Why personality matters - Korn Ferry

Why personality matters

In graduate recruitment

15 March 2017

© 2017 Korn Ferry. All rights reserved 2

Presenters

Bita BudiarianiPrincipal Consultant

Dewi TobingPrincipal Consultant


We are Korn Ferry


A total approach to talents


1. The value that personality data brings to the selection process

2. How to articulate the value and the ROI of personality assessments to stakeholders to win their support

3. How to link assessment in selection with graduate development

Poll: Do you currently use personality assessment in graduate recruitment?

Graduate assessment methods

Administration Screening

Psychology Test

Assessment Centre/ Presentation

Medical Test & Interview

Phase 1 Phase 2 Phase 3 Phase 4

Administration Screening

• GPA

• Sertification

• Etc

• Psychometric tools

• Personality Test

• Business case

presentation

• Assessment centre

using multiple tools

such as in basket,

group discussion, etc

• Interview with user/

management

• Medical test

*Common recruitment process in Indonesia, from various industry

Poll: How effective do you feel personality assessment data is used in your organisation?

Korn Ferry talent trend predictions for 2017

1. Rise of the Gig Economy, or “Me Inc.”

2. Programming the Robot: The Changing

Roles of the Vital Many

3. Pack your Bags: The Vagabond HQ –

and Employee

4. Trusted Advisor: How Big Data is

Changing the Role of the Recruiter

5. One Platform = True Intelligence

6. Seeing into the Future: Data that Matters

Long After Hire

7. Big Data, Big Brother: Keeping

Information Safe

8. Culture is the Key to Retaining

Employees and Enhancing Business

Performance

9. Swipe Left/Swipe Right: Social Media and

Recruiting

10. Embrace Diversity to Plug Skills Gap


Our Early Talent study revealed:

Graduates today have excellent technical skills

but lack the necessary emotional and social skills.

of business leaders believe that less than 25% of their graduates have the soft skills they need.

of business leaders believe that graduates are not prepared for the working world.

of business leaders believe that graduates who don’t develop people skills create toxic environment.

73%

76%

85%


Competency required in facing ASEAN Economic Community

Findings from our study in Indonesia

Critical

ThinkingCreativity

Communication

Skills

Problem

Solving

Source: McKinsey study in ASEAN Economic Communitys

Study concluded

▪ For young people to engage with a complex world of work, they need to develop soft skills.

▪ Soft skills are a powerful predictor of long-term job success.


Personality drives performance

Personality influences the way people behave, which in turn impacts their performance and success in the role.

▪ Personality assessments

− Assess behavioural style and preferences, i.e. how an individual typically thinks, feels and behaves.

− Are an effective predictor of performance at work.

Why the need for personality assessments?


The cost of getting it wrong


The value of doing it right

Source: Based on Schmidt & Hunter (2006) meta-analytic review of validation studies and Talent Q (2008) analysis of average direct and indirect costs of assessment for UK organisations


Best in class companies 2x as likely to provide hiring managers with insights into whether graduates are good cultural fit for jobs or not.

The value of personality

Challenge• 20 - 60% turnover in year 1

• 40% turnover in year 2

Solution• Understand what success looks

like

• Understand the traits and

characteristics of success

• Use data-driven insights to

predict performance

Result• Decreased turnover by

30%

• Reduced team turnover

under graduate managers

• Reduced recruitment costs

(time and $)

Source: Aberdeen Group, 2015

Global Supermarket Graduate Program


Case study


One of the biggest Islamic banks in Indonesia

Management Trainee selection process

The results

• Faster analysis

• Investment of time and costs

• New experiences

Before

Paper and pencil academic testing and

psychology test


One of the biggest distributor companies

Management Trainee selection process

The results

• Effective

• More attractive to millennials

Before

• Using psychometric for recruitment

process

• Assess hundreds participants in a year

Administration test

Presentation

+

Interview

+

Medical Test


Mapping traits to the clients’ Competency Framework

A tailored approach to assessing personality fit

▪ Map client competencies to personality and abilities assessments

▪ Use candidate results to determine fit against the required competencies and organisational values


Digging deeper into individual results

The interview

▪ Tailored interview questions allow the client to probe into ‘red-flag’ areas

▪ Creates a more robust interview process and meaningful questioning for candidates

▪ Establishes a personalised candidate experience

“Tell me about a time when you

have been required to adapt to a

sudden and unanticipated change”

“Tell me about a time when you

have had to act with minimal

planning. How did this impact your

work?”


Tailored and meaningful feedback

Assessment debrief

▪ Delivered by a qualified Organisational Psychologist

▪ Supports hiring manager decision making

▪ Kick-starts the professional development of successful graduate applicants

▪ Establishes targeted areas for development to guide the program for the longer term


Easy as 1-2-3-(4-5)

▪ Step 1: Think about the role you are recruiting for

▪ Step 2: Ask questions around these competencies

▪ Step 3: STAR model

▪ Step 4: Take notes

▪ Step 5: Rate candidate

Situation: Has the candidate provided the background or context?

Task: Has the candidate explained the task or challenge they were faced

with?

Action: Are you clear what action the candidate took? Make sure you

understand specifically what the candidate did, rather than what others did,

or the wider team. Keep asking: What was the candidate’s role? What did

they do?

Results: Has the candidate told you the outcome or results? What reflections

do they have about it?


The Talent Q assessment suite


Manager-friendly reports

Q&A

Thank you

Documents

Why personality matters - Korn Ferry