Learning & Development

Hiring Skills Training Program Built Around ‘Must-Have’ Elements


Hiring, like so many other business practices, can be done in a systematic way. Here’s a video program that trains your managers in how to do it right.


A few years back, NBC boasted that it was the network of “must-see TV.”


It may be a bit strong to say that you “must see” a bunch of TV sitcoms and cop shows, but there definitely are “must” situations in life, especially in the workplace, and one of them is hiring.


Which brings us to a different form of “must-see TV” … a particularly powerful BLR video training program we recently reviewed, titled Hiring the Best.


The program is based on a book by noted HR consultant Ann M. McGill, with a copy of the book included in the package.


McGill’s concept is of a “systematic method of hiring” built around “must-have” elements.


According to the 25-minute DVD (an audio CD version is also included), too many people approach hiring casually, when in fact there is no more important decision in ensuring the success of any organization. Instead, McGill’s method trains hiring managers to use the following tools to “hire the best.”


–Create a “Must-Have” Worksheet. Rather than just cast ads into the media, the McGill method says, first, put down a list of the primary tasks of the job, and right next to them, the qualifications needed to accomplish those tasks.


If, for example, the main task is “chemical analysis,” the matching qualification would be an “M.S. in chemistry.” If a second key task is “identifying problems,” the qualification is “3 years’ experience,” as a recent graduate would not yet have handled problems in a workplace. The worksheet can also include “preferred (but not vital) skills” and “personal attributes,” such as a penchant for accuracy and an ability to work in high-volume situations.


–Go Beyond the Want Ads. Classified ads, says the program, are usually bypassed by the best candidates. McGill suggests looking first to those who’ve written you unsolicited letters seeking employment, as these people are both motivated and interested in your organization. Other sources beyond the want ads include networking within the industry and, for entry-level positions, calling college department heads about promising students.


–Use the 3 Types of Interview Questions. These are (1) Interrogatory—to get quick, factual answers (“What was your major in college?”); (2) Reporter—which emphasizes the how element (“How were you able to increase sales?”); and (3) Reflective—which probes the candidate’s personality (“How did you feel about that?” “What are your hopes for the future?”). The program also advises what not to ask to avoid crossing legal lines and inviting a discrimination suit. The basic message: “If it’s not business related, don’t ask about it.” Use probing questions during reference checking, as well, to get more than the usual job title and dates employed-type information.


–Rate and Rank in an Organized Way. The program suggests constructing a summary chart that lists candidates on one axis, and skills and qualifications on the other. This allows comparison of the field in a single look, and quick selection of the top choices, or the actual hire.


This “must-have” program for training your hiring managers and supervisors includes DVD, audio CD, book, and storage unit, all at an extremely low cost of $129.95. It’s available for a 30-day no risk trial. Click the link below and we’ll be happy to set it up.



Avoid Hiring Mistakes!
Hiring mistakes start with bad hiring practices. Teach your managers better hiring in just 25 minutes of fast-paced video, at a very affordable price. Check out BLR’s Hiring the Best program with a 30-day free trial. Read more.