Revolutionized Assessments for Business
How to Improve Quality‐of‐Hire and Efficiency Using Online Reference‐Checking
SkillSurvey PreSkillSurvey Pre‐‐Hire 360Hire 360™™
What is the Problem?
• Salespeople are terrific at presenting themselves during interviews
• No Salesperson has ever missed a quota
• If so successful, why leave?– “…Leaving because reorganizing territories”
– “….Won’t be successful because of lack of leads/marketing spend”
– “…Quota to commission is out of whack”
The Problem ‐ Lots of Stats
.
.
Of Sales VPs surveyed, 44% believe that they could
have avoided hiring over two‐fifths of their under‐
performing Sales Leaders if a better selection and
promotion process had been in place.”
Of Sales VPs surveyed, 44% believe that they could
have avoided hiring over two‐fifths of their under‐
performing Sales Leaders if a better selection and
promotion process had been in place.”
“Top sales performers will typically
bring in between four to five times as
much profit as the lower end of your
sales personnel.”
“Top sales performers will typically
bring in between four to five times as
much profit as the lower end of your
sales personnel.”
“A white paper entitled Pre‐Hiring Assessment
of Salespeople, says that a bad sales hire costs
between two and three times their annual
salary.”
“A white paper entitled Pre‐Hiring Assessment
of Salespeople, says that a bad sales hire costs
between two and three times their annual
salary.”
“Your sales force is your single biggest investment, and it is
imperative that your team has the competencies and skills to
successfully convert prospects into customers and to build lasting,
profitable business relationships.
“Your sales force is your single biggest investment, and it is
imperative that your team has the competencies and skills to
successfully convert prospects into customers and to build lasting,
profitable business relationships.
• Poor hiring = Missed forecasts and revenue plans
• Poor hiring = Internal team turmoil
• Poor hiring = Turnover = Poor customer perception
• Poor hiring = Lost time – sales’ only asset
Impact of a Poor Hiring
Let’s Look at the Statistics
• 2011 – SkillSurvey Customers had 3,500 + sales candidates
• Evaluate competencies and behaviors
• Scientific and predictive
• 11 % or 386 candidates were high risk and potentially avoided
Not Just Individual Contributors – Managers too
.
• 2011 – SkillSurvey Customers had 1,200 + sales manager candidates
• 14.4 % or 171 candidates were high risk and potentially avoided
What is the Solution?
Imagine a tool so reliable that you could eliminate
10 ‐15 % of the mistakesmade when hiring
salespeople (and sales managers too) and never
again be fooled by an individual's charming
personality, perfect track record or exaggerated
resume.
Imagine a tool so reliable that you could eliminate
10 ‐15 % of the mistakesmade when hiring
salespeople (and sales managers too) and never
again be fooled by an individual's charming
personality, perfect track record or exaggerated
resume.
1 minute
5 minutes
10 minutes
2 seconds
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
Recruiter Candidate
Phone interview
Face to Face
Personality / Behavior Assessments
Resume
From Reference Perspective – Today’s Approach
She’s terrific
I would hire her again, yes!
She works hard
She’ a Team Player
Recruiter Reference
Phone interview
Face to Face
Personality / Behavior Assessments
Resume
A New Perspective – The New Paradigm
References
Recruiter Dependability
Interpersonal Skills
Personality
Work Ethic
Teamwork
Integrity
QUOTA!!
ComparisonSkillSurvey Solution Typical Phone Check
More references 5+ business references50% of which are former or
current Supervisors
2 to 3
Faster 1 to 2 days 5 to 10 days
Guide Hiring Managers Previous managers assisting in leading interview
No
Pauses a hiring decision 5% ‐ 10% of candidates < 1% of candidates?
Passive sourcing tools 5 references per candidate –warm leads
Not Applicable
Compliant/Legal Risk Supports compliance with EEOC and OFCCP
Uncertain/Inconsistent
About Us: SkillSurvey
• Providing Reference Solutions since 2002
• 247,000 + Candidates in 2011 – 93% Increase
– Candidates in 2010 – 119,000+– Almost 1,500,000 people experienced the SkillSurvey process
• 500+ customers
• 270+ surveys in current inventory – Cynthia Hedricks, PhD, Chief Analytics Officer
– 12 for Sales roles, 68 Surveys for Healthcare, 18 Surveys for IT roles, 9 for Customer Service roles, 19 for Finance roles
• Inventor of web‐based reference checking with a patent pending
Financial Services & Insurance
Engineering & Construction
Consumer Products & Retail
Energy & Utilities HR Related
Gov, Non-Prof & Edu Services & IT Pharma & Medical
Manufacturing
Healthcare
Sample Clients
Customers for Today’s Audience
Benefits Seen by Customers
• Reduction in time spent on task from 70% to 92%– Recruiters now working on sourcing, evaluating, execution
• Quality of hire and cost avoidance– Endo Pharmaceutical – 3 positions with salaries of $100,000 + for total
savings of $460,000
– Kohl’s – 3 finalists avoided with savings of well over $200,000
– HealthSouth avoided 20 finalists with savings of over $910,000
• Sourcing benefits– eBay added over 16,000 to their passive candidate database
– Chapters Health (FL) found 4 finalist for hard to fill jobs – hired 2 with no 3rd
party agency fees
Why You and SkillSurvey?
• Improve– Quality of Hire
– Hiring Manager’s Interview Effectiveness
– Efficiency
– Passive Sourcing
• Drive – Compliance and Consistency
• Elevate Recruitment’s Role
Improve Quality of Hire
Avoidable, High Risk Candidates = over $400k + in savings annually (see next slide)
Coachable, Moderate Risk Candidates = Interview and on‐boarding assistance
Hard ROI Example
Johns Manville, a Berkshire Hathaway company, is a leading manufacturer and marketer of premium-quality building insulation, commercial roofing, roof insulation, and specialty products for commercial, industrial, and residential applications.
293 Candidates30.33% with a moderate or great developmental need – medium
or lower scoringWith SkillSurvey, avoided 6 hires at $70,000 salaries Bad hire avoidance of a little less than 5% of external hiresApproximate $420,000 Cost Savings
Improve Hiring Manager’s Interview Effectiveness
• Lack of consistency for hiring managers• Managers looking for differences in candidates• Probing questions driven by previous managers’ comments
Low Scores Guide Targeted Questions
Improve Efficiency – Time and Money
Recruiters Sou
rce Cand
idates
Screen to top 3 candidates
• Improve efficiency – time and money
• Six Sigma From 60 work weeks to 4.8
Improve Efficiency – Time and Money
Passive Sourcing by the Numbers
Job opening
100100
Candidates
300300
References
1,5001,500
An organization has 100 job openings
3 candidates apply on average for each job = 300candidates
3 candidates SkillSurveyed and provide 5 references each = 1,500 potential contacts
65% of the 1,500 contacts opt in to learn about future career opportunities. 1,500 x .65 = 975 + passive candidates
11 22 33 44
Talent Pipeline and Funnel• Multiplier Effect Based on Number of Candidates Screened
• Builds Automatically
Industry Professionals with Whom To Network and Source
• “Great People Know Great People”
• “Warm Lead” vs. “Cold Lead”
Increase Compliance and Consistency
• SkillSurvey reference feedback shows no differences between sub‐groups– Helps support your efforts to remain EEOC and OFCCP compliant
• Standardized process
• Eliminates risk– In a decentralized environment, recruiters tend to do things their own way
Why You and SkillSurvey?
• Clear ROI for Finance and Budgets– Quality of Hire
– Turnover
– Efficiency
– Passive Sourcing
• Elevate Recruitment’s Role
1 minute
5 minutes
10 minutes
2 seconds
Step 1: 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
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 References
Automated 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
38
Would you like to learn more about job openings at Your Co name?
Drive Warm Candidates to Career Page
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
Step 4: Aggregate References into a PreHire 360
Validated Candidate – Good Fit
Validated Candidate – Good Fit
Pause or Avoid this Candidate – Low Scoring
Professionalism
Interpersonal Skills
Problem Solving and Adaptability
Personal Values
Verbatim Comments
Verbatim Comments
Candidate Comparison Report
Business Intelligence Dashboard
Specific Ongoing ROI
Passive Candidate Compiler
Integrated Link to LinkedIn, Zoom info
Passive Candidate Compiler – Daily Sourcing Update
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
Why You and SkillSurvey?
• Clear ROI for Finance and Budgets– Quality of Hire
– Turnover
– Efficiency
– Passive Sourcing
• Quickly Implement and Easy “Win” for HR
• Elevate Recruitment’s Role in the Organization
Contact SkillSurvey
www.skillsurvey.com
Jack Kramer, Vice President Field Operations
610‐947‐6300 x 1203