practical strategies for powerful candidate selection
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Practical Strategies for Powerful Candidate Selection
bamboohr.com 1-866-387-9595
Practical Strategies for Powerful Candidate
Selection
Practical Strategies for Powerful Candidate Selection
bamboohr.com 1-866-387-9595
Rusty LindquistV P H C M S T R A T E G Y & I P
B A M B O O H R
Michelle ReedC M O
S K I L L S U R V E Y
Practical Strategies for Powerful Candidate Selection
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HR today sits smack-dab in the middle of the most compelling competitive battleground
in business, where companies deploy and fight over that most valuable of resources—
workforce talent.
Matthew D. BreitfelderHBR: “Why did we ever go into HR”
Practical Strategies for Powerful Candidate Selection
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“This is a war for talent” Steven Hankin
McKinsey & Company
Series1
Unemployed
4.7%May, 2016
EMPLOYED!
95.3%
Talent Deficit
Practical Strategies for Powerful Candidate Selection
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Among the jobs that 39-44 year olds began, one third ended in less than a
year– Forbes
v1yr
Cost of replacing an employee is between 90% - 200% of their annual salary.
– SHRM
v90-
200%
91% of Millennials expect to stay with your company fewer than three years.
– Future Workplace
v91%
Average tenure for Millennials is 2 years (5 years for Gen X and Gen Y)
– Payscale
v43%
v2yrs
Shrinking Tenure
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Accelerating Half-Life of Hard-Skill Relevance
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Increased Competition
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HUMAN CAPITALis quickly becoming the only sustainable source
of competitive advantage.
Alfred Marshalleconomist
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What are hard skills?What are soft skills?
And why should we care?
Practical Strategies for Powerful Candidate Selection
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A closer look athard skills
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Hard skills are skills where the rules stay the same regardless of which company, circumstance or
people you work with.https://bemycareercoach.com/soft-skills/hard-skills-soft-skills.html)
Practical Strategies for Powerful Candidate Selection
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Soft skills are more important
20%Soft skills are just as
important as hard skills
77%
Would hire for strong soft skills
67% 9%Would hire for strong skills
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It is no longer what you do that matters most and sets you apart from others, but how you do what you do.
What are soft skills?
Practical Strategies for Powerful Candidate Selection
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Where hard skills are about the what, soft skills are
about the how.
Practical Strategies for Powerful Candidate Selection
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Feedback related to past work performance is the single best predictor of
future job success
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Which soft skills are the right soft skills?
Practical Strategies for Powerful Candidate Selection
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It’s all about context. Understanding the dynamics of the team, division, or department where the candidate will be placed.
• What are this team’s strengths and weaknesses?
• What skills does the team have in abundance?
• What skills are lacking from the team?
Practical Strategies for Powerful Candidate Selection
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Soft-Skills are the truest predictors of success
Practical Strategies for Powerful Candidate Selection
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of newly hired employees will fail within
18 months
* Source: “Hire for Attitude” Forbes, January 23, 2012 † Source: “Hiring for attitude: Research & tools to skyrocket your success rate” Mark Murphy, Leadership IQ, 2012
for lack of soft skills – such as professionalism or ability
to get along with others
Resign yourself tothis reality
89% 46%
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18th Century 19th Century 20th Century 21st Century
Agricultural Age(farmers)
Industrial Age(factory workers)
Information Age(knowledge workers)
Conceptual Age(creators and empathizers)
AffluenceTechnology
Globalization
High
Low
AbundanceAutomationAsia
Dan PinkA Whole New Mind
Practical Strategies for Powerful Candidate Selection
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Flexible51%
Self Motivated
66%
Strong Work Ethic
73%Dependable73%
Positive Attitude
72%Team-Oriented
60%Organized
57%Works Well
Under Pressure57%
Effective Communicator
56%
Confident46%
Hiring managers want more
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SOFT SKILLSare the oil that makes
the hard-skills machinerun smoothly.
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Behavioral interviewing: Making it work
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Traditional Interviews What are your strengths and weaknesses? Why are you interested in working for us? Where do you see yourself in the next 5 years? What did you like about your last job?
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Behavioral Interviews Describe a time you had to ask a number of questions and
actively listen to fully understand a customer's issue.
(Responsiveness) What was the most challenging customer problem you had to
solve and how did you solve it? (Problem solving) Describe a recent situation when you had to handle an angry
customer. (Unflappability)
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Interviewing For Fit
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People are infectious, so when hiring, ask yourself
how will they infect your organization, for good or bad.
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Signal to Noise Ratio
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Following a national survey of job seekers and HR professionals, 43% said that “cultural fit” was the single most important determining factor when making a new hire.
-Millennial Branding & Beyond.com
Culture First
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Cultural Undercurrents
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Hidden bias: How it works. How to prevent it.
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First.Be consistent.
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Second.Open the door.
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Third.Test your conclusions.
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Finding Their Superpower
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Improve your selection process through feedback from references on soft-skills
Try it out for free: www.skillsurvey.com/tryit
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Questions?
Rusty LindquistV P H C M S T R A T E G Y & I N S I G H T S
B A M B O O H R
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Michelle ReedC H I E F M A R K E T I N G O F F I C E R
S K I L L S U R V E Y
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