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How Dumping Skills-Infested Job Descriptions Will Improve Your Quality of Hire
@lever#qualityofhire
Tuesday March 1, 2016
● Phone lines are muted - please use
the chat box for questions
● Tweet us using #qualityofhire and @lever
● $100 Amazon Gift Card for the most useful tweet
Kiran DhillonContent Marketing ManagerLever@kirandhillon4
Thanks for joining us!
@lever#qualityofhire
Creator of Performance-based Hiring
● Performancebasedhiring.com
Best-selling author
● Hire With Your Head
● The Essential Guide for Hiring & Getting Hired
Our featured speaker
Lou AdlerCEO
The Adler Group, Inc.
@lever#qualityofhire
…Your work on performance-based hiring is a genuine bright spot…I am blown away by how closely your ideas map to the new science. I actually think performance-based hiring is the secret sauce to getting not only better talent management, but also to being able to ensure that we live up to our promise of opportunity in the 21st century.
Todd Rose, Harvard Professor, Director – Center for Individual Performance, Author of The End of Average
@lever#qualityofhire
“No one is average” ➔ The three principles:
1. Jaggedness: There is no average and no one is above average on everything.
2. Context: The job and the circumstances impact on-the-job performance and success.
3. Pathways: Potential is more important than experience unless time matters.
Todd Rose, Harvard Professor, Director – Center for Individual Performance, Author of The End of Average
@lever#qualityofhire
Performance-based Hiring
199720022007
2005 2013 Integrated Business System for Hiring Top Talent
@lever#qualityofhire
Performance-based Hiring
199720022007
2005 2013 4 Candidates/hire2:1 Sourcing Mix
80% First Contact Yield
@lever#qualityofhire
Two Talent Markets
Maintain Talent LevelSurplus Strategy
Raise Talent LevelScarcity Strategy
Find-Apply-Weed Out Attract and Nurture
Transactional Consultative Recruiting
Ill-defined Lateral Jobs Career Moves
Cost and Efficiency ROI and Quality of Hire
ActivePostingsFollowers10-20%
PassiveReferrals
NetworkingBoolean80-90%
Skills & Experience Qualified Performance Qualified
@lever#qualityofhire
Two Talent Markets
Maintain Talent LevelSurplus Strategy
Raise Talent LevelScarcity Strategy
Find-Apply-Weed Out Attract and Nurture
Transactional Consultative Recruiting
Ill-defined Lateral Jobs Career Moves
Cost and Efficiency ROI and Quality of Hire
ActivePostingsFollowers10-20%
PassiveReferrals
NetworkingBoolean80-90%
Skills & Experience Qualified Performance Qualified
Performance-based Hiring Overview
Performance-based Hiring Business Process Expert System: Best People, Recruiters, Managers
Performance-based Job DescriptionsGreat Career Moves vs. Lateral Transfers
Talent Centric SourcingTarget Best People – Entire Talent Market
2-Question Performance-based Interview Evidence-based – Quality of Hire
Integrated Recruiting Career Growth “30% Solution” vs. Compensation Max
info@louadlergroup.com
@lever#qualityofhire
Sourcing in the Entire Talent Market Candidates per Hire
< 4
50–100X
20–30X
10X
Performance QualifiedPassive The Best Will Not Apply
Skills/Experience Qualified Active/PassiveFew Top People Apply
Performance QualifiedActiveThe Best Will Not Apply
40/40/20 Plan
@lever#qualityofhire
From Skills and Experience Qualified to Performance Qualified
Creating the Career Move
Indirect DirectSkills
Experience
Academics
Industry
Competencies
Responsibilities
Job Description
Performance ProfileClarify Expectations
Grow sales by 10%Launch new product lineBuild a team in 90 daysEvaluate the processPrepare a plan for ___Develop product specDesign a circuit
EnvironmentCultureManager
Having of SkillsHiring for Average
Delivering ResultsHiring for Context
@lever#qualityofhire
Define Job Before Defining Person
Primary or Fixed
Variable
The Difference Maker
It’s what you DO with what you HAVE, not what
you HAVE that counts!
Quality of Work, the Fit and the Rate of Change!
Define Pre-Hire Quality of Hire
What does the person need to do be successful?• Collaborate with sales rep to
develop customer solutions at C-level in F500 companies
• Lead intense detailed product spec presentations to sophisticated buying groups
• Work with contracts to develop cost/price/margin analysis for $5mm+ programs
• Handle 3-6 major programs concurrently
This is not a job description. It’s a
person description.
Improve Response Rates
Lead with an AGM
Emphasize Doing, Learning, Becoming
Warm-up, not Apply
Capture Job Brand
Stories, not Skills
What do the best people do differently?
1
Consistentlyexceed expectations!
3
Leadership: Vision plus execution
4
Good problem solving & thinking skills
6
Get it done– no excuses!
Coaches, manages, develops self/others
2
Flexible, deals with change, manager, culture
5
@lever#qualityofhire
Performance Qualified Quality of HirePerformance-based Hiring Job Fit Indexsm
Cultural &Managerial
Fit
Quality of Hire
Talent Predictor
TalentThinkingProblem-
solving
Track Record of
Comparable Results
Career Move30%
Solution
Achiever Pattern & Growth Trend
BasicSkills
ExperienceEducation
TeamOrganizeManage
©2015 All Rights Reserved. The Adler Group, Inc.
Job Fit Intrinsically Motivating
What if all of the traits are true?
ROI of Quality of Hire Talent Scorecard
info@louadlergroup.com
@lever#qualityofhire
Criteria to Engage Criteria to Accept
Consultative Recruiting – Warm-up for Needs Analysis
Recruiting & Hiring Passive Candidates
Great Jobs + Engaged HMs + Strong Recruiters
Title
Company
Compensation
Location
Job
Career Opportunity
Job and Impact
Hiring Manager
Team
Compensation
Work / Life Balance
Company, Culture, Mission
Day 1 Year 1 and Beyond!
ActiveExpand Pool
20%
PassiveNarrow the Pool to the Top 25%
80%
@lever#qualityofhire
30% Solution – Consultative Recruiting – Warm-up for Needs Analysis
Recruiting & Hiring Passive Candidates
Performance-based Hiring & The End of Average
PassiveReferrals
NetworkingBoolean
80%
Active
20%
@lever#qualityofhire
Easy application
“As a job applicant, I appreciate a fast, well-designed application process. I've used some older technology that require a lot of time and data entry and in some cases, I didn't finish
the application because of that. ” - Lever Applicant
@lever#qualityofhire
Thank you! Questions?
• Demo of Performance Qualified vs. SEQ
• Calculate ROI of Quality of Hire
• Audit Extreme Networking Class and report back
• Audit Module 1 of our Performance-based Hiring workshop and report back
info@louadlergroup.com
Performancebasedhiring.com
Join our next webinar on Recruiter.com, The Make-or-Break Stakes of Candidate Experience, with Ed Nathanson of RedPill Talent.
bit.ly/candidatelove
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