Page 56 - 100 - HR Management Manual

What to Look For:

o What to look for on the resume’s and the during the interview process:
 WILLINGNESS AND ACHIEVEMENTS
 The PRIMARY thing is what kind of person are they? Do they match OUR CORE
VALUES? The experience they have is less important. If they can convey their
values in a resume’ or cover letter they should get more consideration. By
looking at what kind of person they are we are looking for that person’s
WILLINGNESS, their willingness to do what we ask and train them to do. This is
not the person’s personality. We can be effective with many different
personalities. A personality that does not truly mesh perfectly with the
interview may work very well in certain positions. We cannot be effective if our
team lacks our core values
 The second most important thing to look for is the applicants ACHIEVEMENTS.
A person that is able to achieve results will have something they are proud of in
their life. It could be professional, personal, or both. If they explain how long
they worked somewhere or how many hours a week they worked these are NOT
achievements. Keep asking for something(s) they have achieved that they are –
round of. It could be their kids, sports accomplishments, diplomas, degrees, etc.
If they are uncomfortable with this question or cannot answer it they not who
we are looking for.
 RESUME HIGHLIGHTS:
 If a person has jumped from job to job with a number of months or a few years
you need to ask them directly about this. It is a “yellow flag”. It may be that
they will do the same, but they may also have a good reason. We don’t hire
someone with a yellow flag and hope they work out. We turn it to green and
hire….or don’t hire.
 We need employees with good attitude, dependability and lastly skills. Training
for the skills is easy with our procedures and practice.
 Experience in Vet Hospital? This is good but not necessary unless interviewing
for a tech position…or management. We can train before they start on the
floor.

Drill/Quiz for “Resume and Application Screening”:

1. Why do we have this procedure? What would happen if we did not? What if different
managers used different criteria or thoughts when selecting people?
2. Which is more important in selecting applicants, skills or values of the person?
3. What do you do with a “yellow flag”?

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