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MHR 701--Recruiting, Interviewing and Selection (Part 1)

MHR 701--Recruiting, Interviewing and Selection (Part 1) -...

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Recruiting, Interviewing and Selection (Part 1) MHR 701 Dr. Larry Inks Department of Management and Human Resources Fisher College of Business The Ohio State University
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2 Staffing Process Overview Recruiting Interviewing Thoughts re: the Candidate (You) Selection and Staffing Retention Summary Thoughts Overview
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3 3 A “Generic” Selection/Staffing Process Obtain / Create Position Description Develop Initial Slate of Candidates Internal Candidates Conduct Interviews/ Tests External Candidates (if necessary) Develop / Deliver Offer Coordinate / Schedule Interviews/ Tests Refine “Short” List of Candidates Provide Feedback to Candidates Conduct Calibration Meeting Assess BU readiness Assess candidate(s) interest Relocation preferences Identify Interview Team Coordinate Interview Team roles Through internal / external recruiters (if external) Through candidate’s manager (if internal) Check references (equally rigorous for internal and external) Contact designated HR / Staffing person to plan and source candidates Selection should be as disciplined as any other business process
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4 Recruiting
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5 Internal sources (e.g., through internal job board) Other organizations (similar or dissimilar) Advertising and/or Internet (e.g., Monster) Professional associations Colleges and universities Direct applicants (e.g., through organization web site) Referrals External recruiters Potential Recruiting Sources
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6 “Contingency” vs. “Retained” Roles and accountabilities Importance of networks and understanding the organization(s), function(s), and/or industry Fees and timeframes Some well-known firms - Korn-Ferry - Heidrick and Struggles - Russell Reynolds - etc. External Recruiters
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7 Clearly identify the targeted “ideal candidate” Effectively use your employee networks Lever industry contacts, association memberships, etc. Maximize the recruiting functionality of your web site Keep in contact with promising “potential candidates” Develop a reputation as a great place to work Use the internet selectively for recruiting Do as good a job with reference checks as possible Develop internal capabilities but go external as necessary Ways to Get Great Candidates
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8 Have a good, solid, well-written and professional resume (use a short cover letter/email as appropriate) Understand and be able to clearly articulate your “personal brand” Do research to learn your companies of interest Know who you’re interviewing with…titles, roles, etc. Be prepared with some good questions but also with the ability to be impressively interactive Show behaviors that are consistent with the culture and values Be professional and polite with everyone Get a good night’s sleep the night before, and be yourself !
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  • Summer '11
  • Inks
  • Semi-structured interview, Candidate, Realistic job preview, Good interviewing skills, Key Experience Interviewing

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