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This presentation is a webinar created to help recruiters, HR and managers design effective hiring processes to increase their chances of hiring the right talent for their organizations. TalentFirst presents some of the best practices, tools and strategies to designing a competency-based selection process that maximize selection ROI. You can watch the full webinar using the following link. https://www.youtube.com/watch?v=DbAwOzTEuww&list=PL7IlMjoeOjjCfkKIAhkrW95xTkTduCdAT&index=4 For a FREE phone consultation with our experts call us today at 908 725 2500 or email at [email protected].
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Part Three: Using Competency Models to Hire Top Talent
Luciano Gregoretti
Consultant
908.897.0924
1 - How to Develop Valid and Actionable Competency Models
2 - Competency-Based Talent Development
3 - Using Competency Models to Hire Top
Talent
4 - Competency Models and
Performance Management
7 Steps to Building Top-Performing Organizations Using Competency Models: Progression
5 - Competency-Based Coaching
6 - Competency Models and Leadership
Development
7 - Integrated Talent Management and Cloud Technology
June 10th – 12th June 24th – 26th July 8th – 10th July 22nd – 24th
Aug 5th – 7th Aug 19th – 21st Sep 2nd – 4th
Integrated Talent Management
Recruiting & Selection
Performance Management
Coaching
Training & Development
Career Pathing
Succession Planning
CompetencyModel
Job Descriptions
Talent ManagementStrategy
Why Investing in a Valid Hiring Process?
Greater fit/ match to corporate culture
Higher productivity
Lower top talent turnover rates
Less abseenteism and “presenteism”
Healthier and resilient workforce
Consequences of Bad Hiring
Replacement of an employee can range from two to seven times his / her salary“Top 5 Hiring Mistakes & How to Fix Them”, Synergy Solutions, 2009
Negligent hiring cases have had verdicts costing up to $40 millionHR.com
80% of employee turnover is due to bad hiring decisionsHarvard Business Review
Lower employee morale, higher training costs, lost customersLeading Accounting Firm
Competency-Based Selection
Why Competency-Based Selection?
Reliable, valid and business relevant criteria
Focus selection on what really matters
Identify the best person for your organization
What You Hear is Only the Tip of the Iceberg?
Disclosed behavior
Information readily provided by the candidate
Easy to uncover in the interview
Adaptive behavior
What is learned over time through experiences
Can get this information, if you ask the right questions
Innate attributes
Underlying motivations and behavioral tendencies
Need tools, like a Personality Assessment, to uncover these traits
Different Methods, Different Results…
Sample of Competency-Based Selection Process - Overview
Behavioral Assessment
“Drill-down” interview – second
face-to-face
Team interview (optional)
Resume review Telephone screenCore skills interview – first face-to-face
Behavioral-Event Interview
What Do Behavioral –Event Interviews Uncover?
Disclosed behavior
Information readily provided by the candidate
Easy to uncover in the interview
Adaptive behavior
What is learned over time through experiences
Can get this information, if you ask the right questions
Innate attributes
Underlying motivations and behavioral tendencies
Need tools, like a Personality Assessment, to uncover these traits
Behavioral Event Interview - Rationale
I know which behaviors are linked to top performance in my organization
The person consistently and effectively demonstrated those behaviors in the past
The person will be very likely to exhibit similar behaviors in the future
The hiring was successful!
Behavioral-Event Interview Advantages
Real facts not hypothetical behaviors in fictitious
In-depth information about actions, reactions, results, processes
Reduce bias
Tough to fake it
Cost-effective solution
STAR Interview Process
describe a situation or problem that you have encountered
describe the task that the situation required or your ideas for resolving the problem
describe the action you took, obstacles that you had to overcome
highlight outcomes achieved
STAR
From Competency to Questions
Competency: Team Development
Definition: Fosters a high-performing, engaged team through coaching and development. Identifies and selects top talent to drive short and long-term business results.
Success Factors:
Coaching
Engagement
Performance Management and Development
Recruiting and Selection
From Competency to QuestionsQuestions:
• Describe a time when you were able to identify an obstacle that hindered an individual’s progress. What steps did you take to enable your direct report to achieve their goal? What results did you achieve? (Coaching)
• Describe the most effective techniques you have used to keep your team members engaged and motivated. Provide a specific example of when you used one of these techniques. What results did you achieve? (Engagement)
• Provide an instance in which you had a particularly difficult team member (i.e., a potential “derailer”). What was your approach? Were you successful in turning them into a loyal team member? Why/why not? What did you learn? Have you been able to apply your learnings since this time? (Development & Performance Management)
Behavioral Assessment
What Do Behavioral Assessments Uncover?
Disclosed behavior
Information readily provided by the candidate
Easy to uncover in the interview
Adaptive behavior
What is learned over time through experiences
Can get this information, if you ask the right questions
Innate attributes
Underlying motivations and behavioral tendencies
Need tools, like a Personality Assessment, to uncover these traits
Behavioral Assessments: General Features
A series of standardized questions used to measure an individual's personality
characteristics
Innate attributes and preferences versus learned
A quantitative, objective measure
Behavioral Assessment Example: The Behavioral Insight®
Valid, online personality assessment
Measures 14 core personality traits
25-30 minutes to complete
Can be used to develop High Performance Footprints for any
position, family of positions
Can be seamlessly integrated into existing Talent Management
system
Meets EEO & OFCCP guidelines for selection
The Behavioral Insight®
Behavioral Insight® Study
Administer Behavioral Insight® to an existing population
Correlate assessment results to performance data
Identify traits that differentiate top performers
Create measureable HPF
Use HPF to hire and/or develop top performers
Sample Hiring Report – Fit to Critical Traits
• Match to traits deemed critical for the role
• Dashboard meter depicting overall “fit”
• High/low trait description statements
Sample Hiring Report – Interview Questions • Behavioral-event questions
based on results
• Target interviews to optimize effectiveness and efficiency
• Confirm strengths and drill-down into areas of concerns
• Dynamic interface enables interviewer to take notes and to rate responses
Try the Behavioral Insight!
Try the Behavioral Insight for free and receive a detailed feedback by one of our experts!
How to?
Receive an email invitation by TalentFirst after the webinar
Complete the assessment (you have 14 days)
Schedule a feedback session with an expert consultant
TalentFirst Headquarters1011 US Hwy. 22 WestBridgewater, NJ 08807
TalentFirst IndiaB 45 DSIDC Industrial EstateDelhi 1100 95, INDIA
Luciano GregorettiConsultant
908.897.0924 [email protected]
