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

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

by Dan Erling
Released December 2010
Publisher(s): Wiley
ISBN: 9780470878989

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Book description

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!

Table of contents

  1. Copyright
  2. The Awakening
    1. Creating a Process
  3. Acknowledgments
    1. MATCH
  4. Introduction
    1. MATCH
    2. Systematic/Sane?
    3. How to Use This Book
    4. Frequently Asked Questions
      1. What kind of success can I expect from using the MATCH Process?
      2. Is MATCH right for my organization?
      3. Do I have to implement all the steps of MATCH?
      4. Does MATCH work across all industries?
      5. Why should I bother with MATCH?
  5. I. MATCH: The Foundation
    1. 1. Assume the Proper Mind-Set
    2. 2. Begin with the Mission
      1. 2.1. The Purpose of the Mission Statement from a Hiring Perspective
      2. 2.2. Thoughts on the Mission Statement Itself
      3. 2.3. Ownership of Mission
      4. 2.4. A Portion of the Ritz-Carlton Mission Statement
      5. 2.5. Avoid the Dilbert Web Site Mission Statement
    3. 3. Assemble the Hiring Team
      1. 3.1. Who Leads the Charge?
        1. 3.1.1. The Hiring Team
          1. 3.1.1.1. Hiring Team Roles
        2. 3.1.2. Assembling the Team
        3. 3.1.3. Meeting Agenda
    4. 4. Clarify the Corporate Culture
      1. 4.1. Your Hiring Team and the Scorecard
  6. IIA. MATCH: The Process: Phase I—Preparing the Recruiting Plan
    1. 5. Create the Organizational Chart: Step 1
      1. 5.1. The Deeper Function of an Org Chart
    2. 6. Compile a Job Overview: Step 2
      1. 6.1. The Benefits of a Good Job Overview
        1. 6.1.1. The Job Description
          1. 6.1.1.1. Clarifying the Job Description
      2. 6.2. The Skills Required
        1. 6.2.1. Sample Job Overview
    3. 7. Create the Competency Profile: Step 3
      1. 7.1. The Process
      2. 7.2. Competency Profile
        1. 7.2.1. Using the Competency Profile to Prioritize Essential Personality Traits
        2. 7.2.2. What about 8s and 9s?
      3. 7.3. Behavioral Interviewing
        1. 7.3.1. From Competency Ratings to Scripted Behavioral Questions
        2. 7.3.2. Examples of Behavioral Questions
      4. 7.4. Common Questions
        1. 7.4.1. What about psychological assessments?
        2. 7.4.2. How much of the soft skills do we advertise?
        3. 7.4.3. How does an organization attract a superstar in a changing or dysfunctional environment?
    4. 8. Structure the Recruiting Plan: Step 4
      1. 8.1. Final Check before Launch of Recruiting Plan
        1. 8.1.1. Questions You Need to Ask Your Team
      2. 8.2. Common Recruiting Methods
        1. 8.2.1. Media Sources
        2. 8.2.2. Internet Job Boards
        3. 8.2.3. State Employment Offices
        4. 8.2.4. Company Web Sites
        5. 8.2.5. Colleges and Universities
        6. 8.2.6. Job Fairs
        7. 8.2.7. Alumni Employees
        8. 8.2.8. Previous Applicants
        9. 8.2.9. Retained Search Firm
        10. 8.2.10. Contingency Search Firm
        11. 8.2.11. Social Networking Sites
        12. 8.2.12. Out-of-the-Ordinary Ways of Recruiting
      3. 8.3. Never Set Hiring Deadlines
      4. 8.4. Thoughts on Recruiting Firms
  7. IIB. MATCH: The Process: Phase II—Implementing the Recruiting Plan
    1. 9. Conduct the Phone Screen: Step 5
      1. 9.1. Phone Screen
      2. 9.2. Developing and Using a Telephone Screening Form
      3. 9.3. The Dos and Don'ts of Interviewing
      4. 9.4. Tips on the Phone Screen
        1. 9.4.1. Conducting the Actual Phone Screen
        2. 9.4.2. Sample Phone Screen Questions
      5. 9.5. Closing and Clarification
      6. 9.6. Time-Saving Tips for Phone Screens
      7. 9.7. Using the Proper Equipment
      8. 9.8. Thoughts on Recruiting Firms and the Screening Process
    2. 10. Conduct the Face-to-Face Interview: Step 6
      1. 10.1. Overview
      2. 10.2. The Interview Format and Your Hiring Team
        1. 10.2.1. The Proper Attitude
        2. 10.2.2. Five Tips for a Successful Interview
          1. 10.2.2.1. Tip 1: Script Your Questions
          2. 10.2.2.2. Tip 2: Use the Candidate's Name
          3. 10.2.2.3. Tip 3: Maintain Eye Contact
          4. 10.2.2.4. Tip 4: Take Notes
          5. 10.2.2.5. Tip 5: Use Cues
      3. 10.3. The Four Parts of the Interview Process
        1. 10.3.1. Part One: The Welcome
        2. 10.3.2. Part Two: The Job Overview Investigation
          1. 10.3.2.1. Preparation for the Job Overview Investigation
          2. 10.3.2.2. Measurement
          3. 10.3.2.3. Interviewing Skills
          4. 10.3.2.4. Talking Too Much
          5. 10.3.2.5. Qualifying: Why a Job Change at This Time?
          6. 10.3.2.6. Dig Deep
        3. 10.3.3. Part Three: The Competency Investigation
        4. 10.3.4. Part Four: Setting Expectations
      4. 10.4. A Final Word: Where to Interview?
    3. 11. Check References: Step 7
      1. 11.1. Prior to the Reference Call
        1. 11.1.1. Start Broad and End Narrow
        2. 11.1.2. Cover Skills and Competencies
        3. 11.1.3. Behavioral Questioning in the Reference Check
        4. 11.1.4. A Suggested Reference Call Script
      2. 11.2. How to Get a Reference to Return Your Call Every Time
      3. 11.3. Using the Data Collected in the Reference Calls
      4. 11.4. The Value of References during the Interview Process
    4. 12. Perform Background Checks: Step 8
  8. III. MATCH: The Process: Phase III—Executing the Hire
    1. 13. Make the Decision: Step 9
      1. 13.1. Responsibilities
      2. 13.2. The Process
    2. 14. Extend the Offer: Step 10
      1. 14.1. Knowing What to Offer
      2. 14.2. Offer and Counteroffer
      3. 14.3. You're Still Only 90 Percent There
    3. 15. Receive Acceptance: Step 11
      1. 15.1. A Glimpse into the Other Side
      2. 15.2. What You Can Do
    4. 16. Perform Onboarding: Step 12
      1. 16.1. The Process
      2. 16.2. Effective Onboarding Programs
      3. 16.3. Onboarding's Increased Importance
      4. 16.4. Onboarding Checklist Sample 1
  9. IV. MATCH: The Process: Phase IV—Following Up
    1. 17. Retain the Employee: Step 13
      1. 17.1. First, Understand Your Own Framework
      2. 17.2. The Retention Areas
      3. 17.3. Mentoring
      4. 17.4. Retention Strategies
    2. 18. Test the Return on Investment: Step 14
      1. 18.1. Calculating and Avoiding the Cost of a Mishire
      2. 18.2. Analyzing Increased Revenue/Efficiency
      3. 18.3. Revenue per Employee (RPE)
      4. 18.4. Web Site Developer
      5. 18.5. Database Manager
      6. 18.6. Office Manager
      7. 18.7. Cultural Impact
      8. 18.8. The Best Candidate Available for the Money
      9. 18.9. Measuring ROI
    3. 19. Make the Process Stick: Step 15
      1. 19.1. Making the Right Process Stick
      2. 19.2. The Feedback Loop
      3. 19.3. A Suggested Format Is the Debrief Session
    4. 20. Foster a Culture of Effective Hiring: Step 16
      1. 20.1. Foster a Culture of Effective Hiring
      2. 20.2. Creating a Culture of Continuous Improvement in the Area of Hiring
      3. 20.3. The Mission Still Drives the Hire
  10. Conclusion
    1. So What Does MATCH Stand For?
    2. A View from Inside a Recruiting Firm
    3. A Lesson Learned
  11. I. A Word about Contractors
    1. A.1. Try Before You Buy
    2. A.2. The Benefits
    3. A.3. Managing Contractors
  12. II. Sample Documents for Hiring a Controller
    1. B.1. Sample Job Description
      1. B.1.1. Organizational Chart
        1. B.1.1.1. Primary, Initial Objectives of Controller
        2. B.1.1.2. Position Description
        3. B.1.1.3. Skills/Experience
        4. B.1.1.4. Requirements/Education
        5. B.1.1.5. Other Considerations or Preferences
        6. B.1.1.6. Salary
    2. B.2. Sample Interview Questions
      1. B.2.1. Additional Questions
    3. B.3. Sample Reference Questions
      1. B.3.1. Additional Questions
  13. III. The Cost of a Mishire: The Story of the Bad Controller
    1. C.1. You Know Jack
      1. C.1.1. Story: The Bad Controller
  14. IV. Onboarding Checklist
  15. About the Author

Product information

  • Title: Match: A Systematic, Sane Process for Hiring the Right Person Every Time
  • Author(s): Dan Erling
  • Release date: December 2010
  • Publisher(s): Wiley
  • ISBN: 9780470878989