timetable for implementation. They are not afraid to make the tough decisions. Workshop attendees will learn how to use these same principles (and much more) for their hiring decisions.
12. What types of webinars do you offer?
- Guard the Front Door™ – It is a shorten version of the Hire Like a Head Coach™ webinar. The 30 minutes webinar will give the attendees valuable information on how they can use the forms to gain a competitive advantage.
- Implementation – Best practices – this is for executives, managers, HR professionals who want to discuss specific ways to overcome potential roadblocks to implementing the Competitive Hiring™ forms into their hiring process.
13. Who should attend the workshop and/or webinar? Anyone responsible for guarding your front door (hiring) in your company. If the company is serious about making hiring a competitive advantage, then the C-Suite executives should be in attendance. Depending on the size of your company you may choose to have different groups attend (i.e. 20 branch managers, C-Suite only, mixture of managers throughout the organization, etc.)
14. What do you mean by critical mass?
Hiring is an art not a science. The goal should be to have a critical mass in each department of honest, hard working employees that take ownership of the jobs. Then, each new job opening is viewed as an opportunity to reach or increase critical mass.
15. Why should we have an annual review?
No hiring system will give you “A” players 100% of the time. We recommend the annual review of the hits and misses in the hiring process. This is to refine the hiring process. Who is consistently making good hiring decisions, who needs extra training and who should not be included in the hiring process? What can be done to further enhance the process? What is proving to be ineffective and should be eliminated?