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Episode 25: Tips for Hiring Leaders
https://ltppodcast.s3.us-east-2.amazonaws.com/Recruiting+hiring+leader+combined.mp3
Special Guest: Michelle King
Tips:
- Aim to ask specific questions to candidates so
you get a real-life example of what actually happened and not a theoretical
reply to how the candidate might handle the situationUse follow up questions to probe on responses
that are too vague to give you the level of detail you needAssessments can help sort out some cultural elements
but should be factored as only one of many data points in selectionIn order to have legally defensible assessments
in selection, there are a couple things to consider:
- You have to use questionnaires that have been
validated for selection. Most personality assessments are not a fit for selection
assessment.
- You have to show the characteristics you are measuring
are job-specific.Talk to everyone who has had contact with the
candidate during the process. You might learn a lot from how the candidate has treated
the receptionist.Consider flexibility and remote options for the
open role. Today’s workforce and talent supply requires us to be more creative
in our thinking.It’s now illegal in many states (e.g.
California, Colorado, Illinois, etc.) to ask what a person is currently making
in order to form your offer. You can ask the candidate’s expectations, but you
should have knowledge of what the position is worth in the market in order to make
the best compensation and total rewards strategy.Pay transparency is a new trend but needs a lot
of consideration around your culture and legal implications. There are many
factors that influence pay and most often people are not informed on them.Market data is worth investing in. Some websites
also have credible salary information for free, but you have to use judgement
on which to use.
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By Lead.Travel.Pray.
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https://ltppodcast.s3.us-east-2.amazonaws.com/Recruiting+hiring+leader+combined.mp3
Special Guest: Michelle King
Tips:
- Aim to ask specific questions to candidates so
you get a real-life example of what actually happened and not a theoretical
reply to how the candidate might handle the situationUse follow up questions to probe on responses
that are too vague to give you the level of detail you needAssessments can help sort out some cultural elements
but should be factored as only one of many data points in selectionIn order to have legally defensible assessments
in selection, there are a couple things to consider:
- You have to use questionnaires that have been
validated for selection. Most personality assessments are not a fit for selection
assessment.
- You have to show the characteristics you are measuring
are job-specific.Talk to everyone who has had contact with the
candidate during the process. You might learn a lot from how the candidate has treated
the receptionist.Consider flexibility and remote options for the
open role. Today’s workforce and talent supply requires us to be more creative
in our thinking.It’s now illegal in many states (e.g.
California, Colorado, Illinois, etc.) to ask what a person is currently making
in order to form your offer. You can ask the candidate’s expectations, but you
should have knowledge of what the position is worth in the market in order to make
the best compensation and total rewards strategy.Pay transparency is a new trend but needs a lot
of consideration around your culture and legal implications. There are many
factors that influence pay and most often people are not informed on them.Market data is worth investing in. Some websites
also have credible salary information for free, but you have to use judgement
on which to use.