Values Based Interviewing
description
Transcript of Values Based Interviewing
Ann Rhoades
PRES, People Ink
Built on VALUES
www.peopleink.com
(Person Responsible for Extraordinary Service)
Hire “A” Players
Define Behaviors
Values BluePrint™
• Begin the Conversation • Select a Values Workout Team • Performing the Values Workout • Publish the “First Draft” of Your Values • Publish Your Values BluePrint and Take it
on the Road • Create a Company-wide Implementation
Plan and Timeline
Dave Barger
“60 Cities Re-Recruiting”
Dave Barger JetBlue, CEO
“C” PLAYERS
• “C” Players hire “C” Players • “C” Players do not prove to be good role models,
mentors or coaches. • “C” Players in leadership roles lower the
performance bar for everyone. • 80% of those surveyed said working for a “C”
player made them want to leave the Company
-Harvard Business Journal, Beth Axelrod, Helen Handfield-Jones and Ed Michaels “A New Game Plan for C Players”-Jan. 2002
HIRING TEAM
• “A” Players • Peers • Varied Tenure • Related Jobs • Customers
Key Attribute Process
• Interview Employees Currently in the Job – Usually interview 10% of employees in position
• Develop a Long List of Key Attributes – 10 – 14 key attributes
• Determine Short List of Priority Key Attributes – Line Managers stack rank long list in order of
importance to determine the top 5-6 key attributes • Final Validation of Key Attributes
– Sr. Leaders review top 5-6 and validate key attributes • Interview Guide Created
Maintenance Technicians
“They say you can teach a squirrel to fly. But it’s
easier to hire the eagle”
-David McClelland, noted personality and organizational psychologist
Connect with me on FaceBook and
Linkedin Follow me on Twitter
@peopleink
www.peopleink.com