1. Managing the Recruitment Process Presenter: Ian Taylor
Date: 8 August 2014
Thanks for being here. Purpose is to give you a look at our new collateral. And explain what you need to do to start using it.

2. Agenda Managing Your Profile Managing A Recruitment Process
Responding to Advertising
Responding to a Search Call
Application Process
Preparing for a Longlist Interview
Preparing for a Shortlist Interview
Preparation for Psychometric Assessments
Negotiating the Offer
3. Questions & Answers

3. Managing Your Profile Selective networking Selecting a mentor(s)
Continuous learning
Develop a social media presence
BUT
Focus on your current role and performance

4. Responding to Advertising
Consider advertisement and position description carefully/conduct due diligence
Prepare for a verbal enquiry/contact with consultant
Engage the consultant
Relevant, insightful questions
Brief career summary that ‘fits’ the role

5. 2. Managing the Recruitment Process
Responding to Advertising

9. Responding to a Search call
How the search call works / researcher / consultant
Listen
Understand the process
Ask questions
Time to reflect / conduct due diligence
Follow up
Get to the consultant
Play it straight

10. Application Process
CV – a unique presentation of your skills, activities, experience and achievements
Key principles
Professional format, easy to read
Contains relevant information to assess against advertisement and position description
Be completely accurate
Cover letter
Synopsis of ‘fit’ to the role
Personal tone
Reflects due diligence
Probably one page
Follow up application post deadline
Selection of Referees

11. Preparing for the Longlist Interview
Usually with the Consultant
Be prepared to talk about:
Your motivation for applying
How and why your career has progressed
Examples of the job competencies sought – STARs (Situation/Task/Actions/Results)
e.g. Strategic Leadership, Innovation, Commercial Acumen, Commitment to Values, Relationship Building
Handling remuneration and availability questions
The “weaknesses” question
Importance to display self-awareness
Analysis of development needs
Prepare questions
Follow up/Seek feedback

12. The Shortlist Interview
With the Board Selection Panel/Full Board
Harder to prepare for
Research background of panel members. What are their interests?
Questions tend to be less behavioural and focus on situational responses
i.e. how would you handle……?
what are your views on……?
what exposure do you have to working with a board?
Review your personal development analysis
Requirement for a presentation
Stick to time
Speak directly to panel unaided
Engage all panel members
Prepare questions for the panel probing deeper understanding of the issues
Follow up with consultant/seek feedback

13. Preparation for Psychometric Assessment
Purpose
Types of Assessment
Personality/Motivation; Style ‘fit to role’
Ability – verbal, numerical, abstract
Results assist decision-making not determine the result
Can assist reference checking and/or further interview
You should receive feedback and have opportunity to have input
Sources for practice
preparationquides.aspx
questions.html

14. Negotiation of Offer Be honest, open Be aware of constraints
No surprises; messages should be consistent throughout the recruitment process
This process sends messages about how the long term relationship will be conducted

15. My KPIs
Passion
Intellect/Discernment
Humility