Using big data to measure and maximize quality of hire | Talent Connect Anaheim

Using big data to measure and maximize quality of hire | Talent Connect Anaheim

• 2.
  ​  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
• 3.
  #TalentConnect REROUTING Feedback Process ControlSystems
• 4.
  #TalentConnect Performance-based Hiring 1997 2002 2007 2005 2013Predictive Analytics Feedback Process Control
• 5.
  #TalentConnect Performance-based Hiring 1997 2002 2007 2005 2013Predictive Analytics Feedback Process Control Surplus vs. Scarcity?
• 6.
  #TalentConnect  Top Traits ofTop 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!
• 7.
  #TalentConnect Measuring Quality ofHire – 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
• 8.
  #TalentConnect Big Data: Predictiveand Control Pre-Hire Predictors of QoH Workforce Planning Sourcing & Recruiting Funnel Yield Role of Hiring Manager and Team The Process Interview The CX NPS AIf B C predicts Quality of Hire AYou need to track and control B C budurl.com/agresources Maximize Quality of Hire & Efficiency Predict Measure AchievePlan Control ●●●●
• 9.
  #TalentConnect Predictive Analytics andFeedback 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 AchievePlan Control ●●●● Present/Meet >90%
• 10.
  #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.
• 11.
  #TalentConnect 50–100X 20–30X 10X Sourcing in theTalent Sweet Spot Performance Qualified Passive Not Apply SEQ Performance Qualified Active Not Apply Surplus vs. Scarcity? Candidates per Hire < 4
• 12.
  #TalentConnect Sourcing in theTalent 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
• 13.
  #TalentConnect  Performance Qualified Creating theCareer 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
• 14.
  #TalentConnect Criteria to EngageCriteria 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!
• 15.
  #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
• 16.
  #TalentConnect Predictive Analytics andProcess Control
• 17.
  #TalentConnect Predictive Analytics andFeedback 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 AchievePlan Control ●●●● Present/Meet >90%
• 18.
  #TalentConnect …Your work onperformance-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
• 19.
  ​  [email protected] ​  louadlergroup.com/resources/ Q& A
• 20.
  ©2015 LinkedIn Corporation.All Rights Reserved.