using big data to measure and maximize quality of hire | talent connect anaheim
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title title title title title title title
Lou Adler CEO and Creator of Performance-based Hiring
Author – Hire With Your Head, The Essential Guide for Hiring & Getting Hired The Adler Group, Inc.
Using Big Data to Measure and Maximize Quality of Hire
#TalentConnect
Performance-based Hiring
1997 2002 2007
2005 2013 Predictive Analytics Feedback Process Control
#TalentConnect
Performance-based Hiring
1997 2002 2007
2005 2013 Predictive Analytics Feedback Process Control
Surplus vs. Scarcity?
#TalentConnect
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!
#TalentConnect
Measuring Quality of Hire – Pre-hire Talent Scorecard
Job Fit: Intrinsic
Motivators
Predict Pre-Hire Quality of
Hire
Trend of Growth
Comparable Results
Career Move
Achiever Pattern
Managerial & Cultural
Fit
budurl.com/agresources
#TalentConnect
Big Data: Predictive and Control
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
budurl.com/agresources
Maximize Quality of Hire & Efficiency Predict Measure Achieve Plan Control ● ● ● ●
#TalentConnect
Predictive Analytics and Feedback Process Control
Maximize Quality of Hire & Efficiency
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%
budurl.com/agresources
Predict Measure Achieve Plan Control ● ● ● ●
Present/Meet
>90%
#TalentConnect
31% 35%
17%
3%
57%
48%
63% 64%
1% 7%
13%
25%
11% 10% 7% 8%
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Under/Unemployed: Active Employed: Active Employed: Tiptoer Employed: Passive
Apply Networking Internal Other
How People Get Jobs Source by Job-hunting Status
5–15% 15–20% 65–75%
©2015 All Rights Reserved. The Adler Group, Inc.
#TalentConnect
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
#TalentConnect
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
budurl.com/agresources
#TalentConnect
Performance Qualified Creating the Career Move
Indirect Direct 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 Delivering results
#TalentConnect
Criteria to Engage Criteria to Accept
Consultative Recruiting Recruiting Passive Candidates
Big Data End-to-End Yield
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!
#TalentConnect
Create Opportunity Gap “30% Solution = S+S+G+$”
Maximize Your Use of Time
Job Stretch
Job Satisfaction
Job Growth
Maximize Yield: Ensure Your Candidates Don’t Make Long-term Decisions Using Short-term Information
The Most Important Skill: Applicant Control
#TalentConnect
Predictive Analytics and Feedback Process Control
Maximize Quality of Hire & Efficiency
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%
budurl.com/agresources
Predict Measure Achieve Plan Control ● ● ● ●
Present/Meet
>90%
#TalentConnect
…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
Are you presenting at a breakout session? Make sure your title slide is the right color.
To swap the slide master...
On the View tab, click Normal.
In Normal View, in the thumbnail pane on the left, click the slide that you want to apply a layout to.
On the Home tab, click Layout, and then select the layout that you want.
Keynotes & general sessions
Innovation breakout track
Data & Metrics breakout track
Talent Brand breakout track
Talent Management breakout track
Leadership & Strategy breakout track
Pipeline & Recruitment breakout track
title title title title title title title
[email protected] louadlergroup.com/resources/
Q & A