The Three Pillars of Hiring Success In 2024 - Behavioral Based Interviews, Realistic Job Previews & Onboarding Strategies

Hiring success in 2024 will require more than simply filling open roles and complicated, confusing or reactive hiring makes it harder to bring the right talent to your team. Employer's success is built, moment by moment and decision by decision, by the employees who join your organization. Talent acquisition professionals must identify the best candidates early on and progress quickly through each hiring stage. It is very easy to get blind-sided by a job candidate, who seems perfect during the hiring process, but a complete disaster once hired. In fact, traditional interviewing predicts future success by only 10%. With a wrong fit, the employee is never going to reach optimum performance, be fully engaged, and they are likely to leave. The employer is then left with another expensive recruitment along with the disruption of having talent walk out the door. (Recruiting expenses are typically 50 – 100% of an individual’s annual salary). The minute a new employee walks in the door they begin to evaluate whether they made a good decision (70% of new hires make the decision to stay at or leave an organization within their first six months). If it is a poor fit they never become engaged and typically they turnover quickly leaving you to pick up the pieces.

The solution is to implement strategies that identify the right talent (skills and abilities) and the right fit (personally, culturally, and socially). And there are three critical strategies that will make it a good match for you and the employee - Realistic Job Previews, Behavioral Based Interviewing & Onboarding before the candidate says “yes”. These will help leverage the value of self-selection & to accurately assess the candidate’s skills and abilities and goodness of fit. One study found that Using Realistic Job Previews as part of onboarding increased engagement from 14% to 93%! 

Webinar Agenda :

• Learn the “SOAR” method for creating Behavioral Based Interviewing in 2024
• Receive 43 Behavioral Based Interview Questions
• How to interview for “best fit”
• What are Realistic Job Previews and why they matter
• How to leverage self-selection to assure the best fit
• Key Competencies to Add to Your Job Description and Include in Interviews
• Understand source of interviewer rater errors
• How to link corporate values to employee selection
• How to integrate onboarding into the initial phase of recruiting
• The 4 “C’s” or onboarding
• Why mission, vision, value, and culture matter and how to fold them into onboarding and recruiting
• How onboarding during recruitment impacts retention and engagement
• Factors to consider in creating Realistic Job Previews
• Best practices that appeal to millennials
• FAQs, Examples & Case Studies

Participants will receive:

• 43 Behavioral Based Interview Questions
• Competencies for Job Descriptions and Interviewing
• 50 Onboarding best practices
• Onboarding assessment

Behavioral based interviewing, pre-hire onboarding, and realistic job previews work cohesively to maximize retention and new employee engagement. With this webinar companies will have tools to improve their new-hire processes. 

Speaker Profile - Bob Verchota is owner and senior consultant for RPVerchota & Associates, a consulting firm providing services to clients who seek to align their business and employees, creating successful outcomes and excellent work environments. After 30+ years in Human Resources senior leadership roles and teaching both undergraduate and graduate courses in Leadership and Organizational Development, Bob transitioned to using his experience and skills in consulting. Mr. Verchota provides solutions to companies for a wide variety of HR issues including training and development, compensation, compliance, policy development, performance management, employee relations and managing change from mergers and acquisitions to project specific disruptions of the status quo. Bob has an undergraduate degree in Business Administration, graduate degree in Healthcare Administration, and doctoral work (ABD) in Organizational Development. He is a lifetime Senior Professional in Human Resources.