Recruitment Training For Managers

Recruitment
Best practices
Recruitment for managers tips & suggestions
Cristina Tudor
Recruitment
What is recruitment for me?
One new person in me department

Someone to teach and give work in two days
Someone to help me to get out of a difficult period
Someone to do some activities refused by others

Always a entry level position
It is high season, i need more employees!
Cristina Tudor
Recruitment
What must be recruitment for me?
An opportunity to find new competences

An opportunity to replace a leaving person with a new one more qualified
Help the team to fulfill objectives bringing new abilities and competences, to complete the
team skills
An opportunity to reinforce the team with new members and rotate others to avoid to have
uninterested persons after 2-3 years of work in the same position
An opportunity to propose hierarchical movement for the good employees and have only new
entry level, much easy to find and guide
Cristina Tudor
Interview
Provide both the interviewer and the job candidate an opportunity to obtain the information they
need to make the best possible decision.
You can have a structured interview or an unstructured one.
In a structured interview, you ask all the candidates the same questions so you can compare answers.
You can be more objective but you don't have at the end all information's needed
Unstructured interviews are individual conversations that do not necessarily cover all the same questions
with every candidate.
You can find more from the candidate but will be more difficult to compare
Best choice :
have some key questions for all candidates and follow the conversation
Cristina Tudor
Other type of interview

Causal
The candidate receive a issue and he / she must find a solution
Compartmental
Basic hypotheses
A previous experience is the best indicator for a future success!
Cristina Tudor
What I must to have in my mind when I do recruitment?

The ideal candidate profile
Technical skills
Personal abilities
Match with the others team members
Development potential
Estimate when will be operational
Department objectives
You can find easy:
An technical person with bad attitude

A good attitude with poor technical skills or
without any skills
An enthusiastic person without experience
A good sale person without scruple / ethics
An overqualified person
Company objectives
But is that what you need?
Cristina Tudor
Technical skills
Theoretical knowledge
The person have only the theoretical knowledge but

is willing to try or put in practice
Work experience in the same fields, same position,

equivalent position etc.
He / she already work in the same domain, similar

position, similar activities etc.
Programs, applications used
He / she already use the same applications or

similar applications and can easily adapt to new
demands
The languages used in the department
He / shes experience have develop some

important / relevant skills useful in this new position
Education / studies / certificate
Cristina Tudor
Personal abilities
Personal attitude
He / she had a professional attitude
First impression
The person create a good first impression
General impact
He / she is client oriented

Adaptability
Dynamic person; reactive
Lot of patience, calm
Emphatic attitude
Organized
Open / closed personality
Independent / autonom
Executants work only with supervisor
Your team member must be:

Client oriented
Sales person
Etc.
Cristina Tudor
Match with the team

My team is:
Young
Dynamic
Autonomy in work style
Executants robot
Person with initiative
Innovative team
.
I need
other type
the same
The new one must have the same profile

because
The activity demand this profile
All the time I have search this profile
The new one must complete the team and change
the actual situation
You need young blood in the team or
reactive / military blood etc.
You must change the work style and the
new one must have an other profile
You must identify your department need

realistically, according the company need and not
your desire.
Cristina Tudor
Development potential
Some positions may require only personal
competences or abilities, and potential. For
others you must have experience, some
certificates etc. For the open position and the
candidate how is new in front of you, more
important is:
The Potential
or
Each position is different even if is a same type of

company you need potential to obtain your team
member, if he / she have work experience that tell
me he / she had the abilities to fulfill your job
requirements
In the same time, an work experience can develop
some bad habitude, abilities difficult to change.
I know better
I always do like this
This always work
Is not necessary to tell me
I have more experience in that, that you
have
The Experience
Cristina Tudor
Operational
How much time need the person to obtain the
right level for technical skills?
You have time to wait?

You can wait and loose time & money?
How much time need the person to obtain the

right level for language?
If you can wait, your effort will be appreciate?

The person will stay in the company? Is
enough motivate to stay? Or he / she want
only a good training and experience before
find the job of his life!
How much time need the person to be a

team member?
How much money will spend before the
person be operational?
Able or not for evolution ?
Cristina Tudor
Objectives
Department
You need to replace a person
You need develop a new activity
You must fulfil an objective / projet
Company
Change objectives
Charge market
Change management
Change approach
A job is a long term project

You do this for the company not for you
Cristina Tudor
Bad choice
I need a person now, I have en emergency, I dont care for the future
Risk:
The person can leave before I finish the difficult period

The person can not help me enough
I loose time with the training is not operational
I dont need this person after 3 months, other department dont need him
I loose others team members because of him
Loose money with the recruitment & training and a new recruitment process for find the
good one
Cristina Tudor
Before interview HR job

Publicity
When / Were? create a strategy, make a

market survey
Selection
Way a ideal profile?

Who to read a CV?
Planning's
Telephone interview
Who to make a planning?
What to say at the telephone?
Cristina Tudor
Attitude in the interview

Is a candidate how applied to our offer:
-Is interested to have job
-Is leaving an other company why?
-Wont to change why?
-Wont to develop
-Something was interesting in our job-offer what?
(can be an argument to convince the person at the
end to obtain the offer)
-You have visit qcns site impression
-We can offer you:
-
Possibility to learn a new job, develop new

abilities, competences etc.
Work environment
Dynamic team, young colleagues etc.
Is a head-hunted candidate:
-Can be only curios
-Can be only in market survey
-Can be interested only by very well paid jobs
-Can be interested only be flexible position,
manager position etc.
You must convince the candidate to accept your
offer because:
-In an very interesting domain e-turism the
future
-Can be an opportunity to learn a new job, develop
new competences, work in a great environment, in a
dynamic team etc.
You offer something to a client! Sale the job! Charm the candidate!
Cristina Tudor
Ice braking questions

Not all the candidates have the interview
experience.
You can find:
-Timid persons
-Closed / open person
Even the person is more younger then you, use

polite address form or ask the permission to talk
with you.
Is a sign of professionalism and after is respect!
Or
Person with more experience in interviews then you!
Tray to start with personal questions:
-You find us easy?
-Still to worm outside? Still raining?
-Nice costume! I wonted have a similar one..
Cristina Tudor
What think the candidate

You go to an interview. What are your
expectation?
I wont a job
I wont to accumulate some experience
I wont money
I wont a easy job
I wont a young team
I wont to do something fun
I dont wont work much
I wont a job without a boss
You are there? What do you think? And our

candidate?
He / she evaluate the building office

He / she evaluate the reception
The ID Card is a sign of professionalism, not

police all big companies do that
He/ she evaluate the first presentation and the first

smiling face
He / she appreciate a professional approach, even
is made by a jeans guy
He / she appreciate a presentation card
He / she appreciate a punctual person
Cristina Tudor
Recruitment process steps

1.Company presentation
Steps?
2.Department presentation
The candidate will know you better then the

company site information's or others site comments
ex. www.desprefirme.ro
3.My presentation
4.Recruitment process presentations steps
5.Candidate presentation
6.Job presentation
7.Questions
The candidate will better understand the department

activity, the job position in the company
Is an opportunity for the candidate to identify him
self with the profile or refuse the job
He / she will wait to the final decision if they are
more steps
Cristina Tudor
Company presentation
You must start with something soft for worming the atmosphere
You have the chance to present an activity more dynamic then the position him self
Ex. be an accountant is not something special, but in a dynamic company, with young
people, development possibilities, personal evolution possibilities etc. Can be more
attractive
The company objectives can interest the person and in the same time, give perspective to the
candidate regarding the future in the company the person can or can not identified himself
with the company goals
Cristina Tudor
Department presentation & you

You have the chance to explain activities, objectives, projects, targets and create an image of the
future position for the new employee
Is important to present your self
Experience can give more credibility and weight

Is an example of internal development and appreciation of talents, skills etc.
Is not anyone in front of me, but the manager, my future boss
Cristina Tudor
Recruitment process presentation

The candidate must know is a long / court term process
We have tests, evaluations etc. a serious procedure for the selection process
The position must be validate by many persons, is a team decision department manager, HR
manager, GM etc. , in the same day or 2 weeks etc.
We give an answer at the end
Attention!
Not all the candidates have apply directly to us, someone are hunted! You must do your best to
convince them! You have a job but maybe is not more interesting then his present one.
Each person had his one goals, values, targets! Never make appreciations in front of the
candidate. Take notes!
Dont judge the candidate, only compare him with your ideal profile and say yes or not. You to,
can dream to have a Ferrari and two homes and only 500RON salary
If you identify some potential, for an other position, take notes and announce the HR for
reorientation. Maybe a colleague will tanks you!
Cristina Tudor
Candidate presentation
Start with studies is more easy to him to start a conversation, present something neutral
Begin with the first experience and check if is a ascending evolution, if are missing periods
motivation.
Check each time the reasons for leaving the company.
Q: give me an example of the worse day in that company / the big problem / the worse client etc.
Q: give me an example regarding the work environment what do you improved? What to you
need more?
Q: can you give me a example of your favorite person? Way you appreciated him?
Q: you will recommend that company? Way? Way not?
Cristina Tudor
Job presentation
You had present the company, the department.
You have see the candidate experience.
Now you present the job, but first cheek if the candidate had carefully lessening your presentation
and if he / she understand you, if is capable to analyze new information, summarize, make a
short presentation.
Q: you have lessening my presentation. Tell me now, what do you think the Reservation Agent,
Debflow Agent . mind in our company?
Q: in your opinion, what are the responsibilities in this position?
Q: What do you think you will do in my team? In the first day
You have understand
We have a particular approach for this job, in QCNS Debflow Agent is the person how .
Cristina Tudor
I am the department manager - What I must check?

What I do in my department?
I use applications
I speak French / English / etc
I have repetitive actions
I need creativity
I need reactivity
I need .
He / she had work whit similar applications

can learn fast a new application, is a fast
learner
He / she have the language level needed in
my department
Can execute task without complaint have
patience
Always in action, have ideas, interact
Have attitude and dont wait to receive a
solution for a problem, find the solution
Cristina Tudor
Tips for conducting the interview

Control the situation. Its your show.
Dont buy first impression. Most people make up their minds about an applicant within the first ten
minutes. This can be big mistake. You may miss the real person.
Help interviewees fell at ease. Theyll open up and talk more freely.
Spend more time listening than talking. Interviewers mistakenly talk about half of the time. Let the
candidate to do 80% of the talking. The person asking questions and listening is the person
whos in control of the interview.
Cristina Tudor
General tips
Have a purpose for every question, otherwise youre wasting valuable time with the applicant
and if that person is a hot commodity, hell think less of you and your organisation.
Take notes. Put candidates at ease by telling them you will be taking notes before you begin
writing.
Dont make assumptions. Look for repeat patterns of behaviour to draw conclusions about the
candidate.
Be systematic. If youre interviewing several candidates, be sure to query each on the same
general set of issues: for ex. their backgrounds, what they would bring to the position, their
long-term career objectives, and so forth. Their responses to this common set of queries will
put you in a better position to compare the candidates.
Cristina Tudor
Top 25 Interview Questions

Q:
Q:
Q:
Q:
Q:
Q:
Q:
Q:
How did you hear about the job opening?

Tell me about yourself.
Why are you leaving your current position?
Tell me about your work history.
Why have you had so many different jobs recently?
Tell me about the specific responsibilities you had in your last position.
What are some things that motivate you?
Of the employers you have worked for recently, which did you like most?
Why?
Q: If I asked your previous manager or co-workers what areas you could most
improve, what would they say?
Q: What were some of the problems you encountered in your last job and how
did you manage them?
Q: Give me an example of how you would solve a problem in the workplace.
Cristina Tudor
Top 25 Interview Questions

Q:
Q:
Q:
Q:
Q:
Q:
Q:
Q:
Q:
Q:
Q:
Q:
What do you know about our company's products and services?

In what ways do you feel you can contribute to our company's goals?
Describe your ideal job.
What are your expectations of this job?
What do you think is the greatest challenge facing your field today?
What do you consider your greatest strengths and assets?
Of which job accomplishments are you most proud and why?
Tell me some of your weaknesses and how you can improve them.
Tell me about your education.
What work related goals do you have for the next few years?
Would you rather work with others or alone? Are you a follower or a leader?
What makes you unique and why should we hire you over any other
candidates?
Q: What salary range are you currently seeking?
Q: Are you looking at any other employers or do you have any other offers?
Cristina Tudor
Common evaluation mistakes

Being overly impressed with maturity or experience, or overly unimpressed by youth and
immaturity
Mistaking a quiet; reserved, or calm demeanour for lack of motivation
Mistaking the persons ability to play the interview game , or his / her ability to talk easily; for
intelligence or competence
Allowing personal bias to influence your assessment (for ex. you might be tempted to judge
someone harshly because she reminds you of someone you dislike)
Looking for a friend or for a reflection of yourself in the candidate
Assuming that graduates of certain institutions or employees of certain organisations are
automatically better qualified
Giving too much weight to familiarity with the jargon of your business
Focusing only on one or two key strengths and overlooking the absence of others
Failing to value motivation to get ahead.
Cristina Tudor
Rules
Never compare the candidate with yourself!
Each person have weakness & abilities, maybe you need someone to complete you &
your team and not to made the same mistakes like you!
Think in the future!
Maybe you need desperate a person today, but if you are not at list 80% sure it is the
right person, think twice because we will be satisfied in the next 2 months but in 6 we
will have more problems when today!
Cristina Tudor
Annexe
Examples of question
Cristina Tudor
About the Company

Q: What do you know about our services or products?
Q: What type of organization do you work with most effectively?
Q: How can you contribute to our company?
Q: If we were to hire you, what expectations would you have of our company?
Q: Have you heard any rumours about our company that concern you?
Q: This is a much larger (or smaller) company than you've ever worked for. How do you feel
about that?
Q: How do you believe you could best make a contribution to our company?
Cristina Tudor
About the Position

Q: What interests you most about this job?
Q: Describe the ideal job for yourself.
Q: What opportunities are you most interested in within our company?
Q: How could you have been more effective in your last position?
Q: What motivates you to do this kind of work?
Q: What do you find least appealing about this job?
Q: Q: What aspects of this job do you feel most confident about?
Q: What concerns you most about performing this job?
Q: In what ways do you think you think you are prepared to take on the responsibilities of this
job?
Q: Considering your resume, what are your weaknesses in relation to the job?
Q: What makes you equipped to handle this position? What is unique about you?
Cristina Tudor
About Work Style

Q: Do you like working alone or in a team environment?
Q: Tell me about your positive attributes? What are some of your bad habits?
Q: Do you like working in large groups?
Q: Is there a specific type of person you work better with than others?
Q: How do you react when something goes wrong with a project?
Q: Tell me about the way you work.
Q: Are you detail-oriented?
Q: How do you go about making important decisions?
Q: How do you handle change?
Q: How do you measure the success of your work?
Q: Are you able to meet aggressive deadlines? Do you have experience doing so in the past?
Have you ever been behind schedule?
Cristina Tudor
About Work Style

Q: Do you work well alone, or do you require direct supervision?
Q: If you could choose your fellow employees to work with you on this project, what qualities
would you seek?
Q: How do you organize and plan for major projects?
Q: What aspects of your work are most often criticized?
Q: Share an example of your diligence or perseverance.
Q: Describe a time when you tackled a tough or unpopular work assignment.
Q: What would your colleagues tell me about your attention to detail?
Q: What is your most productive or ideal work setting?
Q: Describe an environment that is ineffective for you.
Q: Do you prefer continuity in structure or frequent change in your daily work?
Q: Describe a time when you had to assist a co-worker.
Q: Tell me about a problem that you failed to anticipate.
Cristina Tudor
About Your Experience

Q: How much experience do you have?
Q: Describe your previous job experience.
Q: Have you had any experience directly related to this position?
Q: Describe a time when you had to fire someone from his or her job? What did you say?
Q: Was there ever a time when an important project you were working with had major delays?
What did you do?
Q: Looking back on the experience now, do you think there was anything you could have done to
improve your relationship with your previous manager?
Q: Tell me how you would handle multiple projects in the job.
Q: What aspects of your job do you consider most crucial?
Cristina Tudor
About Your Experience

Q: What did you like least about your last job?
Q: What do you think about your current manager?
Q: How can you help our company be more profitable?
Q: In your work experience, do you feel you have grown and developed? How?
Q: Was there a time in your career that you have been unhappy? Why?
Q: Have your ever done this type of work before?
Q: How much were you absent from work in your last job?
Q: In what areas do you feel you need additional experience?
Q: Describe a project that did not turn out the way you expected.
Cristina Tudor
About Your Skills

Q: Describe a professional skill you have developed in your most recent job.
Q: How would you rate your communication skills?
Q: How fast can you type?
Q: What new skills or ideas do you bring to the job that other candidates aren't likely to offer?
Q: Describe your ability to solve problems in the workplace. What would you do with problems
you couldn't solve?
Q: Give me an example of how you saw a project through, despite obstacles.
Q: Describe a situation in which you've applied your skills to solve a problem.
Q: How much experience have you had with computers?
Q: How well can you multi-task?
Cristina Tudor
Accomplishments
Q: Which of your accomplishments have brought you the greatest satisfaction?
Q: Have you ever managed a project for your previous employer? What was the result?
Q: Tell me about the most significant accomplishment in your career?
Q: Have you done the best work you are capable of doing?
Q: Tell me about a past achievement that you attained in your last job.
Q: Why should I consider you a strong applicant for this position?
Q: Tell me about a contribution you have made to a team.
Q: Tell me about something that you accomplished which required discipline.
Q: Tell me about one of your projects that failed.
Cristina Tudor
Recent Graduates
Q: How did you get your summer job?
Q: What are your future plans for your education?
Q: Tell me why we should hire you?
Q: Are you looking for a permanent or temporary job?
Q: We have tried to hire people from your school and your major before, and they never seem to
work out. What makes you different?
Q: Can you take criticism without feeling hurt or upset?
Q: What is your idea of how the industry works?
Cristina Tudor
Situation Questions
Q: Tell me about two or three aspects of your last job that you'd never want to repeat.
Q: If you had an argument with your manager, what would you do?
Q: Describe for me the watch you are wearing.
Q: This job requires working from Wednesday through Sunday. Would that be a problem for you?
Q: Explain your reasons for leaving the last company you worked for.
Q: Tell me about a time when you have been the most satisfied in your last position?
Q: Tell me about a work event that helped you grow professionally.
Q: If you had unlimited time and financial resources, how would you spend them?
Q: Tell me about a time when you worked effectively under pressure.
Cristina Tudor
Situation Questions
Q: Tell me about your least favourite manager or supervisor.
Q: What would you do if you had to fire a friend?
Q: Your supervisor tells you to do something in a way that you know is dead wrong. What would
you do?
Q: If your supervisor criticized you unfairly, what would you do?
Q: Would anyone be surprised to hear that you are interviewing for the job we are discussing?
Who and why?
Q: If you were faced by hostility from another employee, what would you do?
Q: Give me an example of a time when you have been the most contented in your last position?
Cristina Tudor
Tough Questions
Q: Was there any one person who influenced you the most?
Q: How do you balance your reliance on facts with your reliance on intuition?
Q: If you could work anywhere in the world, where would it be?
Q: What does the word "innovation" mean to you?
Q: Employees tend to be either concept oriented or task oriented. How do you describe
yourself?
Q: Rate yourself on a scale of one to ten.
Q: If you had to rate me as an interviewer, what would you say?
Q: Wouldn't you feel better off in another firm?
Q: What interests you least about this job?
Q: Why should I hire an outsider when I could fill the job with someone inside the company?
Q: We live in an era of constant change. How do you view change and how do you effectively
deal with it?
Cristina Tudor
Tough Questions
Q: Give me proof of your persuasiveness.
Q: Have you ever been asked to leave a company? If so, please describe the situation.
Q: I don't know what I am looking for, but you don't seem to have all of the experience I want.
Q: What might your current manager want to change about your work habits?
Q: Do you think you could work for a woman supervisor?
Q: Define cooperation.
Q: Could you work for someone significantly younger than you?
Q: If you could take a vacation and fly anywhere in the world, where would you go?
Q: Describe the characteristics that you admire the most in the people you associate with outside
of work.
Q: Who is the boss in your family?
Cristina Tudor
Management questions
Q: Tell me about a time when you had to deal with a challenging project in your job.
Q: Tell me about a time you that made a critical decision without supervision?
Q: What policies would you establish to deal with the high level of absenteeism that exists at our
company?
Q: Do you believe that your previous supervisor's management abilities were effective? Why?
Q: Describe your management style.
Q: How do you deal with difficult people?
Q: Give me an example of how you would transfer the responsibilities of specific tasks necessary
to complete a project to others under your supervision?
Q: Do you feel you are the type of person who anticipates problems in the workplace?
Cristina Tudor
Q: Have you managed people in any of the positions you have held?
Q: Describe a situation in which you demonstrated independent initiative.
Q: What qualities would you want to have in a manager?
Q: If you encountered resistance from someone on your staff, how would you overcome it?
Q: What is your definition of a perfect supervisor?
Q: Describe the strategy that works best for you when you need to get the cooperation of others
on the job.
Q: How would you describe your philosophy about management?
Q: What are some characteristics you look for in a manager?
Q: Have you ever hired anyone? What qualities do you seek?
Q: If I asked people who have worked with you before about you, what would they say about your
management abilities?
Q: How would you define "leadership"? How would you rate yourself as a leader?
Cristina Tudor
Q: Describe the situation in which you are most comfortable as a leader.
Q: Tell me about an effective manager, supervisor, or other person in a leading role that you know
personally.
Q: What types of management do you think are effective?
Q: What aspect of your management style would you like to change?
Q: Describe a time when you listened to a co-worker's suggestion.
Q: Tell me about a learning experience that affected your management style.
Q: What do you think are critical skills for a project manager?
Q: What kinds of events have you planned in the past? How did they go?
Q: How do you get people who report to you to give you their best performance?
Q: Does your staff come to you with personal problems?
Q: Do you run your department by the book or are you flexible?
Cristina Tudor
Tricky questions
Q: I have to teams: one with young dynamic peoples, whey work in stress, always is something
to do & the second is very relaxed because they do repetitive task, always the same issues,
very easy. I dont know were to put you? were you will e more comfortable? What is your
work type?
Q: What do you make if you find a new manner to resolve a problem, other then the manner
specified in the procedure?
Cristina Tudor
D-mi oamenii potrivii i nu-mi pas ce organizaie mi dai. Se vor

ntmpla lucruri bune.
D-mi oamenii necorespunztori i nu conteaz ce faci cu
organizaia. Se vor ntmpla lucruri rele.
- Colin Powel -
Cristina Tudor

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What are some tips for effective recruitment according to the text?

What are some tips for effective recruitment according to the text?

What are different types of interviews mentioned and their pros and cons?

What are different types of interviews mentioned and their pros and cons?

Recruitment

Recruitment for managers tips & suggestions

One new person in me department

Someone to do some activities refused by others

It is high season, i need more employees!

Recruitment for managers tips & suggestions

An opportunity to find new competences

Recruitment for managers tips & suggestions

Recruitment for managers tips & suggestions

Other type of interview

Recruitment for managers tips & suggestions

What I must to have in my mind when I do recruitment?

You can find easy:

An technical person with bad attitude

Recruitment for managers tips & suggestions

The person have only the theoretical knowledge but

Work experience in the same fields, same position,

He / she already work in the same domain, similar

Programs, applications used

He / she already use the same applications or

The languages used in the department

He / shes experience have develop some

Education / studies / certificate

Recruitment for managers tips & suggestions

He / she had a professional attitude

The person create a good first impression

He / she is client oriented

Your team member must be:

Recruitment for managers tips & suggestions

Match with the team

The new one must have the same profile

You must identify your department need

Each position is different even if is a same type of

You have time to wait?

How much time need the person to obtain the

If you can wait, your effort will be appreciate?

How much time need the person to be a

Recruitment for managers tips & suggestions

A job is a long term project

Recruitment for managers tips & suggestions

The person can leave before I finish the difficult period

Recruitment for managers tips & suggestions

Before interview HR job

When / Were? create a strategy, make a

Way a ideal profile?

Recruitment for managers tips & suggestions

Who to make a planning?

What to say at the telephone?

Attitude in the interview

Possibility to learn a new job, develop new

Ice braking questions

Even the person is more younger then you, use

Recruitment for managers tips & suggestions

What think the candidate