How to Measure & Improve Quality of Hire [Webcast]
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Transcript of How to Measure & Improve Quality of Hire [Webcast]
Welcome to
“How to Measure & Improve Quality of Hire”
The webcast will start momentarily.
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Request a demo and further explore Talent Solutions
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Introducing…
Lou Adler CEO & Founder
The Adler Group
Lou Adler is the CEO and founder of The Adler Group – a training and search firm helping companies implement Performance-
based Hiring℠. Adler is the author of the Amazon top-10 best-seller, Hire With Your Head (John Wiley & Sons, 3rd Edition, 2007).
His most recent book has just been published, The Essential Guide for Hiring & Getting Hired (Workbench, 2013). He is also the
author of the award-winning Nightingale-Conant audio program, Talent Rules! Using Performance-based Hiring to Build Great
Teams (2007).
#hiretowin
Agenda
① Importance of Feedback
② Measuring Quality of Hire
③ Sourcing in the Talent Sweet Spot
④ Creating the Career Move
#hiretowin
Q: Hiring Utopia Where Everyone Wins
①Max Quality of Hire
② Perfect interviewing
③ Lowest cost per hire
④ Shortest time to fill
⑤ Candidate job
satisfaction is off the
charts
⑥ Recruiter and hiring
manager high-fiving
daily!
#hiretowin
Performance-based Hiring
1997
2002
2007
2005 2013 • Predictive Analytics
• Feedback Process Control
• Less Sourcing & More Recruiting
#hiretowin
Performance-based Hiring
Surplus vs. Scarcity?
1997
2002
2007
2005 2013
#hiretowin
• Predictive Analytics
• Feedback Process Control
• Less Sourcing & More Recruiting
Top Traits of Top People
Measuring Quality of Hire
1
Consistently
exceeds expectations!
2
Coaches, manages,
develops self/others
3
Leadership:
Vision plus execution
4
Breadth and depth
of thinking skills
5
Flexible, deals with change,
manager, culture
6
Gets it done–
no excuses! #hiretowin
Performance-based Hiring Job Fit Indexsm
Quality of Hire Talent
Predictor
Talent
Basic Skills Experience
Ability
Quality & Trend of Growth
Team & Individual Achiever Pattern
Career Move
Job Fit Intrinsic
Motivators
Managerial, Team &
Cultural Fit
Track Record of
Comparable Results
©2015 All Rights Reserved. The Adler Group, Inc. #hiretowin
Pre-Hire
Predictors of
QoH
Workforce
Planning
Sourcing &
Recruiting
Funnel
Yield
Role
of Hiring
Manager
and Team
The Process
Interview
The CX
NPS
A If B C predicts Quality of Hire
A You need to track and control B C
Maximize Quality of Hire & Efficiency
Predict Measure Achieve Plan Control ● ● ● ●
Big Data: Predictive & Control
#hiretowin
Predictive Analytics, “Less is More” &
Feedback Process Control
Candidates
per Hire
< 4
Passive to Active
Sourcing Mix
> 2:1
1st Contact
Funnel Yield
>80%
Pre-hire Talent
Scorecard
Quality
of Hire
CX NPS
>50%
Present / Meet
>90%
Maximize Quality of Hire & Efficiency
Predict Measure Achieve Plan Control ● ● ● ●
#hiretowin
©2015 All Rights Reserved. The Adler Group, Inc.
40% 40%
22%
8%
47%
42%
60% 62%
3% 8%
13%
23%
10% 10%
5% 7%
UNDER/UNEMPLOYED - ACTIVE
EMPLOYED - ACTIVE EMPLOYED - TIPTOER EMPLOYED - PASSIVE
Apply Networking Internal Other
5–20% All Active Candidates 15–20% 60-75%
How People Get Jobs – 2015 & 2016 Total Talent Market
#hiretowin
50–100X
20–30X
10X
Sourcing in the Talent Sweet Spot
Performance Qualified Passive Not Apply
SEQ
Performance Qualified
Active
Not Apply
Surplus vs. Scarcity?
Candidates
per Hire
< 4
#hiretowin
Sourcing in the Talent Sweet Spot
Follow-the-Leader Strategy
Raise the Talent Bar Strategy
Find-Apply-Weed Out Reach Out and
Nurture
Transactional Consultative
Recruiting
Ill-defined Lateral
Jobs Career Moves
Cost and Efficiency ROI and Quality of
Hire
#hiretowin
Performance Qualified
Creating the Career Move
Indirec
t
• Skills
• Experience
• Academics
• Industry
• Competencies
• Responsibilities
Job Description
Performance Profile
Clarify Expectations
• Grow sales by 10%
• Launch new product line
• Build a team in 90 days
• Evaluate the process
• Prepare a plan for ___
• Develop product spec
• Design a circuit
Having skills
Direct
Delivering
results
#hiretowin
LinkedIn Talent Solutions
You &
Company Top Candidates
# F
ollo
wers
Career Pages
Targeted Media
Employee Ads
Content Updates
BUILD ENGAGE RECRUIT
Relevant Jobs
Recruiter
Work With Us
Ads
Career
Pages
Job Slots Recruiter
Grow your team
LinkedIn Talent Solutions
You &
Company Top Candidates
# F
ollo
wers
Career Pages
Targeted Media
Employee Ads
Content Updates
BUILD ENGAGE RECRUIT
Relevant Jobs
Recruiter
Work With Us
Ads
Career
Pages
Job Slots Recruiter
Grow your team
Work With Us Ads
#hiretowin
Attract more top talent by putting job ads right on
your employees profiles
1 2
3
Get seen when candidates research or connect with one of
your employees.
Reach passive talent based on action
Displaying personalized job ads to every viewer. 50x higher click-through rate compared to traditional ads,
driving interested professionals to your jobs, Career Page,
and other destinations
Feature your most relevant jobs Strengthen your talent pipeline
Career Pages
#hiretowin
Personalized experience just for candidates
Career Page (paid) Company Page (free)
1
1
Criteria to Engage Criteria to Accept
Consultative Recruiting
Recruiting Passive Candidates
Title
Company
Compensation
Location
Job
Career Opportunity
Job and Impact
Hiring Manager
Team
Compensation
Work / Life Balance
Company, Culture,
Mission
Day 1 Year 1 and Beyond!
#hiretowin
Consultative Recruiting – Warmup for Needs Analysis
Recruiting & Hiring Passive Candidates
#hiretowin
LinkedIn Talent Solutions
You &
Company Top Candidates
# F
ollo
wers
Career Pages
Targeted Media
Employee Ads
Content Updates
BUILD ENGAGE RECRUIT
Relevant Jobs
Recruiter
Work With Us
Ads
Career
Pages
Job Slots Recruiter
Grow your team
Consultative Recruiting – Warmup for Needs Analysis
Recruiting & Hiring Passive Candidates
Maximize Yield:
Ensure Your Candidates Don’t
Make Long-term Decisions
Using Short-term Information
#hiretowin
Feedback Process Control
& Consultative Recruiting
Performance-based Hiring
Talent Sweet Spot
Achieving Q – Everyone Wins
Performance Qualified
Surplus vs. Scarcity
Consultative Recruiting
#hiretowin
…Your work on performance-based hiring is a
genuine bright spot…I am blown away by how closely
your ideas map to the new science. I actually think
performance-based hiring is the secret sauce to getting not
only better talent management, but also to being able to
ensure that we live up to our promise of opportunity in the
21st century.
Todd Rose, Harvard Professor, Director
Center for Individual Performance, Author of The End of Average
#hiretowin