Adam Robinson | Hireology | CEO | [email protected] PREDICTING SUCCESS Data-Driven Hiring for...

Adam Robinson | Hireology | CEO | [email protected]

PREDICTING SUCCESS

Data-Driven Hiring for Better Automotive Teams

July 7th, 2015


CEO

HIREOLOGY

ADAM

ROBINSON


Every team you’ve ever seen…

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Selection is not reading resumes

Our research has shown that 50% of the factors predicting a person’s success or failure in a new role…

has absolutely nothing to do with their experience.


Today’s Agenda

- What is Selection Management?• And what do you mean by “metrics,”

anyway?

- Hiring: a process

- The Super-Elements


Assessing Risk

Risk Factors

College degree?

Type of car?

Previous claims?

High Risk

$$

Age?


Predicting Success

Scored Factors

Related jobs?

Track record?

Culture fit?

Low Risk

Education?


A new definition of hiring

Hiring is…

the process of assessing the potential risk of a resource not being able to achieve the outcomes that you need them to achieve

with the resources you’re providing to achieve them


Wish you knew where the dots will go?

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The problem

People are the #1 cost for most businesses-but -

Most businesses are really bad at hiring.

A structured hiring process? <10% Teach managers how to hire? <10%

Average hiring success rate <50%

A structured hiring process? <10% Teach managers how to hire? <10%

Average hiring success rate <50%

Average cost to replace? 3-10x compensation

Hard costs: administration, training, recruiting, taxesSoft costs: lost opportunities, productivity, morale


What is “Selection Management”

Applicant Tracking HRMS

Assessment Tools Validation Tools

Fu

nct

ion

al D

epth

Stage of the recruiting process

“Help us easily find and store potential

candidates”

“Help us assess personality and skills”

“Help us manage employees after we

hire them”

“Help us determine if the information provided by the

applicant is accurate.”

“Which person should we hire?”

Selection Management


Hiring is a process, not an action

The Hiring Process, done right:

1. Profile the role

2.Source candidates

3.Three Interview Stages

4.Verification


Profiling a role

1. Define the job structure Hint: it’s not a “job description”

2. Define your outcomes (30/60/90/180) 30/60/90 day plan, 6 month/12 month review

3. Identify your sources• Internal• Referral• Cold/external


Analyzing your job

A job analysis is…

Determining the structure of the job(resources available, tasks required, systems or processes developed, culture)

so that you can know what workstyle tendencies and competencies to measure and score


Defining Outcomes

“What specific things will this person need to have accomplished by in order for me to feel like I’d make the same hiring decision again?”


Why competencies matter

• Universal competenciesAlmost always predict better outcomes

• Variable competencies Depending on the job, they may predict

better outcomes

Example: Are there specific systems that are critical to this person’s success?


Sourcing – How many does it take?

You need to find 50 potential

applicants to find 2 finalists Invited 5

Called 25

50 Applied 50%

10%

Liked 2

4%


Three Interview Stages

Scripted and consistent…

• Phone Screen “Is this person worth investing team interview time?”

• 1st Interview / Resume review “What has this person done, and how did they do it?”

• 2nd Interview / Behavior-based, situational “Does this person fit into our company

and into this position as currently structured?”


Don’t trust, verify!

• Skills testing“Can this person do [X]?”

• Background verification “Did this person really do [X]?”

• Personality profiling“How will this person respond to [X]?”


The Four Super-Elements

1. Attitude

2. Sense of Accountability

3. Prior Related Job Success

4. Culture Fit


1


Attitude:

a positive disposition, or satisfaction that persists across job experiences


2


Sense of Accountability:

The extent to which a person believes he or she has control over their own outcomes, also called “locus of control”


3


Prior Related Job Success:

Having met formal goals in past jobs that are similar to the job at hand


4


Culture Fit:

The degree to which the candidate shares similar values with the organization, and demonstrates an authentic interest in the job at hand


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Suddenly, it’s not a total guess…

Brian Smith

Service Advisor

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Some parting thoughts…

• Selection = risk assessment• The best selection process in the world means

nothing if your manager doesn’t know what will make someone successful.

• The interview process is the absolute best behavior you’re ever going to get. (Really.)


QUESTIONS?

Adam Robinson | Hireology | CEO | [email protected] PREDICTING SUCCESS Data-Driven Hiring for...

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