Hire The Best for leaders

[Virtual Presenter] Good morning! Today we will look at how to hire the best employees. We will examine ways to develop and execute an effective recruitment process, including the use of the 7C method, structured techniques to conduct interviews, and sample interview questions. We will also discuss the importance of onboarding new employees, and how to use an interview feedback form to ensure they are set up for success. Let's get started!.

[Virtual Presenter] We will be discussing how to hire the best candidate for your organization using the 7C method. The first C is Collaborative - ensuring that the person hired is able to get along well with their co-workers. The second C is Capable; the employee should be able to complete not just the basic tasks but also be creative and come up with new solutions when needed. The third C is Competent; having the necessary skills and experiences to complete the tasks expected of them. The fourth C is Compensation; ensuring their pay is in accordance to the market rate. The fifth C is Culture; based on values, expectations and procedures that help form the behavior of the leader and employees. The sixth C is Character; the person should have values that align with the company, and be honest, selfless and a team player. The seventh C is Commitment; considering whether the person is serious about working long term and if they stay with a job for a long period of time..

[Audio] I'll be discussing the STAR Interview Technique - a structured approach to conducting interviews. It consists of four parts: Situation, Task, Action, and Results. This technique encourages the candidate to explain the challenges they faced and objectives they had to meet. For the Situation part, they are asked to share an example of a recent work challenge. The Task part is where they describe what they had to do to achieve their goal. During the Action part, they are required to explain how they went about it. The Results part is where they should explain the outcome of their actions and if they met the objective. In summary, the STAR Interview Technique is a great way to gain insight into the candidate's abilities, behaviours, and experience. It's a great tool for interviewers to find the right candidate for the job..

[Audio] In this session, we will delve into a vital aspect of hiring the best leaders - how to evaluate divergent qualities in a prospective candidate. We will center on two types of assessments - Behaviors and Situational Interviews, and Fundamental Assessments. When it comes to Behaviors and Situational Interviews, we will go over a variety of attributes and capabilities such as management and supervisory experience, planning, decision-making, motivation, teamwork and communication skills, cultural fit, problem-solving and interpersonal skills, organizational skills, retention, financial acumen, attention to detail, creativity, and innovation. As for Fundamental Assessments, we will examine the methods for selecting between the various qualities when assessing candidates. By the end of this session, you will possess all the resources needed to distinguish the best leader in a candidate..

[Audio] We'll be talking about successful interviewing techniques and techniques for evaluating prospective employees. Using the right techniques, you can get the best out of any candidate and find the best fit for your organization. We'll discuss how to assess cultural fit, motivation, management and leadership skills and team and teamwork. Questions you can ask such as 'Describe the work environment or culture in which you are most productive and happy?', 'How do you ensure that your personal level of motivation is high on a daily basis?' and 'What actions and support, in your experience, make a team function successfully?'. We'll also look at successful interview processes and the role of probation periods and how you can use the 7C method to hire the best for your leaders..

[Audio] We will be discussing the 7C method to hire the best leaders and a structured technique to conduct an interview. This technique will involve behaviour and situational questions as well as sample questions. We will also be discussing the interview feedback form and probation period, and the 30-60-90 day onboarding program. To assess interpersonal skills, you can ask the candidate about times when they disagreed with their manager or supervisor and the approach they took to resolve the issue. As for communication skills, ask the candidate to rate their skills from 1 to 10 and provide examples from their work experience to back up their rating. To assess planning skills, ask them to outline the steps they took or would take to get a project on track. Lastly, for decision-making skills, ask them to describe their approach when faced with a choice between multiple qualified candidates and also walk you through the process they followed to make a decision that had the best chance of a positive outcome. Following these steps will ensure you hire the best leaders for your organization..

[Audio] We will discuss the structured technique of conducting interviews and how to identify the right candidate based on their skills and background. Assessing the applicant’s conflict resolution skills and their creative solutions to challenging problems will be looked at, as well as asking sample interview questions and preparing a feedback form. Onboarding programs and the interview flow for different hiring levels will also be discussed. Let us get started..

[Audio] Assessing and managing the performance of staff members is essential for any manager. Creating a productive environment and culture that bring out the best of your team's capabilities is also important. This session will assist in developing the skills needed to evaluate employees and make effective hiring decisions. We'll explore the 7C Method of hiring, techniques for conducting interviews, sample interview questions, and an interview feedback form. Additionally, we'll look at how to set up onboarding programs for 30, 60, and 90 days. Moreover, how to develop an effective interview flow process for different levels of hiring will be discussed. Acquiring and mastering these methods will help make the hiring process more successful, efficient, and structured..

[Audio] To familiarize you with our hiring process, we will cover the 7C method, structured techniques for conducting interviews, different types of interview questions and the importance of an effective onboarding program. All these points are to help you understand what is expected from candidates when we hire them and how to get the best out of our resources in finding the right person for the job. We will also look at interview feedback forms and probation periods. As a hiring manager, it is essential to use interview feedback forms to assess the top two to three finalists and make the decision based on factual data. Probation evaluation forms should also be used for all employees after their probation period, which helps track their development and identify areas that need improvement..

[Audio] We will be discussing the importance of the New Hire Care Program, as well as the 30-60-90 day program it includes. We will look at why the Welcome Letter and Welcome Pack are important to the onboarding process, and we'll explore the process of integrating the new hire into the organisation. Evolving from an individual to a team member will be explored, and how job fit, team motivation, and career development are related to the onboarding program will be explained. Logistics of onboarding and training, as well as the role leadership support and environment fit play in the process will be discussed..

[Audio] As we hire the best leaders, it is important to understand the 7C method we use to identify desirable traits in candidates and assess their suitability for the role. Then, to conduct the interview, we use a structured technique that comprises of asking behaviors and situational questions related to the role. Sample interview questions are also provided for different levels of hiring. Moreover, an interview feedback form and a probation period for those selected are in place. To ensure that our candidates become operational from day one, we provide a 30-60-90 day onboarding program which includes integration into the organization, group sessions and surveys, and training that is timely and relevant to their role..

[Audio] Candidates are expected to possess leadership qualities, motivate and assist team members, and become part of the company's culture. We apply a 7C method and structured technique to assess these qualities in the interview process. This involves situation-based questioning, sample interview questions, and an interview feedback form. Additionally, a 30-60-90 days plan is implemented in our onboarding program. At the 60-day mark, group interviews are held to understand team dynamics, motivations, relationships, and the leader's capacity to work with them. Furthermore, we assess the working environment in the department to ensure a healthy workplace for our employees. Lastly, we evaluate the individual's motivation for joining the team and establish performance goals with measurement matrix. We also seek our new employee's help in recommending AIG as a good place to work to their friends and family..

90 days – I am Part Of the Organization ! (1-2-1 interview).

[Audio] I hope you found this session useful. We discussed how to use the 7C method in hiring the best candidates, along with a structured technique to conduct an interview, the behaviors and situation interview flow, sample interview questions and an interview feedback form. We also highlighted the importance of a 30-60-90 days onboarding program for a successful interview flow for different levels of hiring. Thank you for your participation..