book

Match: A Systematic, Sane Process for Hiring the Right Person Every Time

Name: Match: A Systematic, Sane Process for Hiring the Right Person Every Time
Author: Dan Erling
ISBN: 9780470878989

by Dan Erling

December 2010

Intermediate to advanced

240 pages

3h 53m

English

Wiley

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Copyright
The Awakening
Creating a Process
Acknowledgments
MATCH
Introduction
MATCHSystematic/Sane?How to Use This BookFrequently Asked QuestionsWhat kind of success can I expect from using the MATCH Process?Is MATCH right for my organization?Do I have to implement all the steps of MATCH?Does MATCH work across all industries?Why should I bother with MATCH?
I. MATCH: The Foundation
1. Assume the Proper Mind-Set
2. Begin with the Mission
2.1. The Purpose of the Mission Statement from a Hiring Perspective2.2. Thoughts on the Mission Statement Itself2.3. Ownership of Mission2.4. A Portion of the Ritz-Carlton Mission Statement2.5. Avoid the Dilbert Web Site Mission Statement
3. Assemble the Hiring Team
3.1. Who Leads the Charge?3.1.1. The Hiring Team3.1.1.1. Hiring Team Roles3.1.2. Assembling the Team3.1.3. Meeting Agenda
4. Clarify the Corporate Culture
4.1. Your Hiring Team and the Scorecard
IIA. MATCH: The Process: Phase I—Preparing the Recruiting Plan

5. Create the Organizational Chart: Step 1
5.1. The Deeper Function of an Org Chart
6. Compile a Job Overview: Step 2
6.1. The Benefits of a Good Job Overview6.1.1. The Job Description6.1.1.1. Clarifying the Job Description6.2. The Skills Required6.2.1. Sample Job Overview
7. Create the Competency Profile: Step 3
7.1. The Process7.2. Competency Profile7.2.1. Using the Competency Profile to Prioritize Essential Personality Traits7.2.2. What about 8s and 9s?7.3. Behavioral Interviewing7.3.1. From Competency Ratings to Scripted Behavioral Questions7.3.2. Examples of Behavioral Questions7.4. Common Questions7.4.1. What about psychological assessments?7.4.2. How much of the soft skills do we advertise?7.4.3. How does an organization attract a superstar in a changing or dysfunctional environment?
8. Structure the Recruiting Plan: Step 4
8.1. Final Check before Launch of Recruiting Plan8.1.1. Questions You Need to Ask Your Team8.2. Common Recruiting Methods8.2.1. Media Sources8.2.2. Internet Job Boards8.2.3. State Employment Offices8.2.4. Company Web Sites8.2.5. Colleges and Universities8.2.6. Job Fairs8.2.7. Alumni Employees8.2.8. Previous Applicants8.2.9. Retained Search Firm8.2.10. Contingency Search Firm8.2.11. Social Networking Sites8.2.12. Out-of-the-Ordinary Ways of Recruiting8.3. Never Set Hiring Deadlines8.4. Thoughts on Recruiting Firms
IIB. MATCH: The Process: Phase II—Implementing the Recruiting Plan
9. Conduct the Phone Screen: Step 5
9.1. Phone Screen9.2. Developing and Using a Telephone Screening Form9.3. The Dos and Don'ts of Interviewing9.4. Tips on the Phone Screen9.4.1. Conducting the Actual Phone Screen9.4.2. Sample Phone Screen Questions9.5. Closing and Clarification9.6. Time-Saving Tips for Phone Screens9.7. Using the Proper Equipment9.8. Thoughts on Recruiting Firms and the Screening Process
10. Conduct the Face-to-Face Interview: Step 6
10.1. Overview10.2. The Interview Format and Your Hiring Team10.2.1. The Proper Attitude10.2.2. Five Tips for a Successful Interview10.2.2.1. Tip 1: Script Your Questions10.2.2.2. Tip 2: Use the Candidate's Name10.2.2.3. Tip 3: Maintain Eye Contact10.2.2.4. Tip 4: Take Notes10.2.2.5. Tip 5: Use Cues10.3. The Four Parts of the Interview Process10.3.1. Part One: The Welcome10.3.2. Part Two: The Job Overview Investigation10.3.2.1. Preparation for the Job Overview Investigation10.3.2.2. Measurement10.3.2.3. Interviewing Skills10.3.2.4. Talking Too Much10.3.2.5. Qualifying: Why a Job Change at This Time?10.3.2.6. Dig Deep10.3.3. Part Three: The Competency Investigation10.3.4. Part Four: Setting Expectations10.4. A Final Word: Where to Interview?
11. Check References: Step 7
11.1. Prior to the Reference Call11.1.1. Start Broad and End Narrow11.1.2. Cover Skills and Competencies11.1.3. Behavioral Questioning in the Reference Check11.1.4. A Suggested Reference Call Script11.2. How to Get a Reference to Return Your Call Every Time11.3. Using the Data Collected in the Reference Calls11.4. The Value of References during the Interview Process
12. Perform Background Checks: Step 8
III. MATCH: The Process: Phase III—Executing the Hire
13. Make the Decision: Step 9
13.1. Responsibilities13.2. The Process
14. Extend the Offer: Step 10
14.1. Knowing What to Offer14.2. Offer and Counteroffer14.3. You're Still Only 90 Percent There
15. Receive Acceptance: Step 11
15.1. A Glimpse into the Other Side15.2. What You Can Do
16. Perform Onboarding: Step 12
16.1. The Process16.2. Effective Onboarding Programs16.3. Onboarding's Increased Importance16.4. Onboarding Checklist Sample 1
IV. MATCH: The Process: Phase IV—Following Up
17. Retain the Employee: Step 13
17.1. First, Understand Your Own Framework17.2. The Retention Areas17.3. Mentoring17.4. Retention Strategies
18. Test the Return on Investment: Step 14
18.1. Calculating and Avoiding the Cost of a Mishire18.2. Analyzing Increased Revenue/Efficiency18.3. Revenue per Employee (RPE)18.4. Web Site Developer18.5. Database Manager18.6. Office Manager18.7. Cultural Impact18.8. The Best Candidate Available for the Money18.9. Measuring ROI
19. Make the Process Stick: Step 15
19.1. Making the Right Process Stick19.2. The Feedback Loop19.3. A Suggested Format Is the Debrief Session
20. Foster a Culture of Effective Hiring: Step 16
20.1. Foster a Culture of Effective Hiring20.2. Creating a Culture of Continuous Improvement in the Area of Hiring20.3. The Mission Still Drives the Hire
Conclusion
So What Does MATCH Stand For?A View from Inside a Recruiting FirmA Lesson Learned
I. A Word about Contractors
A.1. Try Before You BuyA.2. The BenefitsA.3. Managing Contractors
II. Sample Documents for Hiring a Controller
B.1. Sample Job DescriptionB.1.1. Organizational ChartB.1.1.1. Primary, Initial Objectives of ControllerB.1.1.2. Position DescriptionB.1.1.3. Skills/ExperienceB.1.1.4. Requirements/EducationB.1.1.5. Other Considerations or PreferencesB.1.1.6. SalaryB.2. Sample Interview QuestionsB.2.1. Additional QuestionsB.3. Sample Reference QuestionsB.3.1. Additional Questions
III. The Cost of a Mishire: The Story of the Bad Controller
C.1. You Know JackC.1.1. Story: The Bad Controller
IV. Onboarding Checklist
About the Author

Overview

Hire the right person-every time!

Why is it that so many companies accept mediocre hiring results as the norm? The answer is simple. It doesn't occur to them that, in fact, there is a process that virtually guarantees hiring the right person every time. To repeat: there is a process that virtually guarantees hiring the right person every time. That's what MATCH is about.

Based on author Dan Erling's experience with best practices from over a thousand companies, MATCH gives you a rock solid, practical process for hiring.

MATCH takes you step-by-step through the lifecycle of hiring, from developing a job description through interviewing and making the decision, to negotiating salary and onboarding the new hire
Applicable tools, stories, and foolproof techniques are woven throughout to insure your mission critical objective is accomplished
The author is well-known in the hiring and recruiting industry

With MATCH, your hiring team will develop a systematic process that fits with the company's overall mission, giving your company the people it needs to succeed every time!

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