Using Technology to Help, not Hinder, Your Hiring Process

Presented by:

Don CharltonCEO & FounderThe Resumatorwww.theresumator.com

Doug WolfChief Operating OfficerSelect International, Inc.www.selectinternational.com

• Since 1993, a leader in testing and comprehensive hiring systems

• Over 2000 implementations

• 55 million assessed across 80 countries

• Enterprise-wide solutions

− Automated tests

− Competency Analysis

− Behavioral interviews

− Consulting services

− Executive assessments and coaching

• More than 20 technology-enabled solutions

• Well validated libraries of testing content

• 100% legal defensibility track record

• On-going research – more SIOP presentations than leading universities

About Select International

About The Resumator

• Recruiting software for growing businesses• Happily helping you hire since 2009• 6,500 companies have used TR to hire nearly

50,000 people• 2.5 million job applications completed• Customers include Pinterest, Atari, Instagram

and both 2012 presidential campaigns

Historical Background• Title VII and the EEOC (1964)

– Enacted to end employment discrimination• Griggs v. Duke Power Co. (1971)

– Seminal case– Disparate impact theory– Business necessity– EEOA (1972) gave litigation authority to Title VII and the

EEOC– Uniform Guidelines on Employee Selection Procedures

(1978)

Case for Tracking & Consistency• “Guilty until proven not guilty.”• Even if there may be nothing “wrong” with your employment

processes, neglecting to collect, maintain and report proper documentation can get you in big trouble (EEOC, 29 CFR § 1602 and § 1627; OFCCP E.O. 11246).

• A snapshot of recent OFCCP litigation revealed 3 consent decree settlements and 6 formal actionable complaints.

• In all cases, the employers failed to maintain accurate selection data or consistently apply its selection criteria.

• Anything and everything can be considered a Pre-employment Test.

• Any method of selection that results in anemployment decision is a test. (Uniform Guidelines)

• Documentation and compliance with applicable laws.• Amelioration of adverse impact (disparate impact).• All selection measures must be job relevant, valid

and consistent with business necessity.

The Core

A Love/Hate Relationship

Technology is great! Technology sucks.

Isn’t Technology Great?

• Doctors can more accurately detect and treat disease.

• We don’t need maps to navigate.• We can make long distance calls for free.• We can buy things on our phones.

Doesn’t Technology Suck?

• We get to scan and bag our groceries.• Our microwaves have twenty buttons,

yet we only use seven of them.• Our GPS does not understand how we

pronounce our home cities.• Our $30 iPhone 4 cords do not work with

new iPhone 5.

The Point Being …

• Technology has made our lives both easier and more complex.

• Technology can keep us out of trouble as easily as get us into trouble.

• Technology empowers everyone – understand what that truly means.

• The right hiring tech can save you time, but the wrong tech can waste TONS of time.

Technology Improves Hiring

Sourcing

Screening

Interviewing

Selection

$4 billion market dedicated to building products that help you hire the right people faster.Attracting applicants

Filtering applicants

Finding candidates

Choosing a candidate

How to turn applicants into candidates and then into hires?

A Biased, Yet Strong Opinion

You should invest in hiring technology

(not necessarily Resumator!)

Keep Your Hiring Door Open!

• “We are no longer taking applications.”• “There are no available positions at this time.”• “No open positions.”

Technology enables you to Always Be Hiring

The “Right” Hiring Technology

• Expands your recruiting reach• Low barrier to apply for a job (no sign in)• Easy to use AND easy to customize• Powerful filtering and assessment tools• You give it some credit!

Don’t Let Tech Create Hurdles

Sourcing

Screening

Interviewing

Selection

The wrong technology makes finding talent way too challenging

Misusing the RIGHT technology creates problems, too!

1. Sourcing = Attract ApplicantsLOW TECH

Quiet Without tools it is difficult to get your jobs in front of passive and active job seekers. You need to promote your jobs!

WRONG TECH RIGHT TECH

AnnoyingBad tools focus on helping your employees spam their friends and do not help you optimize your candidate funnel.

LOUD!Great tools help you create a great careers website, syndication to free job boards, and educate you on the best sources for talent.

2. Screening = Filter ApplicantsLOW TECH

Email and ExcelWhether in your email or on your desktop, searching resumes efficiently will be next to impossible.

WRONG TECH RIGHT TECH

Single Data PointBad tools turn screening into a boolean decision—one person can decide the fate of a candidate for any reason.

Group EffortGreat tools bring multiple people into the screening process with set screening criteria so the hiring lead can make an informed decision.

3. Interviewing = Find CandidatesLOW TECH

Your Unchecked GutRelying on your memory and internal methods for judging candidates is not a reliable, repeatable process for making good hires.

WRONG TECH RIGHT TECH

Glorified SchedulerBad tools claim to help you with interviews only because they make it easy to schedule them.

Post-Interview FeedbackGreat tools bring the interviewees back together to assess a candidate using a common set of criteria.

4. Selection = Double CheckLOW TECH

Your Gut (Again!)Asking your team to recall their thoughts from multiple interviews causes “merged perceptions” of candidates.

WRONG TECH RIGHT TECH

Simple RankingTools that don’t allow you to take into account the nuance of choosing a qualified candidate create black/white decision making too early in the decision process.

Skills & Aptitude TestingGreat tools help you check your assumptions with real data collected from the candidate and your team members.

Get the Beginning and End Right

Sourcing

Screening

Interviewing

SelectionCritical to get this right ->

<- Important to get this right

Large, diverse candidate pool that effectively targets passive job seekers Clear, data-driven

process that identifies pros and cons of each candidate

Select Assessment® Simulation

Selection Experts are Analysts

It’s all about the data.You never know what is going to predict favorable outcomes.

Candidate Care• Give candidates an opportunity to perform

(OTP).• Ensure relevancy and face validity.• Make the system user friendly.• Provide assistance (i.e., Help Desk).• Allow candidates to update their information.• Keep candidates informed.

Wrap Up & Summary

Questions?

Select International, Inc.www.selectinternational.com

The Resumatorwww.theresumator.com