Interview for Excellence

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Interview for Excellence, Management training, interview workbook, job description, key job factors, core competencies, behavior characteristics, get the right people for the right jobs

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By: needs_repair (35 month(s) ago)

HI CAN u please send this file to me... please.. thank you so much in advance

 

By: Dillyellis (57 month(s) ago)

Sad. I teach economically backward students here in India for free under the Rajiv Gandhi Training Program for youth in the state of Andhra Pradesh. It would be wonderful if I did have access to such presentations. Thanks. Ellis Nathan

Presentation Transcript

Executive Blueprints, Inc: 

for Interview Excellence Executive Blueprints, Inc Interview for Excellence

Executive Blueprints, Inc: 

for Interview Excellence Executive Blueprints, Inc Interview for Excellence

Interview for Excellence: 

Interview for Excellence 1. Develop Job Profile 2. Prepare Interview Workbook 3. Coordinate with Recruiting 4. Screen Applications 5. Professional Interviews 6. Management Training ~ Download Tools and Free e-book Steps

Develop a Job Profile: 

Develop a Job Profile Prepare the Job Description and postings consistent with your organization requirements Document your observations Conduct short interviews with key management and personnel familiar with the responsibilities of the position Identify the essential Key Job Factors, Core Competencies and Behavior Characteristics for the position

Prepare Interview Workbook: 

Prepare Interview Workbook Prepare an Interview Workbook Use a weighted scale Scoring System based on Key Job Factors and Behavior Characteristics Use a copy of the workbook with every interview to assure consistency of topics for comparison and rating Ask each candidate for specific examples from his or her own experience and document the critical points

Prepare Interview Workbook: 

Prepare Interview Workbook Key Job Factors: Duties and Responsibilities of the Position or Role to be filled, that define the requirements Core Competencies: Skills and Experience required of an individual to be successful in the position Behavior Characteristics: Personal attributes and characteristics that contribute to the role (Examples – Empathy, Good Communicator, Detail Oriented, Leader, Cautious, Motivated, etc)

Coordinate with Recruiting: 

Coordinate with Recruiting Search for candidates using Internet Tools and Applications Contact recruiters to assist with key roles in the organization

Screen Applications: 

Screen Applications Identify personal accomplishments Identify Defined Core Competencies and Skill sets Identify and Define Absolute Minimum Requirements Select candidates for Interview based on criteria compared to Key Job Factors

Professional Interviews: 

Professional Interviews Record comments & observations based on discussions pertaining to individual experience Develop weighted scores with Key Job Factors Compare and contrast candidates consistently Document the interview with the Interview Workbook

Professional Interviews: 

Professional Interviews Have you ever been caught spending more time talking about the position than investigating the candidate? Protect your company with focus on the candidate using the Interview Workbook as a guide Protect your company with copies of the detailed interview workbook as evidence of Equal Employment Opportunity and selection criteria with weighted scores Protect your company with unbiased and documented consistent techniques

Management Training: 

Management Training Create a company reference library of Interview Workbook, Interview Skills Reference Guide materials, and other reference materials Conduct periodic Group Seminars, short evening sessions and one-on-one coaching programs for managers Use Training Courses to develop or refresh the Interview Skills of Executive & Management Staff members.

Why this is so important: 

Why this is so important First WHO – Then WHAT Good-to-great leaders begin the transformation by first getting the right people on the bus (and the wrong people off the bus) and then figure out where to drive it The key point is not just getting the right people on the team. The key point is that “who” comes before “what” decisions – before vision, before strategy, before organization structure, before tactics. First who, then what – as a rigorous discipline, consistently applied When in doubt, keep looking for the right person When you know you need to make a people change, act Sometimes highly capable people are in the wrong position, move them Put the best people on the biggest opportunities, not the biggest problems The old adage “People are your most valuable asset” is wrong. People are not you most valuable asset. The right people are. Good to Great by Jim Collins

Create a Process: 

Create a Process Develop the Job Profile Requirements Standards of Performance Key Job Factors Behavior Characteristics Prepare the Interview Workbook Coordinate with Recruiting, Postings or Advertisements Screen Applications Conduct Professional Interviews Management Training or Personal Coaching Document & Score Interview Results

About Executive Blueprints, Inc: 

About Executive Blueprints, Inc Designing Tools for Trainers Executive Blueprints designs training courses for coaches, consultants and trainers. Affiliated Consultants have years of Executive Business management and “real life” experience and success Characterized by a passion for learning and talent for teaching, we consolidate experience into quick, easy, and high impact materials. www.ExecutiveBlueprints.com

Executive Blueprints, Inc.: 

Executive Blueprints, Inc. Other Titles from Executive Blueprints Proven Blueprints for Success Creating Corporate Ethics Interview for Excellence Resume Design Guide Risk Management Information Ownership and Classification Security is a Management Issue Essential Elements for Effective Marketing Communication Skills Standards of Performance