24 min listen
Unavailable
Currently unavailable
Shane Bernstein: Removing the Obstacles (Comparison Shoppers) that are Slowing Down Your Hiring Process!
Currently unavailable
Shane Bernstein: Removing the Obstacles (Comparison Shoppers) that are Slowing Down Your Hiring Process!
ratings:
Length:
26 minutes
Released:
May 30, 2019
Format:
Podcast episode
Description
Attention comparison shoppers... waiting to see a “few more people” to compare before deciding to hire? Bad Idea, Time kills hires!
Riddling your interviews with randomly placed hurdles is just madness. Making the interview process challenging is essential but there is a correct order to the journey you create. Each step in your interviewing process must be intentional.
Today we are going to help you bring order to your interview process.
Today’s Quote:
"Comparison is a thug that robs your joy. But it's even more than that - Comparison makes you a thug who beats down somebody - or your soul."
- Ann Voskamp
Guest Bio:
With the resurgence of Big Data and AI, Shane Bernstein realized the tools needed to scale the effective outreach approach were finally available! His C-level customers were continuously frustrated with no viable and consistent solution, and unable to build the teams they needed in order to have the global impact each of their businesses required. So Shane founded Rolebot.
Utilizing the power of AI, he and his team have developed software enabling companies and staffing firms to reach their goals and measure ROI. As a result, Rolebot eliminates the way in which we traditionally pre-qualify talent, from days/weeks to seconds, and increases recruitment output and engagement results by 10x.
Show Highlights:
What is making it impossible to hire Great people
Over Interviewing- How much is too much
Efficient Solution to come to a decision quickly
Problem:
Over interviewing is a direct result of Not having a solid hiring Structure
Clarity of Intention
Clarity of Values, Cultural & Skills Alignment
Not Knowing how to ask the RIGHT Questions to gather clear evidence to support a decision
Where are the Obstacles?
Over interviewing makes it harder to get the hire.
Timing (time kills placements)
Too much time kills interest.
Time allows time for competitors to steal… not an if, but a when
Feedback channel
HR prescreens
HR assesses for culture fit.
The Team should screen for culture, not HR
Take home assignments- Give BEFORE you get… mentality
Pre-screen is a big waste of time.
What is Over Interviewing?
Reality vs. Perception
Comparison Shopping
Hurdles - Mindset Issue (You are not the only pretty girl in the bar)
Demonstrates weak leadership
Feedback channel. Is slow when the process is slow
****people hire on gut feeling…
Rick’s Input
Why? Company does NOT have a strong interview structure
Treat each person as though they are your Only option!
Solutions
The Set Up
Recruiter - recruit & ask questions
Is the recruiter/hiring manager bringing value?
Manipulate time to gain accepted offers
Someone needs to own the process
Interview Process
Two step process
Phone interview - lead, manager (not recruiter or HR)
Credentials
Technical skills assessment
Skills-based conversation run by a team member
Onsite
Get it done in 1 day… do not bring them back
Has to be vesting on both sides.
Have a hiring team & a process in play
Put the decision makers and the people who will have to work closely with them
Make sure the people can sell the position & the company
Be able to sell: Why should I take this role?
Rick’s Input
What’s in it for me???
Phone Interview Establish -Why, Cultural Alignment, Impact
Point person (CEO, Founder, Recruiter (not a farmer)
Onsite
Timed
Structured (3-5 person Interview team)
Challenging
Knock Out Questions- aligned with Core Values
A decision in 24 hours!
Key Takeaways:
Assess the current process, does it align with the current marketplace, what ROI does each component bring, what is % of rejected offers, etc…
Figure out what must stay, what can be omitted, or moved around and integrated
The goal is to strike the right balance for your organization
Riddling your interviews with randomly placed hurdles is just madness. Making the interview process challenging is essential but there is a correct order to the journey you create. Each step in your interviewing process must be intentional.
Today we are going to help you bring order to your interview process.
Today’s Quote:
"Comparison is a thug that robs your joy. But it's even more than that - Comparison makes you a thug who beats down somebody - or your soul."
- Ann Voskamp
Guest Bio:
With the resurgence of Big Data and AI, Shane Bernstein realized the tools needed to scale the effective outreach approach were finally available! His C-level customers were continuously frustrated with no viable and consistent solution, and unable to build the teams they needed in order to have the global impact each of their businesses required. So Shane founded Rolebot.
Utilizing the power of AI, he and his team have developed software enabling companies and staffing firms to reach their goals and measure ROI. As a result, Rolebot eliminates the way in which we traditionally pre-qualify talent, from days/weeks to seconds, and increases recruitment output and engagement results by 10x.
Show Highlights:
What is making it impossible to hire Great people
Over Interviewing- How much is too much
Efficient Solution to come to a decision quickly
Problem:
Over interviewing is a direct result of Not having a solid hiring Structure
Clarity of Intention
Clarity of Values, Cultural & Skills Alignment
Not Knowing how to ask the RIGHT Questions to gather clear evidence to support a decision
Where are the Obstacles?
Over interviewing makes it harder to get the hire.
Timing (time kills placements)
Too much time kills interest.
Time allows time for competitors to steal… not an if, but a when
Feedback channel
HR prescreens
HR assesses for culture fit.
The Team should screen for culture, not HR
Take home assignments- Give BEFORE you get… mentality
Pre-screen is a big waste of time.
What is Over Interviewing?
Reality vs. Perception
Comparison Shopping
Hurdles - Mindset Issue (You are not the only pretty girl in the bar)
Demonstrates weak leadership
Feedback channel. Is slow when the process is slow
****people hire on gut feeling…
Rick’s Input
Why? Company does NOT have a strong interview structure
Treat each person as though they are your Only option!
Solutions
The Set Up
Recruiter - recruit & ask questions
Is the recruiter/hiring manager bringing value?
Manipulate time to gain accepted offers
Someone needs to own the process
Interview Process
Two step process
Phone interview - lead, manager (not recruiter or HR)
Credentials
Technical skills assessment
Skills-based conversation run by a team member
Onsite
Get it done in 1 day… do not bring them back
Has to be vesting on both sides.
Have a hiring team & a process in play
Put the decision makers and the people who will have to work closely with them
Make sure the people can sell the position & the company
Be able to sell: Why should I take this role?
Rick’s Input
What’s in it for me???
Phone Interview Establish -Why, Cultural Alignment, Impact
Point person (CEO, Founder, Recruiter (not a farmer)
Onsite
Timed
Structured (3-5 person Interview team)
Challenging
Knock Out Questions- aligned with Core Values
A decision in 24 hours!
Key Takeaways:
Assess the current process, does it align with the current marketplace, what ROI does each component bring, what is % of rejected offers, etc…
Figure out what must stay, what can be omitted, or moved around and integrated
The goal is to strike the right balance for your organization
Released:
May 30, 2019
Format:
Podcast episode
Titles in the series (15)
Sean Ferrel: A Founder’s Story…. First Hiring Pains And A Unique Culture Developed Around A Baseball Theme: How does the baseball theme transfer into their interview process. Strength finding exercises Provide growth plan in interview Put gameplan together for each employee Involve different departments in interview process in a panel interview process. Sean... by Hire Power Radio Show