1. Interview Team Selection Randall Birkwood

2. What it is: - A simple, clean process - Convenient resources for interview team - Ensures interview team is coordinated/informed - Faster and better interviewer feedback - Adds to “professionalism” of Talent Acquisition - Ensures greater candidate satisfaction

3. Steps - Recruitment Strategy Meeting - Interview Team Selection and Areas of Focus - Outlook invitation with Resume, Area of Focus, Interview Questions, and Interview Feedback - Behavioral Based Interview Questions (menu driven) - Review Emailed Feedback and Debrief

4. Recruitment Strategy Meeting Step 1- Recruiter consults with Hiring Manager on position description Step 2- Recruiter and Hiring Manager agree to a uniform process for the search

5. After Job Description- Process Agreement ACTION ITEMS (PLEASE COMPLETE AT MEETING) TA and HM agree on estimated time to fill the position. _____ weeks TA gives estimate on number of days until first resumes are presented to HM for calibration. _____days TA and HM schedule weekly “check-ins” to review progress of search. Schedule day___ and time___. ACTION ITEMS (PLEASE COMPLETE WITHIN 24 HOURS) HM identifies interview team, and gives to TA within one business day (Interview Team Selection form) TA finalizes position description and posts to applicant tracking system and job boards within one business day

6. Process Agreement ASSESSING TALENT - HM provides feedback to TA on presented resumes within 2 business days, requesting phone screens of best qualified candidates. - Within 2 business days of candidate identification TA contacts candidates for phone screens. - It is highly recommended that HM or designate phone screens short listed candidates prior to in-person interview. - For successful candidates, HM communicates interview team to TA. (TA confirms Interview Team Selection form) - Candidate contacted and scheduled by TA Coordinator within 2 business days. - HM communicates expectations with interview team by assigning varied competencies and questions for assessment. - HM or TA collects email interview feedback within 24 hours of interview. Feedback should include interview notes and hire/no hire decision. - Interview team meets for formal debrief, normally hosted by TA.

7. Interviewer Area of Focus & Competency (Manager Provides) Each interviewer will have specific competencies and/or areas of focus he/she will be asked to focus on during the interview and include in feedback. Please choose Interviewers Please assign an Area of Focus for each Interviewer Please assign a Competency for each Interviewer (see list below) Please provide this information to your Talent Acquisition Specialist Schedule a meeting with your interview team prior to the first interview to discuss the position, their roles, and answer questions, so you are “on the same page” Select your interview team: Interviewer: Area of Focus: Competency: Interviewer: Area of Focus: Competency: list

8. Outlook invitation with link to Behavioral Interview Questions Thank you for taking the time to interview Jane Candidate, who is coming in tomorrow for the Web Developer position. Attached are the resume, area of focus, and job description. Please take 30 minutes prior to your interview to prepare questions and review the resume. This will ensure you are prepared, will assess the candidate well, and provide her with a satisfying interview experience. You can find sample interview questions and preparation tips at the following link: http://in/HRWeb/Pages/TalentAcquisition.aspx. Please remember that the candidate should be talking at least 80% of the time during the interview. Finally, please send (hiring manager) and myself an email within 24 hours with your hire recommendation and interview feedback. Please provide your hire recommendation: Must Hire Can Support a Hire Do Not Hire Please provide your feedback to support your decision: Your Area of Focus feedback:

9. Behavioral Based Interview Questions (menu driven) LEADERSHIP COMPETENCY DEFINITIONS & QUESTIONS COMPETENCY: Builds and Fosters Collaborative Relationships DEFINITION: Promotes collaboration by encouraging others to form new relationships, contributes to projects, expresses ideas and networks cross-functionally. Interview Questions: Builds Collaboration COMPETENCY: Drives for Excellence DEFINITION: Pursues initiatives and business goals with energy and drive to achieve successful results; assigns clear authority and accountability; tackles problems directly and with enthusiasm; integrates efforts across units and functions; and monitors and measures results. Interview Questions: Drives for Excellence, Delegation and Direction Builds CollaborationDrives for ExcellenceDelegation and Direction

10. Behavioral Based Interview Questions (menu driven) Builds and Fosters Collaborative Relationships Describe a situation in which you had to arrive at a compromise or help others to compromise. What was your role? What was the end result? Tell me about a time that you had to work on a leadership team that did not get along. What role did you take on and what was the end result? Tell me about a time you had to persuade peers and/or leaders to accept an idea that you knew they would not like. What was the end result? Tell me about a time you had to sell a new or unique idea to your co-workers or another group. What was the outcome? Tell me about the most difficult challenge you faced in trying to work cooperatively with someone who did not share the same ideas? How did you overcome it?

11. Steps in Review - Recruitment Strategy Meeting - Interview Team Selection and Areas of Focus - Outlook invitation with Resume, Area of Focus, Interview Questions, and Interview Feedback - Behavioral Based Interview Questions (menu driven) - Review Emailed Feedback and Debrief

12. Results Coordinated Interview Team Better Interview Questions Faster Time-to-Fill (64 to 44 days- 2 yrs) 98% Candidate Satisfaction Ratings

13. Thank You! For copy of presentation please contact me through LinkedIn Randall Birkwood