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TRANSCRIPT
WHY YOU KEEP MAKING THE
SAME HIRING MISTAKES…AND
HOW YOU CAN FIX IT!
P R E D I C T I V E R E S U LT S P R E S E N T S
Bob Gravely
Consultant & Certified Analyst
“Your people are your best asset!” – ???
“People aren't your best asset -the right peopleare your best asset”
– Jim Collins, Good to Great
A December 2016 article from
CEOWORLD Magazine ranked
________??????________
as the #1 reason CEO’s stay
awake at night…
A December 2016 article from
CEOWORLD Magazine ranked
as the #1 reason CEO’s stay
awake at night…
Personnel Decisions
OF CEOS FEEL
THEY DO NOT GET
THEIR MONEY’S WORTH
FROM WHO THEY HIRE!
21%
OF CEOs ARE
CONCERNED ABOUT
AVAILABILITY OF KEY
SKILLS!
72%
FAILURE RATE IN
CHOOSING CANDIDATES
WITH THE RIGHT TALENT
FOR THE MANAGER
POSITION!
82%
Gallup: State of the American Manager Report; 2015
80% of external hires were
disappointments.
Promotions were
disappointments 75% of the time
Price Prichett
Topgrading: How To Hire, Coach And Keep A Players
A survey of top HR executives at 25 of
the global 50 found that:
THE AVERAGE AMOUNT
U.S. COMPANIES SPEND TO
FILL AN OPEN POSITION
IS…
FOUR THOUSAND
DOLLARS(TALENT ACQUISITION FACTBOOK 2015)
SO…WHAT DO
PEOPLE DO
ABOUT IT?
6 SECOND SCREENINGBEFORE INTERVIEW
10011002
10031004
1005
1006
HRIMPROVEMENT METHODOLOGY
Define Measure Analyze Improve Control
“Head” – Fixed
Behavioral and
Cognitive
“Briefcase” - Knowledge
and Skills Learned Over
Time
Hire the Total
Person
Tools Needed to Measure
and Assess
Focus of Interviews,
Screenings & LinkedIn
Hired for what you know.
Fired for who you are.
• Unicorn Image
Not Scalable
26
The PI Behavioral Assessment™
Average of 6.5 minutes to complete
No right or wrong answers
Scientifically Valid
SaaS software platform across all modes
Beyond Personality
DRIVES NEEDS BEHAVIORS
FREE CHOICE NOT FORCED
Answer just 2 questions
Respondent chooses the words that
best answer the question
Free-choice allows for hi scores in more
than one factor
Lets PI visualize the natural
contradictions of humans
A DOMINANCE
B EXTRAVERSION
C PATIENCE
D FORMALITY
Behavioral Factors
DRIVES
HIGHLOW
DOMINANCE | DRIVES
A
DRIVES
NEEDS
AVERAGE HIGHLOW
DOMINANCE | NEEDS
Include others / Collaborate
Make an impact / Thumb print
A
AVERAGE HIGHLOW
DRIVES
NEEDS
BEHAVIORS
DOMINANCE | BEHAVIORS
DEFERENTIAL SUPPORTIVE DETERMINED FORCEFUL
A
Include others / Collaborate
Make an impact / Thumb print
DRIVES
HIGHLOW
EXTRAVERSION | DRIVES
B
DRIVES
NEEDS
AVERAGE HIGHLOW
EXTRAVERSION | NEEDS
Provide me time to think it through.
Let me talk through it with others.
B
AVERAGE HIGHLOW
DRIVES
NEEDS
BEHAVIORS
EXTRAVERSION | BEHAVIORS
PRIVATE REFLECTIVE SOCIABLE INFLUENTIAL
Provide me time to think it through.
Let me talk through it with others.
B
DRIVES
HIGHLOW
PATIENCE | DRIVES
C
DRIVES
NEEDS
AVERAGE HIGHLOW
PATIENCE | NEEDS
I am most comfortable with
familiarity.
C
I respond positively to pressure and need variety.
AVERAGE HIGHLOW
DRIVES
NEEDS
BEHAVIORS
PATIENCE | BEHAVIORS
INTENSE PROMPT COMPOSED HABITUAL
I respond positively to pressure and need variety.
I am most comfortable with
familiarity.
C
DRIVES
HIGHLOW
FORMALITY | DRIVES
D
DRIVES
NEEDS
AVERAGE HIGHLOW
FORMALITY | NEEDS
Don’t confine me to rules and structure.
Give me framework and structure.
D
AVERAGE HIGHLOW
DRIVES
NEEDS
BEHAVIORS
FORMALITY | BEHAVIORS
SPONTANEOUS FLEXIBLE DILIGENT STRUCTURED
Don’t confine me to rules and structure.
Give me framework and structure.
D
Reading a Behavioral Pattern
DOMINANCE
EXTROVERSION
PATIENCE
FORMALITY
+/- 1 SIGMA - 68% OF POPULATION
+/- 2 SIGMA - 94% OF POPULATION
+/- 3 SIGMA - 98% OF POPULATION
o BS UT Austin,
o MBA Harvard
o Former
o CEO of Exam Soft
o COO/CFO LEDCO
o BCG Consultant
Daniel MuzquizMike Zani
o BS Brown,
o MBA Harvard
o Former
o CEO of ShapeUp
o President of LEDCO
o US Olympic Team Coach
Reading a Behavioral Pattern Deux
Because this is my
oldest son – An
Orange County Fire
Fighter/Paramedic
Do I believe this is
an accurate result?
Yes I do… Why?
SELF CONCEPT:
How you are trying to
adapt to your environment.
SYNTHESIS: How you
behave in your current
job.
SELF: What comes
naturally, hard-
wired.
We return here when we are
under stress or cornered
PI® Gives You An Unbiased View of Talent
Solution?
Have Alan delegate
details of a plan to Cindy.
Let Cindy produce a
precise and accurate work
product or process.
Alan
Fast-paced
Doesn’t plan
Team builder
Goal and results oriented
Venturesome risk-taker
Self-confident, strong ego
Cindy
Thorough
Detail-oriented
Goes “by-the-book”
Sensitive to Criticism
Unselfish, accommodating
Stable, calm & deliberate
PI Behavioral Understanding in Action
SALES: HUNTER V FARMER
NEW ACCOUNT HUNTER
EXISTING ACCOUNT FARMER
Reading My PI Behavioral Pattern
I “Tend” to Be…A problem solver who likes
change & innovation.
Quick to connect with
people – I tend to be
fluent, fast talking, and
persuasive. Driven to
control the big picture, I
tend to be results oriented,
intense & impatient. While
I am effective with people I
am actually best with
systems.
Hmmm…I got ‘em on the
bus…now how do I get
them in the right seat?!
PI Job Assessment™
FIT
PI Job Assessment™
NO
FIT
PI Job Assessment™
THE PI JOB PATTERN REPORT
Coaching Guide
Interview Guide
SUMMING IT ALL UP…
• Know what talent you need
• Attract and Hire the best fitSelection
• Onboard to individual needs
• Provide satisfying career pathRetention
• Understand individual motivations
• Create ideal work environmentManagement
• Drive company metrics by maximizing individual resultsImproved Metrics
57
DISCOVERING
HI-PO’s + LEADERS
TEAM
DEVELOPMENT
SALES
SLUMPS
HIRING SELECTION +
ONBOARDING
EMPLOYEE
ENGAGEMENT +
RETENTION
As a thank you for having me today would you like to experience the Predictive Index Job Assessment
and Behavioral Assessment my compliments?
YES! Just leave me your business card today.
I will conduct a behavioral analysis of up to five employees and deliver via our Executive Briefing.
FREE BRIEFING
Bob Gravely
Cell: 407-484-6622
Book a Call On My Calendar -
http://bit.ly/CallWithBob