1. New Hire Selection System Overview

2. New Hire Selection System  Defined Role Requirements Responsibilities and Performance Expectations Role Behavioral Requirements  Effective Candidate Assessment Qualifications Review Leadership Aptitude Interview Behavioral Style Self Assessment  Skilled Interviewers Behavioral and Legally Compliant Interviewing Skills  Effective Assimilation Personalized Orientation and Development Plan Mentoring

3.  Defined Role Requirements Current and specific role descriptions that incorporate the following components: Duties and responsibilities Performance expectations Qualifications Developed through consultation with star performers and selected managers.

4.  Defined Role Requirements Determine desired behavioral characteristics for selected roles. Behavioral “benchmark” based on tendency toward: Domination influence Steadiness Conscientious

5. Dominance Behaviors Take higher risks based on potential results. Respond quickly to problems. Use power and authority to accomplish results. Direct the efforts of others. Take risks on untested ideas. Delegate responsibility to others for follow-up actions. Move forcefully, even if people are offended. Demand immediate results. Sample Related Behavioral Competencies “Take ownership and solve problems” “Be ready to recover service disappointments”

6. influence Behaviors Verbalize the thoughts and feelings of others. Release tension in the group by interacting verbally. Resolve conflict by initiating and facilitating discussion. Verbally encourage others in their personal efforts. Influence people through optimistic communication. Influence or inspire others verbally. Use personal charm and enthusiasm. Facilitate interaction between people. Sample Related Behavioral Competencies “Greet customers with a smile; say “hello” and “welcome” “Engage in honest, open, and courteous communication”

7. Steadiness Behaviors Respond to problems with study and cooperation. Assume responsibility for follow-up on details. Consider the views of those who show disagreement. Develop a workable, repeatable routine. Maintain methods proven effective in the past. Change through careful and orderly planning process. Follow a methodical way of doing things. Cooperate with others to complete tasks. Sample Related Behavioral Competencies “Demonstrate and expect teamwork within and across departments” “Indicate the assistance you will provide and the time frame that will follow”

8. Conscientiousness Behaviors Analyze many factors before making decisions. Contain oneself when impatient or anxious. Remain neutral when conflict first arises. Carefully weigh alternative methods, actions. Listen with reservation to opinions of others. Check accuracy of work, especially their own. Carefully follow key procedures and processes. Demonstrate self-discipline by working alone. Sample Related Behavioral Competencies “Interact with co-workers respectfully and professionally” “Listen and respond to complaints without taking them personally”

9.  Effective Candidate Assessment Critical review of resume and job application for: Employment gaps Responsibility levels Leadership experience Appropriate education Etc. Scripted telephone interviewing for objective and consistent review of qualifications.

10.  Effective Candidate Assessment Behavioral Interview to assess if candidate is: Team Player Compassionate Committed Etc. “Tell me about a time when you proactively removed barriers to good team performance to ensure a high level of collaboration among team members. What actions did you take and what was the outcome?” “Tell me about a time when you faced significant disapproval from others. Specifically, how did you respond to this challenge and what happened as a result of your response? Specific Leadership Qualities

11. Behavioral self- assessment reveals the natural behavioral style of the candidate.  Effective Candidate Assessment

12. Based on candidate to role comparison interviewer(s) can quickly determine specific areas to probe during the interview. Potential Concern  Effective Candidate Assessment

13. Suggested interview questions provide focus for behavioral interviewing. …”you verbally encouraged others?” …”you reduced tension in a group by interacting verbally?” …”you resolved conflict by initiating and facilitating discussion?” …”you used personal charm and enthusiasm?”  Effective Candidate Assessment

14.  Skilled Interviewers Behavioral and legally compliant interviewing skills Interactive, video- based educational with role-plays Personalized observation and coaching Post program measurement

15.  Effective Assimilation Personalized orientation and development plan Specific orientation needs. Job-related education. Behaviorally oriented coaching/education. Career and professional growth. Mentoring