1. Hire Right the First Time Andrew Sanderbeck People~Connect Institute St. Petersburg, Florida

2. Purpose of this Session Hiring Right The First Time The Use of Personality/Behavioral Profiles in Hiring The Use of Personality/Behavioral Profiles in Hiring Things to look for in applications and resumes Things to look for in applications and resumes What you can and cannot ask in interviews What you can and cannot ask in interviews Scenario vs. Question Based Interviewing Scenario vs. Question Based Interviewing Matching Job Descriptions to applications and resumes Matching Job Descriptions to applications and resumes

3. Opening Exercise Begin With the End in Mind Stephen Covey – Habit #2 What do you want to get out of this pre-conference seminar experience? If we talk about nothing else today…I hope we talk about ______________.

4. A Look at Job Descriptions Years of Experience Years of Experience Degrees and Certifications Degrees and Certifications Physical Qualifications Physical Qualifications Personality Traits (Fit) Personality Traits (Fit) Specialized Skills or Knowledge (Competencies) Specialized Skills or Knowledge (Competencies) A Matching Exercise

5. Job Competencies It’s the difference between: Description: Role, Responsibilities, Tasks and Functions Competencies: Abilities needed to conduct those tasks or functions

6. Choosing The Best Assessment Using An Assessment Can Help You Measure An Applicant’s: Problem Solving Ability Problem Solving Ability Creativity Creativity Decision Making Ability Decision Making Ability Communication Style Communication Style Work Style Work Style Ability to Work with Others Ability to Work with Others

7. New Relationship Strategies An Assessment…to Assess Yourself!! It’s Alright…This one is Painless!!!

8. How We Work Together High Low AFFILIATIVE DIRECTIVE HighLow Relaters Everybody Get Along Caretakers Routine Very Caring Good Listeners Reassurance Socializers Appreciation Recognition Great Ideas Spontaneity Fun Follow-Through People/People Influencers Directors Get it Done…Now Results Control Decision-Maker Rude and Abrasive Very Direct Be Productive Thinkers Get it Right Planning/Organizing Structure Indirect Perfectionist Validated Information and Data

9. Hiring Right The First Time The Platinum Rule “Do unto others as they would have done unto them.” How does that apply to Hiring and Interviewing?

10. Stop – Start - Continue From the Material We’ve Covered So Far… One thing you’ll STOP doing – It’s not working One thing you’ll STOP doing – It’s not working One thing you’ll START doing – To get better results One thing you’ll START doing – To get better results One thing you’ll continue doing – Because it is working One thing you’ll continue doing – Because it is working

11. Resumes and Applications

12. Dirty Dozen Resumes and Application Mistakes

13. 3 Steps to Detecting the Winners in an Interview 1. Develop an accurate picture of the job and communicate it to each applicant 2. Collect enough information about the applicant to make an informed decision 3. Provide a positive and accurate picture of the company; one that impresses applicants and helps them to decide to work for you

14. Knowing What To Ask: Keeping It Legal Make sure you don’t ask about… Religion Religion Native Language Native Language Age, Date of Birth and The Ages of Their Children Age, Date of Birth and The Ages of Their Children Ancestry, National Origin/Birthplace Ancestry, National Origin/Birthplace Sex, Race and Disabilities Sex, Race and Disabilities

15. Question and Answer Interviewing 5 Categories Career Goals/Occupational Objectives Career Goals/Occupational Objectives Education Education Work Experience Work Experience General Skills And Aptitudes Related to Job Criteria General Skills And Aptitudes Related to Job Criteria Attitudes and Personality Characteristics Attitudes and Personality Characteristics

16. Mistakes and Rehearsals Hiring Mistakes: Watch Your Assumptions A Rehearsed Answer

17. Stop – Start - Continue From the Material in this Section… One thing you’ll STOP doing – It’s not working One thing you’ll STOP doing – It’s not working One thing you’ll START doing – To get better results One thing you’ll START doing – To get better results One thing you’ll continue doing – Because it is working One thing you’ll continue doing – Because it is working

18. 50 Common Interview Questions

19. Behavioral Interviewing 1. STAR Method 2. Three Reasons to Adopt a Structured Behavioral Interviewing Program 3. Behavioral Based Interview Questions 4. Comparison Exercise 5. Situation/Acton/Result

20. Hiring Mistake – Deciding Too Quickly

21. But, What About… Telephone Interviews Telephone Interviews Multiple Interviews Multiple Interviews Panel Interviews Panel Interviews Making a Presentation Making a Presentation Full or Half Day Trials Full or Half Day Trials Department Member Interactions Department Member Interactions

22. Questions and Answers

23. Review What was the most meaningful thing you learned in this program? What was the most meaningful thing you learned in this program? What specific idea will you apply as a result of this program? What specific idea will you apply as a result of this program? How will your job be easier or better as a result of this program? How will your job be easier or better as a result of this program?

24. Recommended Resources

25. Thank You For Attending!! Contact Andrew Sanderbeck www.peopleconnectinstitute.comandrew@peopleconnectinstitute.com Sign-up for Our Free Electronic Newsletter – The Friday News Minute!