Managing the Recruitment Process Presenter: Ian Taylor Date: 8 August 2014 Thanks for being here. Purpose is to give you a look at our new collateral. And explain what you need to do to start using it.

Agenda Managing Your Profile Managing A Recruitment Process Responding to Advertising Responding to a Search Call Application Process Preparing for a Longlist Interview Preparing for a Shortlist Interview Preparation for Psychometric Assessments Negotiating the Offer 3. Questions & Answers

Managing Your Profile Selective networking Selecting a mentor(s) Continuous learning Develop a social media presence BUT Focus on your current role and performance

Responding to Advertising Consider advertisement and position description carefully/conduct due diligence Prepare for a verbal enquiry/contact with consultant Engage the consultant Relevant, insightful questions Brief career summary that ‘fits’ the role

2. Managing the Recruitment Process Responding to Advertising

Responding to a Search call How the search call works / researcher / consultant Listen Understand the process Ask questions Time to reflect / conduct due diligence Follow up Get to the consultant Play it straight

Application Process CV – a unique presentation of your skills, activities, experience and achievements Key principles Professional format, easy to read Contains relevant information to assess against advertisement and position description Be completely accurate Cover letter Synopsis of ‘fit’ to the role Personal tone Reflects due diligence Probably one page Follow up application post deadline Selection of Referees

Preparing for the Longlist Interview Usually with the Consultant Be prepared to talk about: Your motivation for applying How and why your career has progressed Examples of the job competencies sought – STARs (Situation/Task/Actions/Results) e.g. Strategic Leadership, Innovation, Commercial Acumen, Commitment to Values, Relationship Building Handling remuneration and availability questions The “weaknesses” question Importance to display self-awareness Analysis of development needs Prepare questions Follow up/Seek feedback

The Shortlist Interview With the Board Selection Panel/Full Board Harder to prepare for Research background of panel members. What are their interests? Questions tend to be less behavioural and focus on situational responses i.e. how would you handle……? what are your views on……? what exposure do you have to working with a board? Review your personal development analysis Requirement for a presentation Stick to time Speak directly to panel unaided Engage all panel members Prepare questions for the panel probing deeper understanding of the issues Follow up with consultant/seek feedback

Preparation for Psychometric Assessment Purpose Types of Assessment Personality/Motivation; Style ‘fit to role’ Ability – verbal, numerical, abstract Results assist decision-making not determine the result Can assist reference checking and/or further interview You should receive feedback and have opportunity to have input Sources for practice www.savilleconsulting.com/products/aptitude preparationquides.aspx www.shldirect.com/example questions.html

Negotiation of Offer Be honest, open Be aware of constraints No surprises; messages should be consistent throughout the recruitment process This process sends messages about how the long term relationship will be conducted

My KPIs Passion Intellect/Discernment Humility