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You Only Need to Interview One Person to Fill a Role with Jodi Brandstetter of Lean Effective Talent Strategist LLC
Currently unavailable
You Only Need to Interview One Person to Fill a Role with Jodi Brandstetter of Lean Effective Talent Strategist LLC
ratings:
Length:
23 minutes
Released:
Mar 4, 2021
Format:
Podcast episode
Description
How many resumes do you need to see to fill a role? Let’s take it a step further. How many people do you need to interview to fill a role? If you guessed One, you are correct!
So, what is wrong with Gloria wanting to wait to interview other people before making a decision on the person that was just interviewed?.......Everything!
Waiting to interview other people is a ridiculously clear beacon that you have a weak interview process. Not being able to gather enough data and make a decision within 24 hours is not only a waste of your time, but the other person’s as well.
Comparison shopping is how bad hiring decisions are made.
Our guest today: Jodi Brandsttetter, Chief Talent Strategist of Lean Effective Talent Strategist, LLC
Jodi is passionate about talent acquisition and uses design thinking in creating selection and hiring processes focused on people and business. She is certified through IDEO U in design thinking.
Jodi is the CEO and founder of Lean Effective Talent Strategies which includes The Hiring Blueprint, talent acquisition consulting firm and Talent Acquisition Evolution, a community for recruiting professionals to connect, learn, and work together.
Today we discuss:
The dangers of comparison shopping when it comes to hiring
A plan of attack to enable quick decision making for each individual interviewed
Why do we feel like we want to see more people before we make a decision?
The hiring manager lacks confidence in making a decision with just one interview.
Being able to communicate the desire skill set and experience needed to find the best candidate
Understanding the motivators
Miscommunication between the manager and recruiter on the best candidate for the role
Or no communication between the manager and recruiter
Not everyone is the same person- shrug off bad hires
Stupid Assumptions!
Why is this important to the company?
Having confidence in pulling the trigger with the first person will lower time to hire/fill.
By hiring the first person who is align with the role, there can be a positive impact on the business in a faster time frame.
Builds a stronger relationship with the hr/recruiting team when a hiring manager knows what they need and able to make decisions in a timely manner.
People will judge you based on the quality of your questions. Therefore, your interview questions must be intentional and have a specific purpose.
How do we solve the problem?
Recognize that you do not have the tools and experience in hiring to have real confidence in your hiring decisions.
Join Hiring Managers Anonymous, a community for hiring managers who have a hiring problem.
Step 1: Admit that you have a hiring problem
Step 2: Believe that there are tools and training available to help you.
Step 3: Find training and tools to help you become a confident hiring manager.
Step 4: Start your learning journey with the training & tools
Step 5: Make a Candidate Persona to understand who your ideal candidate is and focus on them.
Step 6: Communicate with your recruiter/recruiting team so that they can find the ideal candidate for you.
Step 7: Use the training and tools to make decisions while interviewing.
Step 8: It is ok to fail. Shake it off and try again.
Step 9: Be open to feedback and continue to improve.
Step 10: Once you become a confident hiring manager, carry this message to other hiring managers and continue to practice these principles.
10 Step Program to Help Build Confidence in your Hiring Decisions
In order to have the confidence, you need help.
Rick’s Nuggets
Interview questions are the root of interview failure
Questions must be tied to corporate values
Linked questions have purpose & produce evidence
Eliminates bias
Promotes diversity in thought & experience
Train your employees how to interview
Assign interview questions
Conversational evidence gathering
Key Takeaways -Value:
Join Hiring Manager Anonymous and find training and tools that will help
So, what is wrong with Gloria wanting to wait to interview other people before making a decision on the person that was just interviewed?.......Everything!
Waiting to interview other people is a ridiculously clear beacon that you have a weak interview process. Not being able to gather enough data and make a decision within 24 hours is not only a waste of your time, but the other person’s as well.
Comparison shopping is how bad hiring decisions are made.
Our guest today: Jodi Brandsttetter, Chief Talent Strategist of Lean Effective Talent Strategist, LLC
Jodi is passionate about talent acquisition and uses design thinking in creating selection and hiring processes focused on people and business. She is certified through IDEO U in design thinking.
Jodi is the CEO and founder of Lean Effective Talent Strategies which includes The Hiring Blueprint, talent acquisition consulting firm and Talent Acquisition Evolution, a community for recruiting professionals to connect, learn, and work together.
Today we discuss:
The dangers of comparison shopping when it comes to hiring
A plan of attack to enable quick decision making for each individual interviewed
Why do we feel like we want to see more people before we make a decision?
The hiring manager lacks confidence in making a decision with just one interview.
Being able to communicate the desire skill set and experience needed to find the best candidate
Understanding the motivators
Miscommunication between the manager and recruiter on the best candidate for the role
Or no communication between the manager and recruiter
Not everyone is the same person- shrug off bad hires
Stupid Assumptions!
Why is this important to the company?
Having confidence in pulling the trigger with the first person will lower time to hire/fill.
By hiring the first person who is align with the role, there can be a positive impact on the business in a faster time frame.
Builds a stronger relationship with the hr/recruiting team when a hiring manager knows what they need and able to make decisions in a timely manner.
People will judge you based on the quality of your questions. Therefore, your interview questions must be intentional and have a specific purpose.
How do we solve the problem?
Recognize that you do not have the tools and experience in hiring to have real confidence in your hiring decisions.
Join Hiring Managers Anonymous, a community for hiring managers who have a hiring problem.
Step 1: Admit that you have a hiring problem
Step 2: Believe that there are tools and training available to help you.
Step 3: Find training and tools to help you become a confident hiring manager.
Step 4: Start your learning journey with the training & tools
Step 5: Make a Candidate Persona to understand who your ideal candidate is and focus on them.
Step 6: Communicate with your recruiter/recruiting team so that they can find the ideal candidate for you.
Step 7: Use the training and tools to make decisions while interviewing.
Step 8: It is ok to fail. Shake it off and try again.
Step 9: Be open to feedback and continue to improve.
Step 10: Once you become a confident hiring manager, carry this message to other hiring managers and continue to practice these principles.
10 Step Program to Help Build Confidence in your Hiring Decisions
In order to have the confidence, you need help.
Rick’s Nuggets
Interview questions are the root of interview failure
Questions must be tied to corporate values
Linked questions have purpose & produce evidence
Eliminates bias
Promotes diversity in thought & experience
Train your employees how to interview
Assign interview questions
Conversational evidence gathering
Key Takeaways -Value:
Join Hiring Manager Anonymous and find training and tools that will help
Released:
Mar 4, 2021
Format:
Podcast episode
Titles in the series (15)
The Interview Working Session (Skills Assessment) with Rick Girard: How does one evaluate a subject matter expert when you have limited knowledge or expertise in that discipline? Most individual technical/skills based interviews last about an hour. Where time is wasted quizzing on subject matter that may or may not be re... by Hire Power Radio Show