In this 30 minute presentation, you'll learn five essential questions you must ask yourself before you hire, and how that will improve your overall process, candidate selection and employee retention. Join Kevin Nye as he explores why companies make bad hires, and what key missteps you should avoid.

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Preparing to Recruit:
How to avoid bad apples before you take the first bite!
Copyright 2013 NewHire

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So you hired a new
employee…
They look and seem great!

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But after some time…
They turn out to be more like this.

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Bad Hires Bite.
Key reasons why companies make bad
hires:
Do not really know target candidate
Do not know how to find target
candidate
Do not know how to identify target
candidate
Compensation not aligned with
talent/title

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Two Points of Focus
The Candidate
 What makes this job
attractive to an applicant –
Employee Value Proposition
 Compensation
 Make this a painless
process to apply
The Hiring Manager
 Simple, repeatable process
 Make hiring easy for this
person
 Make a painless process to
sort

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5 Questions You Must Ask
Before You Hire
1. Why does the job exist?
2. What’s the person going to do?
3. What behaviors are necessary
to succeed?
4. What motivations does the job
reward?
5. What’s the right compensation?

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1. Why Does the Job Exist?
Define the specific goal of this
position
 New business line/expansion
 Lighten someone’s workload
 Replace ineffective incumbent

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1. Why does the job exist?
Replacing vs.
New Position
If new, they’ll be evolving as
they go because new
positions aren’t exactly as
predicted. If replacing, will
be judged more vs. past
employees.

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1. Why does the job exist?
Think about the needs of your
company and what this
person will do for the
business
“We expected that good-to-great leaders would
begin by setting a new vision or strategy. We found
instead that they first got the right people on the
bus, the wrong people off the bus and the right
people in the right seats – and then they figured
out where to drive it.”
- Good To Great by Jim Collins.

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2. What are they going to do?
Bulleted list of daily activities
Title, basic functions,
reporting relationships,
responsibilities, autonomy,
basis for success/criteria for
judgment
See: Elements of Effective
Job Description + Pos. Prof.

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2. What are they going to do?
If the position is open because of a promotion, use the
promoted person as a resource
If not, consult with the departments related to the position
 Ex: CSR works with…
Talk with vendors, suppliers, customers, supervisors,
peers, subordinates, etc.

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3. What Behaviors are Necessary to
Succeed?
Natural
VS.
Adapted
The DISC Profile, showing respondent’s behavior

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3. What Behaviors are
Necessary to Succeed?
Sample job behaviors
Beyond just “hard-working”
and “goal oriented”
Testable, tangible,
workplace-specific

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4. What motivations does the
job reward?
Money is not the only
motivator
When the rewards of the
job match the motivations
of the
employee, happiness
ensues

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4. What motivations does the
job reward?
Theoretical Utilitarian Social
Individualistic/Political Traditional/Regulatory Aesthetic

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4. What Motivations does the job
reward?
Same assessment as
necessary-behaviors
Can be given to applicants
Conversation-piece in
interview

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5. What’s the right
Compensation?
Know your limit and stick to it
Use a broad salary range
Offer more than just $
Consult the internet/search for
similar jobs in similar areas
Start a dialogue with potential
employee, if necessary

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Conclusion
Know why the job exists and be able to create an EVP
Understand the day-to-day activities of the position you
need to fill
“If the job could talk…” Seek to understand which
behaviors and motivations will lead to on-the-job success
Use a validated assessment tool and the resulting
benchmark to help attract the right candidates and get
more out of your interviews
Broad range for salary and focus on possible auxiliary
perks

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Kevin Nye
Account Manager | NewHire
Kevin@new-hire.com
877-923-0054