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Betty Ann GwatkinVP, Human Resources
Northeastern Vermont Regional Hospital&
Michael BartkusVice President - SkillSurvey, Inc.
How to Improve Candidate Quality with Reference-Checking
What is the Problem?
What is the Problem?
• Most candidates do a nice job presenting themselves during interviews– All are team players– All show up for work and don’t text, or sit on Facebook all day– Most are ethical and always do the right thing
• Most candidates are well rehearsed in the question/response mode– Books, job seeker sites– Experience interviewing all the time
• What happened to old fashioned reference checking?
The Art of a Reference Check
• Historically– One of the most important steps– Hiring managers talked to previous managers
• How are they day to day?• Nuances?• What challenges do they have and what can I do to make them A+ players?
• The new millennium– Legal issues– HR cracks down and bans reference checking– Outsource the process – check the box– Phone mail tag, email tag, phone mail tag, days and days of time.
• Bad Hires have an Impact
• Varies by organization and by job role
– Hard dollar cost – base salary, benefits, on board training, exit costs
– Internal team turmoil
– Customer satisfaction
– Compliance (HR and Finance as examples)
• For Sales roles– Cost of lost revenue
– Asset is time – time is lost forever
Impact of a Bad Hire
1 minute
5 minutes
10 minutes
2 seconds
A Unique Way to Look at Reference Checking
Phone interview
Face to Face
Personality / Behavior Assessments
Resume
From Candidate Perspective – Today’s Approach
I’m terrific
I work really hard, weekends too!
I interview well
I’m a Team Player
RecruiterCandidate
From Reference Perspective – Today’s Approach
He’s terrific
I would hire him again, yes!
He works hard
He’s a Team PlayerPhone interview
Face to Face
Personality / Behavior Assessments
Resume
Recruiter Reference
A New Perspective – The New Paradigm
Dependability
Interpersonal Skills
Personality
Work Ethic
Teamwork
Integrity
References
Phone interview
Face to Face
Personality / Behavior Assessments
Resume
Recruiter
SkillSurvey Pre-Hire 360™
Betty Ann GwatkinVP, Human Resources
Northeastern Vermont Regional Hospital
• Background on our Organization– A 25-bed community, not-for-profit, acute care, critical access hospital located
in historic Northeast Kingdom– The only hospital in Vermont designated as Baby Friendly™ by the United
Nations– Approximately 200 hires per year– “People are our greatest asset at NVRH. Our employees are valued for their
caring, compassion, knowledge, skills, and expertise.”
• History of Reference-Checking at NVRH– Requires 2-3 references– Recruiting team performed the reference checks– Process was time intensive with minimal value being derived from the
information collected
Northeastern Vermont Regional Hospital
• Goals in seeking a new way– Efficiency
• Eliminate phone calls, reallocate that time elsewhere• Speed up turnaround of the reference check process
– Better quality information• On-boarding and new hire development ideas
– Improve quality of hire• Avoid potentially bad hires before we make them
• Why SkillSurvey?– 12 years of experience– Proven track record of measurable results– Science (validated surveys and EEOC compliance)– Ease of use
Northeastern Vermont Regional Hospital
Results – Past 12 Months
Results – Past 12 Months
Results – Past 12 Months
Results – Past 12 Months
Results – Past 12 Months
• 10.3% of Candidates Scored Medium Low or Lower• 87.1% of References Responded!• And in .72 Business Days• 4.28 References Responded per Candidate
Business Impact
Sample Reports
Candidate #1 – Validated(high scoring)
Validated Candidate
Validated Candidate
Validated Candidate
Validated Candidate
Validated Candidate
Validated Candidate
Validated Candidate
Validated Candidate
Candidate #2 – Developmental Needs(lower scoring)
Candidate with Developmental Need
Candidate with Developmental Need
Candidate with Developmental Need
Candidate with Developmental Need
Candidate with Developmental Need
Candidate with Developmental Need
Candidate with Developmental Need
Candidate with Developmental Need
Michael BartkusVice President – SkillSurvey, Inc.
How Does it Work?
1 minute
5 minutes
10 minutes
2 seconds
Enter Candidate Data
Step 1a: Select Survey
Send email to candidate
Survey AvailabilityJob Level ►
▼Job Family Entry-Level
Hourly Clerical Professional Supervisor Manager Executive
General
Production
Sales
Marketing
IT
Operations CustomerService
R&D
Admin
Finance
Legal
HR
Engineering
Education
Healthcare
Sample Libraries: Sales, IT, Customer Service, Healthcare, Finance, etc
Sample Libraries: Finance, IT, Customer Service, Healthcare, etc
Other Libraries: IT, Customer Service, Healthcare, Finance, etc
Other Libraries: Customer Service, IT, Healthcare, Finance, etc
Other Libraries: IT, Customer Service, Healthcare, Finance, etc
Step 1a: Select Survey
Send email to candidate
From: Your Company Name Recruiting Sent: Thursday, June 6, 2011To: Patrick TSubject: Your Company Name Selection Process Information
Dear Patrick T, Thank you for your continued interest in the Major Account Sales position with your co name. As already explained to you, a critical step in the selection process is reference checking. org name uses web-based reference checking for this purpose. Please click on the link below. It will open a web page where you will input your reference. You will also be able to review a sample of the questions being asked and the email that will be sent to your references. Your references will be emailed a reference survey and their responses will be submitted directly back to SkillSurvey. No one will see your references' individual responses because all responses are electronically aggregated together to produce one summary report. Note that all references will be responding as individuals, not as representatives of any company or organization. Please click on the following link (URL) to begin: http://eref.skillsurvey.com//CandidateUtilities/EOC.aspx?
Step 2: Candidate Enters ReferencesAutomated Email From Recruiter to Candidate Explaining the Process
Automated Email From Recruiter to Candidate Explaining the Process
Step 2b: Candidate Inputs References
Step 2c: Candidate Confirms References and Signs Legal Waiver
Proof of Consent“…I hereby release any such person, their company, and any affiliated officers, directors, agents, and employees from any and all claims I may have arising out of the disclosure of such information…”
Proof of Consent“…I hereby release any such person, their company, and any affiliated officers, directors, agents, and employees from any and all claims I may have arising out of the disclosure of such information…”
From: Patrick TSent: Thursday, June 6, 2011To: Scott DaviesSubject: Patrick T Reference Request Dear Scott Davies,
I am pursuing a professional development opportunity and I'd like to use you, as well as several other individuals, as a professional reference. All you need to do is complete a short (less than 30 questions), confidential, web-based survey regarding my skills.
No one will see your individual responses because the system averages the responses from all of my references together to produce one summary report. To further ensure confidentiality, no report will be produced unless at least 3 people respond.
Please note that you will be responding as an individual, not as a representative of any company or organization. Also, I have executed a legally binding agreement that releases you as well as any organization with which you are now affiliated or have been affiliated in the past, from any potential liability for providing this information.
The process is quick and easy. Please click on the following link to begin: http://eref.skillsurvey.com/SS.WebUI/RefSurveyDetails.aspx?
If you have any questions, you can email me at [email protected].
Thank you for your time,Patrick T
Step3a: Automated Email Sent to All References
Step 3b: References Receive Automated Email
Dear Scott Davies,
Thank you for taking the time to respond to Patrick T’s reference request. Before you take the survey, please take a moment to review the information in the form below. If any information is incorrect, please select the appropriate field and make the desired changes. When you are finished, click the continue button at the bottom of the page to save your changes and access the reference survey.
The Surveys: Job-Specific, Behaviorally-Based Questions
Job-Specific, Behaviorally-Based
55
Would you like to learn more about job openings at Your Co name?
SkillSurvey Goes Mobile
SkillSurvey Mobile• On-the-go access anytime, anywhere
• Use your iPhone, BlackBerry, Droid, or Windows-enabled Smartphone
• No hassle for recruiters, candidates, or references
Candidate Comparison Report
Business Intelligence Dashboard
Quick Startup and ROI
• Solution up and running in less than 2 hours– Setup, training, launch
• No need for IT involvement• Not a long and complex project• Provides a quick and easy “win” for recruiting and HR
Questions / Discussion
Michael BartkusSkillSurvey, Inc.
[email protected] 215-493-0110
Betty Ann GwatkinNortheastern Vermont Regional Hospital
[email protected] 419-557-6826
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