fot 2013 rush: why you shouldn’t pick your talent like you did your sorority sisters

7/28/2019 FOT 2013 Rush: Why You Shouldnt Pick Your Talent Like You Did Your Sorority Sisters

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FOT 2013 Rush

Why You Shouldnt Pick Your Talent Like YouDid Your Sorority Sisters


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How to Participate Today

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Q&A addressed at the end of todays session please ask them inthe questions box

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Presenter Info

Holland Dombeck Marketing Manager at Kinetix (RPO,

Recruiting) aka The Kid

Editor at Fistful of Talent

Tim Sackett SVP at HRU Technical Resources Blogger #1 at the aptly named Tim Sackett Project Contributor at Fistful of Talent

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Sorority Rush Has Bad

HR Written All Over It.


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Pre-Pledging and Recruitment Marketing History of the sorority

= About Us Officers of the house

= Company Bios Symbols = Your Logo Study times = Office Hours Meeting times/events

= Corporate Calendar Philanthropy = Community Outreach The Big Miss: What is it like to actually

be in that sorority (work for that

company)?!


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Lily, Tory & Bad Sears Suits

Dressing the Part Does the way a

rushee/candidate dressreally tell you they areright for the role?

Whats under thecostume is what counts


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Skit Day (Good Data vs. Bad Data)

Adding more steps does not lead to better selection

Unstructured/ interview processes = more false positives in the hiringprocess What you get is lots of superficial data, but nothing relevant pertaining to

their ability to do the job The underlying job profile should be focused on driving results of the

organization


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Legacies and Joes Niece

You know the drill Right name, but

usually lacking theright skills (anddrive!)

But is it whats rightfor the organization?


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Bid Day, Hazing and Onboarding

Secrets out! Do youstill like it now thatyoure in?

Initiation/operatingwithin theprobationary period

We wear our letterson Friday = the teamplayer trap


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#chequed


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Finding, selecting, developingand retaining employees who

are the best fit for the job andthe organization is a challenge

that keeps us up at night.


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True or FalseMy current hiring process looks l ike this1) Screen resume 2)Behavioral Interview

3) Reference Check 4)Make the Offer


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Ask the Expert

The Resume: Greg Moran President and CEO at Chequed.com Established Author Former VP of Sales for PeopleAnswers Twitter: @CEOofChequed LinkedIn: http://www.linkedin.com/in/gregmoran
http://www.linkedin.com/in/gregmoranhttp://www.linkedin.com/in/gregmoran


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Rush This: The Underlying Job Profile

Revenge of the nerds Itsabout the freakin science!

All your hiring efforts

should tie back to anunderlying job profile Supporting tools should

also tie back to theunderlying job profile

Creating a job profile -whats included? Skills,culture, past performance


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You need a Hiring Plan and Action Strategy


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#chequed


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Successful hiring begins with a mission to

reduce uncertainty about a candidatespotential to be the best fit relative to very

specific criteria.

However, many organizations fall into a

pattern of incorporating information that isnot job-relevant.


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FOTs Complete Guide toDumb Things Hiring

Managers Do When Making

Hiring Decisionsand how to Change them


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We Only Hire Pretty aka the ElleWoods

Aka Physical attractiveness bias Your hiring managers hire people who attractive,

more than ugly people. Not just your malemanagers!

Studies show that the more attractive you are, the

more all positive skill and behavioral traits getapplied to you in an employment setting I like girls who wear Abercrombie and Fitch Men at risk of this bias more than women

(Shocking!)

Women may penalize other women withattractiveness higher than their own Men Like Women Who Women Like Men Who Some would say this naturally plays to age, but its

broader than that


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Short People Got No Reason aka the 86 classic Wimps

Aka: Height Bias Randy Neumann said it best: Short

people get the raw end of the deal $789 more per year, per inch Fortune CEOs avg. 6 ft, 2.5 inches

taller than avg. man. 30% over 62,only 3.9% of American population.

Is it height or confidence? But wait! Theres gender stuff that

affects how height is viewed: Men actually prefer shorter women


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Where Did You Go to School? aka

Frank The Tank Aka - Educational Background Bias Is it the most personal of all

biases? We think so. Think referral networks, my friend Flavors:

I want a Ivy -League MBA for thisrole

Alumni taking care of their own Concept of being over-educated for

the role in question College Degree requirement Stigma of some college or seeing

the name of the university without agraduation date

Sh h th t t i thi g


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She has that certain something aka Van Wilder

Aka Smooth Talker Bias Studies show that effective

communicators alwaysperform better in interviews

Effective communication or

buzzword bingo? Building comfort and dialog

with the hiring manager is key,as is shutting the hell uponce in awhile

Time of Possession in theinterview is the key, as isreacting to the preferred cuesof the manager


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Weight Bias aka The Omega Mus

While obesity certainly can beconsidered part of bias related toattractiveness, it deserves its ownmention

Impacts women more than men Is Obesity a Workplace Disability? Americas new normal Linked to concerns around absenteeism

and health beyond attractiveness Average annual medical costs claims

per 100 obese FTEs - $51K (for 100non-obese 8K)

The real deal do qualifications andability to perform outweigh costconcerns?


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Q: Do you currently use any additional assessments ordo you just hire with your gut?

A) All gut, all the wayB) Give me the freakin science, dude

c) A little of this, a little of that


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Hiring With Your Gut (No Pun Intended)

When Does It Work, WhenDoes It Get You Fired?


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Study Hall


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60% of the time it works every time.

h ll


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When to Allow Managers toHire with Their Gut

When the role is structuredso past experience reallyhas nothing to do with the

job in question When KSAs are so close its

a toss up When multiple

interviewers are involvedand agree its a toss up onwho to hire


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l k d k h


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1. Screen Resumes like Heidi picking herHomecoming Date!

Youve got a bunch of resumes The worst thing you can do is hand the

entire stack, or a small stack, to yourhiring manager

Broad choice = Implied ability to dowhatever he/she wants

Treat your desk like a search firm,control false positives by only providing

candidates that are past a threshold of KSAs. Note This wont eliminate false

positives, but it controls them


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2. HR = Sorority House Mom

Its called peer pressure, folks.

Its harder to make a decision thatwould appear shaky on paper whenother people are charged withinterviewing and giving the hiringmanager feedback

All the girls have a vote = Behaviorthat is socially acceptable, reducedrisk taking, etc.

Panels? We prefer multipleinterviewers in single sessions,follow by brief, facilitatedbreakdown sessions


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3. Who let the Crazy girl into the house?

Lets say you dont do a lot of candidate screening for yourmanagers, and you dont have time for multiple interviews.

How do you control some of the hiring biases weve covered? Simple make them accountable by keeping score Idea Hiring Manager Batting Average how many hires made

by the manager are around in 12 and 24 months Not enough volume? Roll it up to the dept level with breakouts

for the individual manager level.

Scoreboard = Attention to Quality of Hire (Post Publicly)


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4. My Little Sister is Fab!

Nothing shows you howsomeone can perform betterthan live work experiences,

performance drills, etc. Helps the victims of bias show

their true colors to you and yourmanagers.

Its hard work but wortheverything youll put into it!


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5. Like, I know her ex-boyfriend

What is the final step of 99% of recruitingprocesses, before theoffer?

You need to move it up. You need to go deeper. You need to make it

competency based,and

You need to stop doingthem (if youre doingthem wrong!)


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Graduate and Grow. Heres 3 More Ways

1. Train your Managers on the 5Biases weve covered today,then actively discuss as part of final candidate pools

2. Use Assessments to dig deeperinto the behavioral fit of candidates for each openposition at your company

3. Go quick final interview withthe executive in charge of thelocation, functional area, etc.


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#chequed


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The Last Lecture

Key steps in the ideal talentacquisition process

Root causes for inadequatehiring

How to leverage scienceand technology to gainincremental predictability inthe hiring process

How to use big data toconstantly improve yourtalent selection

A Guide to Talent Selection in the Modern World, Mistakes to Avoid

and Practices that Accelerate Performance

http://marketing.chequed.com/BestPracticesinTalentSelection_BestPracticesinTalentSelection.html
http://marketing.chequed.com/BestPracticesinTalentSelection_BestPracticesinTalentSelection.htmlhttp://marketing.chequed.com/BestPracticesinTalentSelection_BestPracticesinTalentSelection.htmlhttp://marketing.chequed.com/BestPracticesinTalentSelection_BestPracticesinTalentSelection.htmlhttp://marketing.chequed.com/BestPracticesinTalentSelection_BestPracticesinTalentSelection.html


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Big thanks to our webcast sponsor!

Claim Your 30 Day FREE Trial!Matt Gough SVP Sales & Marketing I [email protected] I 888.412.0699

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Holland:[email protected]

www.kinetixhr.com Twitter: @Holland_DombeckLinkedIn:https://www.linkedin.com/in/hollanddombeck

Tim:[email protected] www.timsackett.com Twitter: @TimSackettLinkedIn: www.linkedin.com/in/timsackett
mailto:[email protected]://www.kinetixhr.com/https://www.linkedin.com/in/hollanddombeckmailto:[email protected]://www.timsackett.com/http://www.linkedin.com/in/timsacketthttp://www.linkedin.com/in/timsacketthttp://www.timsackett.com/mailto:[email protected]:[email protected]:[email protected]://www.linkedin.com/in/hollanddombeckhttps://www.linkedin.com/in/hollanddombeckhttp://www.kinetixhr.com/mailto:[email protected]

fot 2013 rush: why you shouldn’t pick your talent like you did your sorority sisters

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