How to Conduct Effective and Productive Hiring Interviews Today

“Today, there are millions of job seekers looking for new positions! If you want the best, use the best hiring interview practices!” Jeannette Seibly

I’ve been interviewing people for jobs for well over 30 years. It was my first job out of college. While the economy and types of jobs have changed dramatically during this time, many hiring practices have not! The challenge is that many companies must level up their hiring and interview practices to attract top talent.

Americans are quitting their jobs in record numbers, and economists say the Great Resignation will likely keep up well into 2022. (CNBC)

And now, with so many job seekers on the prowl for better wages, benefits, and working conditions, your hiring practices need to improve. Or, you’ll miss out on attracting and keeping top talent.

16 Tips to Effective and Productive Interviews

Leveling up means updating your strategic hiring process. Start by reviewing the procedures and tools used and upgrades NOW  (e.g., applicant tracking system, job fit assessments, training interviewers, background and reference checks, etc.). The quality of your hiring process impacts candidates’ willingness to show up, ready for the interview.   

First steps. These are a must and often overlooked:

  1. Review and update your company’s vision and mission. I’m sure it’s been a while!
  2. What are this year’s short-term goals (Q2 and Q3) and long-term (Q4 and Q1-2023) goals? Then, review with the management team and get into action. Top talent wants to work with companies that have goal-focused and results-oriented intentions.
  3. Review and update job descriptions and related policies to reflect employment changes (e.g., diversity, onboarding, working from home options, etc.).
  4. Create a 180-day Success Plan for each position. Keep it simple and focused.
  5. Update structured interview questions and selection tools used (e.g., benchmarks for job fit assessments, etc.).
  6. Train all interviewers. Hold them accountable for following the process and ensuring positive candidate experiences.

Second steps. Do the prep work before the interviews:

  1. The process starts when an applicant applies and before the interview. Be sure your ATS is interactive and provides links to answer “knock-out” questions and complete initial assessments. It’s essential that you readily respond via email, chat, or video.
  2. Don’t wing it. Reread job description and structured interview questions before each interview. Hiring biases and gut reactions are stronger when you are not prepared. Remember, there will be new biases. Examples: Job candidates are being interviewed in their homes and not in a professional setting. Or candidates are leaving their old jobs without new ones.
  3. Send out ATS reminders with time and date, length of the interview, name of interviewer(s), and job title(s), plus the URL for the virtual interview.
  4. Test virtual connections. Request job candidates to “test” the URL connection before the interview and resolve issues. Remember, home internet connections may not be up to speed with Today’s conferencing requirements.

Third steps. Conducting the interview:

  1. For virtual interviews, be sure everyone is visible on your monitor during group interviews. They must stay on video and not multi-task!
  2. Turn off electronic devices and other distractions. When everyone does this, the interview is more productive and saves time.
  3. Start the interview by introducing yourself (20 seconds). If in a group, have each interviewer provide a 20-second intro. State name, title, and how this job impacts their area. For example, “Today I am (or, we are) conducting the first set of interviews for XXX position. This interview will take approximately 1 hour. Have you scheduled this amount of time for our conversation?” (If no, reschedule to ensure consistency in the interview process.)
  4. Ask your prepared, structured interview questions. This structure helps compare candidates and is a legal requirement.
  5. Deep-dive into the job candidate’s answers by using Rule of 3. It’s essential to know the quality of their skills and their ability to use them in different situations. Also, their response lets you know the training requirements for this person to succeed.

Example of Rule of 3:

  • What is one specific challenge you have faced?
  • How did you resolve the issue?
  • What specifically did you do?
  1. At the end of the interview, not the beginning, share the information below. Remember KISS (keep it simple and smart). Here’s why: You want job candidates to tell you who they really are … not what they think you want to hear.
  • Vision and mission of the company
  • Job title and top 3 to 5 job responsibilities (do not negotiate now)
  • Quick overview of 180-Day Plan with a specific focus on Q2 and Q3
  • DO NOT conduct salary and benefit negotiations until it’s time to make a job offer
  • Share what will happen next with selected candidates (e.g., future interviews with team members, reference and education verifications, job fit assessments, etc.)

NOW! And, I cannot say this enough! Follow-through as promised! If you don’t, job candidates will share their less-than-positive interview experiences on social media! And, you will lose out on hiring top talent.

©Jeannette Seibly 2020-2022 All Rights Reserved

Jeannette Seibly is The Leadership Results Coach. She has guided the creation of three millionaires and countless 6-figure income professionals. During the past 29 years, she has become an award-winning international executive and family business management consultant and keynote speaker. Recently, she was able to add another brag. She has been an Authorized PXT Select/PXT Partner with Wiley/Profiles International for 30 years, guiding companies to hire the right person the first time. Have questions? Need help? Contact Jeannette for a confidential conversation.

Note from Jeannette about conducting effective and productive hiring interviews today: Preparation is vital. The quality of time spent on the 16 tips listed will impact your company’s bottom line, customer and employee satisfaction, and your ability to sleep well at night! Are you uncertain how to begin? Experiencing roadblocks? Need help with interview training or assessment selection? Contact me today.

Being a top influencer can attract top talent and have you seen as a great boss. So become aware and develop the skills now! Grab your FREE copy of Eight Tips to Increase Your Ability to Influence.

Focus on These Top 5 Attributes and Watch Your Sales Increase

“If your salespeople are continually leaving money on the table due to poor negotiation or numerical skills, it’s time to get real about how you hire and manage salespeople.” Jeannette Seibly

Great salespeople have the attributes required to succeed in their jobs. They genuinely love what they are selling and have a genuine interest in their customers’ growth! They enjoy increasing sales results!

Given that we all want great salespeople, what is the #1 challenge to hire and manage them today?

First and foremost, too often, the person they hire is not the person they interviewed. So, how did they get hired? They looked the part and talked the talk! AND … You failed to use objective data to ascertain the actual ability, interest, and thinking style required to call, prospect, and close sales!

After talking with several business owners and consultants that manage great salespeople, they mentioned 5 top attributes (yes, this is not a scientific study, but it can provide important insights for a great year).

Top 5 Attributes of Successful Sales People

Hire for job fit. Job fit is crucial when hiring the right salespeople the first time. Nothing drains the energy of a top sales team and their customers more than hiring the wrong people. The challenge is hiring people with the thinking style, sales behaviors, and occupational interests that fit the job requirements. If they do not fit the job, you cannot train, motivate, or coach anyone to be a great sales success. Design a strategic hiring process and use objective data. Now, pay attention! Remember, you lose customers, not because you have a lesser product or service, but because they are tired of training your bad hires, over and over!

Be present. Being present in all conversations is a top attribute great salespeople have developed. It starts with excellent listening skills! It’s essential to emphasize that multi-tasking is a myth …  physically doing or mentally thinking of other things during conversations! Instead, train your sales team to engage their full attention in the conversation by actively listening and asking great business questions. These probing skills will uncover additional information and allow people to feel heard. And remember, this is all done before offering solutions.

Know your products and systems. Having a genuine interest in what you are selling and talking with people is critical. Otherwise, the buyer will experience “buyer’s remorse.” When your sales team is well versed in the legalities, systems, and other nuances of using your products and services, your customers will develop trust and rave about their results. Develop this attribute by keeping your team up-to-date with 15-minute morning sessions and monthly training programs.

Be persistent and persevere. Not everyone is ready to buy when your sales team meets with them. Develop easy-to-use systems to stay in touch regularly. Send prospects (and current clients) periodic articles or other noteworthy gems. Show up at networking meetings, and trade shows ready to brag in a business-savvy manner. Stay in touch on social media by “Liking” their posts and accomplishments. This is how persistence and perseverance pay off.

Develop great relationships. This attribute is more important today than ever before. Over time your sales team needs to be a resource for current and future clients to answer their questions. Always follow up and follow through within 24 to 48 hours. Building credibility and integrity is critical. These can be easily sabotaged when you and your sales team fail to treat people as VIPs (very important people).

©Jeannette Seibly, 2016-2022 All Rights Reserved

Jeannette Seibly is The Leadership Results Coach. She has guided the creation of three millionaires and countless 6-figure income professionals. During the past 29 years, she has become an award-winning international executive and family business management consultant and keynote speaker. Recently, she was able to add another brag. She has been an Authorized PXT Select/PXT Partner with Wiley/Profiles International for 30 years, guiding companies to hire the right person the first time … including hiring and managing salespeople! Have questions? Need help? Contact Jeannette for a confidential conversation.

A Note from Jeannette about the top 5 attributes of successful salespeople: some people love selling while others look for the fastest way to a better paycheck! During the hiring and selection process, you must uncover if the candidate will call, prospect, and close a sale. Use objective data instead of relying on your gut or intuition (which is often wrong). The reason you lose customers is that they are tired of training your bad hires over and over! Do you want to learn the fastest and best way to select the right salespeople the first time? If yes, contact me for a confidential conversation.

Being a top influencer in 2022 is a great goal. But now, you need to put the right action plan into place and follow it! So get started today with your FREE copy of Eight Tips to Increase Your Ability to Influence.

2022 is the Year of Hiring!

“Hiring the right people to fit the right positions creates stellar performance, productivity, and profitability.” Jeannette Seibly

This is the year of hiring! The Great Resignation saw a record 4.5 million Americans quit or change their jobs in November (Washington Post). Many of you are now attempting to fill these positions. Or review changes to current employees’ work assignments, which will lead to more employees leaving due to poor job fit with their new job duties.

It’s important to remember that this is a great time to level up, or your company will be left behind!

Here are 4 often overlooked tips as you move forward in your selection and hiring process. And, remember, when you use a qualified job fit assessment, you will improve your hiring decisions with objective data. If you have any questions or need someone to bounce off ideas, let me know. I’ve been hiring, coaching, training, and managing people for over 30 years.

Keep your word. Recruiters and hiring managers can give your company a bad name. While it may be obvious, there are way too many stories about recruiters and hiring managers not keeping promises. Or, they ghost candidates and/or lie about the job responsibilities. Consider how you treat candidates will impact your sales results and ability to attract top talent.

Can they work remotely? Not all employees are capable of working independently in a virtual environment due to a variety of reasons. Therefore, it’s essential to establish your expectations upfront and design your interview to ask the hard questions.

3 interview questions to get started:

  1. Why do you believe you would enjoy working in a remote job?
  2. Have you done this before? If yes, what did you like and dislike?
  3. Do you prefer working in a hybrid or fully remote position? Why?

Ask about mistakes. While everyone makes them, many job candidates don’t feel comfortable sharing them. But when they share the error and what they did to correct and learn from it, you’ll know they have the confidence and self-awareness needed for your company. If not, they will most likely become your future blamers and complainers.

One example (remember to keep the question open-ended): “Everyone makes mistakes. Please tell me about a recent one and what you did to correct it.”

Most expensive mistake companies make when promoting an employee! Failure to conduct due diligence before promoting employees IS a costly mistake. Avoid this by going through the same interview hiring process as an outside candidate. If you don’t, and they fail, they will leave taking other top talent and top customers. Use a selection process designed to include objective data.

Jeannette Seibly is The Leadership Results Coach. She has guided the creation of three millionaires and countless 6-figure income professionals. During the past 29 years, she has become an award-winning international executive and family business management consultant, and keynote speaker. Recently, she was able to add another brag. She has been an Authorized PXT Select/PXT Partner with Wiley/Profiles International for 30 years, guiding companies to hire the right person the first time. Have questions? Need help? Contact Jeannette for a confidential conversation.

Being a top influencer in 2022 is a great goal. But now you need to put the right action-plan into place and follow it!  Get started today with your FREE copy of Eight Tips to Increase Your Ability to Influence.

 

Do You Need to Hire Salespeople … What Are 5 Key Tips?

“Hiring the right salespeople impacts your customer’s experience and fulfillment … and your bottom line.” Jeannette Seibly

Hiring salespeople can be a challenge. Many will look and/or talk the part. But when hired, fail to produce the required results.

Remember, it’s always faster and easier (and so much less expensive) to determine their ability to sell before you hire them. If you don’t, you’ll spend too much money and energy, and face sleepless nights attempting to fix them (and this never works out well for anyone).

5 Tips to Improve Your Selection Process

1. Are They Listening? Can they hear you? Do they respond appropriately? Ask the candidate to summarize the interview or various parts of the conversation by asking, “Tell me what you heard?”

2. Do They Ask Questions? Do they have questions about your company, product, management style, etc.? If not, move on. Candidates that don’t ask questions lack the curiosity and skills to inquire further.

3. Are They Calm and Patient? Does the person squirm in his/her seat? Does the candidate rush the conversation or attempt to finish your sentences? Does the candidate look at you when speaking or listening? While closing is a required skill and requires the ability to not be too patient, failure to have the prospect feel comfortable is critical.

4. Do They Fit the Job? To determine key traits, most salespeople need prospecting, presenting, and closing. Use a qualified job-fit assessment. Can they do these things? Will they do these things? And, can they do these things for your company and product?

5. Do They Tell the Truth? To objectively answer this question, first, use an honesty/integrity assessment to uncover omissions that are not part of a public record. It saves time and money by not talking with candidates that stretch the truth (think, customer expectations and fulfillment). Second, with final candidates, check background, education, and other accomplishments.

Jeannette Seibly is The Leadership Results Coach. During the past 29 years, she has guided the creation of three millionaires and countless 6-figure income professionals. Her brags include being an award-winning executive coach, management consultant, and keynote speaker. If you continue to struggle to hire salespeople who can actually sell, now is a great time to contact Jeannette for a confidential conversation.

A note from Jeannette about hiring salespeople that can actually sell. Many candidates for sales positions look and/or talk the part. The problem is, they fail to produce the required results. It’s up to you to improve your selection process to uncover salespeople that can actually sell your product and service. Need help? Contact me to improve your hiring and selection processes.

New Normal Hiring Has Changed How You Select Top Talent! Are You Ready?

“Increase your hiring accuracy today by fine-tuning your strategic hiring system and quality of tools. Otherwise, you’ll experience loss of top talent, customers, and business growth.” Jeannette Seibly

Recently, I heard from a job candidate that during her third group interview the hiring boss threw up his hands and left the room. Later she learned, the hiring boss had been talking with customers about their business changes and was left wondering what type of job candidate he really needed. The good news was, he prevented hiring and letting go of a new employee when the new job requirements became clear.  

We have forgotten that “new normal” includes new hiring and selection processes, and cannot be treated as business as usual.

Unfortunately, in our haste to get jobs filled today, we dust off old job descriptions and job postings. Then, tweak here and there before posting…believing we’re saving time! The problem is we’ve forgotten that NEW job skills are needed to support our customers and businesses. Plus, many job candidates’ skills have been dormant for the past year and could be rusty.

This “new normal” is the time for you to create a strategic hiring process and update selection tools focused on the future growth of your company. Otherwise, you risk customers and top talent leaving, frustrated with your company.

5 Key Places to Improve Your Selection Process

1. Envision the New Job. Take time to envision the new job with the key players. Focus on what you and your company need to accomplish. THEN, write up the new job description.

Here are the top 5 key changes (Insperity, April 2021):

  • Remote work
  • Flexibility and work-life balance
  • Technology use
  • Compliance with laws and regulations
  • Cybersecurity

2. Create a 180-Day Success Plan. Note specific goals (no more than 3 per month) the successful person needs to complete in the first 30-60-90-180 days! Be realistic and share with job candidates during the interview process. Pay close attention to their reactions.

3. Infuse Energy in Job Postings. Job postings may be the first time applicants hear about your company. Infuse them with positivity and opportunities for job candidates. Your goal is to attract top talent with new skills or people that are flexible and willing to learn quickly. Post on ATS site that is super easy for job applicants to use.

4. Use Job Fit Assessments that Provide Objective and Consistent Data. Job fit is the #1 reason people succeed (Harvard Business Review). Many people interview well and can tell you what you want to hear. It is why successful companies use scientifically developed job fit assessments. These state-of-the-art tools provide real data and insights about the candidates. It’s important to know before you hire the true strengths and weaknesses of your candidates. Make sure you can objectivity and consistently answer with real data: “Can they do the job?” “Will they do the job?” and “How will they do the job?” These answers will impact the quality of work done and relationships with customers and team members!

5. Bring Back Due Diligence. Many companies have stopped obtaining verifiable due diligence data. Remember, over 40% of people lie on resumes. The most common areas are education, previous dates of employment, and previous salary. (Indeed, February 2021) Yes, these are some of the key areas we use to determine the job candidates we will interview!

©Jeannette Seibly, 2021 All Rights Reserved

Jeannette Seibly is The Leadership Results Coach. She has been an award-winning executive coach, management consultant, and keynote speaker for over 28 years. She is an expert in guiding leaders and their teams to get unstuck and achieve dynamic results. Contact Jeannette for a confidential conversation.

It can be embarrassing to you when your team produces results that do not meet customer or company needs. Discover how to work through team conflicts before they sabotages your career.

A Note from Jeannette About: New Normal Hiring Has Changed How You Do It! Are You Ready?      How you hire today has changed from how you hired in 2019 and 2020. If you haven’t updated and upgraded your selection systems and quality of tools, it will show in your results. High turnover of top talent and customers will hurt your business growth, now and in the future. And, your reputation will take a hit too (think, social media reviews). Are you stuck working with hiring managers resistant to making these critical changes? Contact me for ideas to overcome their resistance and start achieving dynamic results.

A Costly Management Practice That is Avoidable

Employees today feel stressed, unclear about new expectations, and ready to bail for another job.

Companies not knowing what else to do, attempt to soothe and keep these employees by providing promotions or job transfers.

This IS the most expensive unrealized management practice in companies today. And, has been for a very long time. Why?

Promoting someone before they are ready or moving someone into a job that is not a good fit will have them leave. (Remember, they were once good employees.) They will take with them customers and top talent.

How do you stop this costly management practice?

There are 3 places you can impact your employees and keep top talent:

Ø  Hire: The least expensive and most effective place to start. When was the last time your company designed a selection process that used real objective data to achieve consistent results?

Ø  Coach: Most bosses and executives are poor coaches. What is the cost of hiring qualified coaches for bosses vs. top talent leaving?

Ø  Before They Leave: Bosses ignore the signs and offer more money (or other perks) to keep them! What are you doing to keep top talent engaged and looking forward to work each day? (Hint: Giving them more money or perks doesn’t last since they’ll still leave in the near future. Same with ill-advised promotions or job transfers.)

Is there a better way? Definitely! If you’re struggling or uncertain how to use the right tools and practices to stop this expensive management practice, contact me. We’ll start a conversation of how to improve your management practices. JLSeibly@SeibCo.com Or if urgent, 303-917-2993

It’s the 2nd Quarter! Let’s create a new normal that supports each and every employee.

Your customers, top talent, and bottom line will thank you!

©Jeannette Seibly, 2021 All Rights Reserved

Jeannette Seibly is The Leadership Results Coach. She has been an award-winning executive coach, management consultant, and keynote speaker for over 28 years. She is an expert in guiding leaders and their teams to get unstuck and achieve dynamic results. Contact Jeannette for a confidential conversation.

What Happens When You Update Your Hiring Practices?

sales-hiring-assessments-01The short answer: you will find great qualified job candidates.

Yet, many of you are lamenting, “I don’t believe that … there aren’t any qualified candidates looking for a job.”

Look again. They are out there! They will not waste their time applying for and interviewing with companies using out-dated hiring systems and practices.

The bad news is, if you keep hiring the way you’ve been hiring, you’ll keep the same results and miss out on the good ones.

Q4 will arrive soon. Now is the time to review why your qualified job candidate pipeline has shrunk and how to improve it for 2019.

7 Critical Selection Factors to Improve!

  1. Cost of Hiring Mistakes. It’s important to know the true cost of making hiring mistakes. This information will impact decision-makers to make the right changes needed.
  2. Objective Data. To improve your decision-making process use good objective data. It ensures that you are hiring for job fit, are aware of the skills needed and can plan for future workforce needs.
  3. Due diligence. Conducting background, education, theft and reference checks are important. To uncover honesty and integrity issues not found in public records, use qualified core value assessment tools.
  4. Job Postings. Well written and attractive job ads are the key to finding active and passive job seekers! Hire an outside company or have your marketing team put together the job ads. Keep your ATS up-to-date, easy to use and mobile friendly. Remember, you only get one opportunity to grab their interest.
  5. Biases. Selecting applicants and making job offers based on gut reactions or other biases will limit your applicant pool. And, not in a good way. Examples include:
  • 50+. These workers are amazing. They show up. They don’t job hop. They get the work done. Yet, their expertise is often overlooked.
  • 25-. These are our future workers. Hiring and training them now will support your company’s workforce in the future.
  1. Onboarding. This critical practice should begin the minute they apply. Engaging them immediately keeps their interest high. Use chat and other electronic messaging to stay in communication. And, remember keep it user-friendly.
  2. Key Words. For every job post, your key words should be reviewed and updated. For example, the key word CPA will overlook qualified job candidates for accounting positions.

©Jeannette Seibly, 2018

Grab your FREE Tip Sheet on Selecting the Best Coach for you!

Jeannette Seibly has been recognized as a catalyst and leadership expert for the past 25 years. As an executive coach, speaker and author, she provides straight talk with dynamic results. Does your company need to upgrade how you hire your employees? Are you open to making the needed changes? Don’t wait or it might too late. Contact Jeannette now for a preliminary confidential conversation.

How to Recover Quickly from a Bad Hiring Decision

imagesU4QT41U3No one likes to admit they made a bad hiring decision. However, as a hiring manager, it’s always possible you will fail to hire the right person for the right job.

What makes it harder is that you’ve invested lots of time and energy into a long and arduous interview process. However, hanging on to a bad hire isn’t going to change the person! While there are times it will not be a clear-cut decision to reassign someone or let them go, it’s important to never sacrifice your business, great employees or customers by keeping someone who cannot or will not do the job.

First … Get Real about Your Decision

  1. Admit it. Denial isn’t helpful and will hurt you and your company’s reputation the longer you hang on to the bad hire.
  2. Create a professional development plan. For example, if someone has limited outside sales experience, have them shadow several top salespeople. Then, the sales manager should go with them on calls. Well-defined sales indicators (e.g., number of calls, appointments, presentations and new customers) and a qualified assessment can uncover where to focus coaching efforts.
  3. Talk candidly with the person. Many times, she or he did their best to land the job interview without truly understanding the job requirements. This is a good time to review expectations. For example, cold calls are a norm for outside salespeople — something good salespeople enjoy and others despise.
  4. Evaluate them for a different position within the company. Use or review the qualified assessment to determine what you missed when interviewing the candidate. What did you assume? What did you ignore? Did you make your decision based solely on the interview without including the assessment results (which should be 1/3 of the hiring decision)?
  5. Talk with HR and/or legal before terminating them. When you fire someone, make sure to include a key employee during the exit process as a witness. Be sure all passwords and proprietary information are collected immediately. Keep in mind that no exit interview is required.
  6. When termination may be the best solution:
  • – The employee misrepresented his or her skills.
  • – The employee has excellent skills but is a terrible team player.
  • – The employee does not follow basic company policies, despite warnings.
  • – Theft or drugs are involved.
  • – It would cost more money and time to invest in the employee than your company can realistically afford.

According to Insperity, the average U.S. employer spends about $4,000 and 52 days to hire a new person. A bad hire will diminish management, co-workers and customers’ confidence and hurt your P&L. Find out the real costs you incur when a bad hiring decision is made by using the Hiring Calculator. This will help you understand the need to improve your hiring practices.

Second, Review and Improve Your Hiring Decisions

After firing Candidate #1 and before contacting Candidate #2, take a candid look at your current hiring process. (Hint: One great idea is to bring in an objective facilitator to strategically review your hiring process and, if necessary, build a new one.)

Consider the following:

  1. Use an ATS system that pushes job postings to many sites to attract more qualified candidates.
  2. Review the job description and rewrite it to attract better candidates.
  3. Share the rewritten job description and get agreement before restarting the hiring process.
  4. Use qualified job fit assessments to better understand candidates’ natural strengths and weaknesses.
  5. Deep-dive into candidates’ responses to better understand the quality of their skills. (Note: Just because they have skills doesn’t mean they will use them.)
  6. Conduct complete due diligence and use a qualified core value assessment. Remember, over 70 percent of resumes contain inaccuracies. For example, it’s critical to validate the name of previous employers and job titles, actual base salary and actual dates of work, etc. Read Hire Amazing Employees for additional insights.
  7. No one wants to admit their personal biases override common sense. But studies have shown we make decisions within 4.3 minutes of meeting a candidate and spend the rest of the interview validating our biases. Stay out of this trap.
  8. Prepare for the interview. Winging an interview today is simply rude, and many job applicants will say no to the job offer if you are unprepared.
  9. Conduct several interviews with more than one top candidate. Candidates today are savvy and will often say what you want to hear rather than the whole truth. For example, asking, “Are you familiar with QuickBooks?” and having them say yes does not mean they know how to use it. Instead, say, “Tell me about your proficiency in using QuickBooks.” Then, deep-dive into their responses to determine actual skill strength.

Acting wisely and quickly will improve your hiring decisions and make the difference in attracting and retaining great employees.

©Jeannette Seibly, 2017

Need a speaker or facilitator for your company’s executive group? Have issues to address? Conflicts to resolve? Contact Jeannette Seibly. She will provide confidential, laser-focused coaching that works! 

Jeannette Seibly is celebrating 25 years as a business coach, advisor and consultant. Do you have a hiring system that needs to be updated, really updated? Are you willing to make simple and effective changes? Check out her website , or contact Jeannette for a free confidential conversation.

High-Impact Hiring Practices for Amazing Results

strategic hiring4We all love to celebrate amazing hires. These exceptional candidates make our day. Yet rarely do we take the time to strategize about how to find more of them.

When creating CRM systems (customer relationship management), managing sales teams or producing quality products, we take the time to review specific changes that are required to ensure the right results: in other words, what worked and what didn’t work. How can we use the same process to positively impact our hiring and selection practices? In short, by learning how to improve our selection practices rather than relying on gimmicks, false promises and cute ads.

First, Get Real about the Costs

Many companies believe that if their turnover is less than the industry average, they are doing well. The truth is, turnover still impacts the bottom line, leads to the loss of top talent and is a red flag to qualified candidates. Additionally, it also negatively impacts current and future customers because turnover can translate to a less-than-satisfying experience. Use our New Hiring Calculator to get the real picture about your hiring costs!

Second, Review Less-Obvious Concerns

Inexperienced Interviewer. Experienced job applicants need good and honest conversations about what to expect from the position, company and career opportunities … not canned answers.

Lengthy Application Process. Shorten the process and feature your company’s benefits and job requirements. Include short video clips about why the company is a great employer.

Bad Interview Questions. Failing to ask job-specific questions and deep-dive into candidate responses will create a false impression and lead to candidates turning down job offers.

Focusing Only on the Money. Remember, today’s employees are very interested in training for career advancement in addition to a competitive paycheck. Talk about both.

Poor Job Fit. According to a Gallup poll, over 71 percent of employees are working in jobs that don’t fit them. Use incredibly accurate qualified assessments for hiring, coaching and managing. These effective tools can improve job satisfaction and your hiring success.

Third, Include These Practices to Positively Impact Results

Define an Exceptional Hire. Ask yourself and your team, “What does an amazing hire look like today? In three months? Six months? A year from now?” Now, rewrite the job description with those answers in mind. Ask your marketing department for their input when you create an exciting and enticing job posting to advertise this newly conceptualized position.

Make Promises. Ask yourself and your team, “Why should applicants want to work for us? How will this job help their career now and in the future? What specific training and development can we offer them?” Now, keep those promises!

Create a 180-Day Onboarding Plan. The plan should include on-the-job training, meetings (one-on-one and in groups), company and trade conferences, etc. Keep this list short and on point. Remind applicants during the interview process and the 180-day onboarding period to listen, learn and ask questions. rather than talk too much.

Assign an Internal Mentor and an External Coach. An internal mentor can help a new employee or executive navigate the written policies and unwritten expectations of your company. An external coach can confidentially allow them to vent concerns and not hurt their chances for future promotions or job assignments. Both can guide them to make better decisions, work effectively with and through others, and achieve intended goals. These are important skills for all employees to develop.

Use Qualified Assessments. Using objective data will accurately show you the inherent strengths and weaknesses of a candidate. Knowing these details will expedite selecting and onboarding job candidates for great results. Remember, while people may have the skills, they may not wish to use them! For example, selecting an applicant as a bank loan officer requires more than previous experience. Are they good at working with people, are they proficient with numbers and do they have an interest in networking? If not, they will not normally succeed.

Customize Individual Career Pathways. Clear pathways should begin immediately upon hire. Use the data from the qualified assessment and what the employee wishes to achieve when designing them. Provide alternative career paths and compensation packages that include two options: managing others or being an independent contributor.

©Jeannette Seibly, 2017

Need a speaker or facilitator for your company’s executive group? Have issues to address? Conflicts to resolve? Contact Jeannette Seibly. She will provide confidential, laser-focused coaching that works!

Jeannette Seibly is celebrating 25 years as a business coach, advisor and consultant. Do you have unresolvable issues that you need to transform? Are you willing to make simple and effective changes? Check out her website , or contact Jeannette for a free confidential conversation.

Want to Attract Better Candidates and Great Employees?

strategic hiring

Companies today are experiencing difficulties attracting the better candidates they want to hire. As a result, great employees leave because of their frustration with the employer’s turnover, disruption of services and other issues. These issues can be easily avoided by using first-rate hiring systems and selection practices. The question is, are you doing all the right things to strategically improve your company’s results (regardless of the size and revenues of your company)?

Strategically Fine-Tune Your Systems for Better Hiring Results

Did you know that top talent is 3 to 6 times more productive than your average employee? Experiencing actual results and the positive difference great employees provide will have you wanting to hire more of them! Unfortunately, many companies today are failing to attract and select the right people because they rely on gimmicks, post poorly written job ads and use non-qualified assessments. It’s a costly problem that can be resolved by strategically reviewing how to attract better candidates and retain great employees.

Ask yourself the following questions:

Do You Know Your Numbers? Get real about the company’s numbers! Unfortunately, many companies do not effectively track the cost of turnover, administrative and training time, and the impact on their customers (to name a few of the tangible and intangible costs of bad hires). Believing you’ve done all you can do when your company’s turnover is less than the industry average is foolish. It only hurts your company’s bottom line and its ability to attract better candidates and retain great employees!

Who Are You Really Seeking? Clarity can help you attract and select better candidates. Focus on what you really need now and in the near future. Too often we simply dust off the job description when someone leaves. Take the time (it doesn’t need to be a long, drawn-out process) to brainstorm and uncover what the company really needs. Hire a facilitator and select a couple of top employees to objectively uncover the traits, job responsibilities and other competencies that will make a true difference in growing your business.

Do You Have the Right Online Presence? Take time to review third-party sites for postings about your company from former employees, then, address them. A company’s negative online reputation is often caused by disgruntled employees, bad bosses and non-competitive pay! This can limit the ability to attract better candidates!

Do You Use the Right ATS? Finding the right job candidates, including passive job seekers, requires that you do your homework. Not all automated tracking systems (ATS) are created equal (like anything else in life). Avoid bells and whistles (aka gimmicks), since they can actually inhibit better candidates from applying.

ATS enhancements you want to have:

  • Use a fast and easy application process that works on mobile devices … if you lose applicants now, they rarely return.
  • Use systems that push job ads to job boards and provide search engine optimization—do not rely on your company’s name and website to draw traffic to you.
  • Better candidates want to know more about the company. Include quick and short bullet-point information about the company, very short (1- or 2-minute) product videos and video testimonials from great employees (remember, applicants today have shorter attention spans).

Are You Posting the Right Job Ads? Applicants today are attracted to on-the-job training, rapid advancement and a competitive salary, so include this information in all job ads. Candidates will overlook your company when job ad titles are misleading, boring or jargony—it’s why companies receive too many non-qualified applications. Remember, it’s important to use the company’s name and address, since blind ads do not attract potentially great employees.

Are You Using Qualified Assessments? Getting to know the real person is critical to hiring great employees who fit the job and company culture! While assessments have been around since the beginning of humankind, most are not compliant with the Department of Labor’s 13 requirements for pre-employment and promotion use. Relying on information from non-qualified assessments only shows you how candidates want to be seen NOT who they really are. When you use smoke and mirrors to hire, you cannot expect to hire top talent!

What Do You Talk About in Your Interviews? The purpose of job interviews is to talk about the job requirements, your company’s goals and the candidate’s ability to excel at the job and in your company. The biggest challenge is that many hiring bosses don’t take the time to improve their interviewing skills and rely on biases and inappropriate interview questions before making job offers. As a result, today’s top talent will simply say no to working for these bosses.

Is Your Due Diligence Thorough? Improving your hiring successes requires collecting the right objective data. While collecting public data from background checks is important, relying solely upon it creates avoidable hiring mistakes. Statistically, 75 percent of resumes and applications contain inaccurate information (and you only have about a 15 percent chance of discovering it during the interview). In addition to conducting background checks (these should include every state in which the applicant has worked), include qualified core value assessments (which measure values such as honesty and integrity), education and employment verifications, and employer and professional reference checks to uncover non-public information.

Remember, great employees are out there! Your success in attracting better candidates requires improving your company’s hiring systems and selection practices. Ask and answer the above questions so you can do the right things in a strategic and cost-effective manner.

©Jeannette Seibly, 2017

Does your company need a strategic review of your hiring systems and selection practices? Contact Jeannette for a free confidential conversation regarding how to get the best answers to the above questions. With over 35 years of experience in hiring, she can pinpoint and resolve issues to positively impact your bottom line!

Jeannette Seibly is laser sharp at identifying the leverage points that will take a business and its team to the next level of performance and success. She has been a business advisor and executive coach for over 24 years; along the way, she’s guided the creation of three millionaires and million-dollar results for employers across the United States. Also, she is a PXT SelectTM Certified Professional and Authorized Partner. Check out her website, or contact Jeannette for a free confidential conversation.