adam robinson | hireology | ceo | [email protected] predicting success data-driven hiring for...
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![Page 1: Adam Robinson | Hireology | CEO | arobinson@hireology.com PREDICTING SUCCESS Data-Driven Hiring for Better Automotive Teams July 7 th, 2015](https://reader036.vdocuments.net/reader036/viewer/2022062301/56649f055503460f94c19451/html5/thumbnails/1.jpg)
Adam Robinson | Hireology | CEO | [email protected]
PREDICTING SUCCESS
Data-Driven Hiring for Better Automotive Teams
July 7th, 2015
![Page 3: Adam Robinson | Hireology | CEO | arobinson@hireology.com PREDICTING SUCCESS Data-Driven Hiring for Better Automotive Teams July 7 th, 2015](https://reader036.vdocuments.net/reader036/viewer/2022062301/56649f055503460f94c19451/html5/thumbnails/3.jpg)
Adam Robinson | Hireology | CEO | [email protected]
Every team you’ve ever seen…
50 60 70 80 90 100
Job Performance
1
8
11
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23
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Adam Robinson | Hireology | CEO | [email protected]
Selection is not reading resumes
Our research has shown that 50% of the factors predicting a person’s success or failure in a new role…
has absolutely nothing to do with their experience.
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Adam Robinson | Hireology | CEO | [email protected]
Today’s Agenda
- What is Selection Management?• And what do you mean by “metrics,”
anyway?
- Hiring: a process
- The Super-Elements
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Adam Robinson | Hireology | CEO | [email protected]
Assessing Risk
Risk Factors
College degree?
Type of car?
Previous claims?
High Risk
$$
Age?
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Adam Robinson | Hireology | CEO | [email protected]
Predicting Success
Scored Factors
Related jobs?
Track record?
Culture fit?
Low Risk
Education?
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Adam Robinson | Hireology | CEO | [email protected]
A new definition of hiring
Hiring is…
the process of assessing the potential risk of a resource not being able to achieve the outcomes that you need them to achieve
with the resources you’re providing to achieve them
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Adam Robinson | Hireology | CEO | [email protected]
Wish you knew where the dots will go?
50 60 70 80 90 100
Job Performance
1
8
11
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Adam Robinson | Hireology | CEO | [email protected]
The problem
People are the #1 cost for most businesses-but -
Most businesses are really bad at hiring.
A structured hiring process? <10% Teach managers how to hire? <10%
Average hiring success rate <50%
A structured hiring process? <10% Teach managers how to hire? <10%
Average hiring success rate <50%
Average cost to replace? 3-10x compensation
Hard costs: administration, training, recruiting, taxesSoft costs: lost opportunities, productivity, morale
![Page 11: Adam Robinson | Hireology | CEO | arobinson@hireology.com PREDICTING SUCCESS Data-Driven Hiring for Better Automotive Teams July 7 th, 2015](https://reader036.vdocuments.net/reader036/viewer/2022062301/56649f055503460f94c19451/html5/thumbnails/11.jpg)
Adam Robinson | Hireology | CEO | [email protected]
What is “Selection Management”
Applicant Tracking HRMS
Assessment Tools Validation Tools
Fu
nct
ion
al D
epth
Stage of the recruiting process
“Help us easily find and store potential
candidates”
“Help us assess personality and skills”
“Help us manage employees after we
hire them”
“Help us determine if the information provided by the
applicant is accurate.”
“Which person should we hire?”
Selection Management
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Adam Robinson | Hireology | CEO | [email protected]
Hiring is a process, not an action
The Hiring Process, done right:
1. Profile the role
2.Source candidates
3.Three Interview Stages
4.Verification
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Adam Robinson | Hireology | CEO | [email protected]
Profiling a role
1. Define the job structure Hint: it’s not a “job description”
2. Define your outcomes (30/60/90/180) 30/60/90 day plan, 6 month/12 month review
3. Identify your sources• Internal• Referral• Cold/external
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Adam Robinson | Hireology | CEO | [email protected]
Analyzing your job
A job analysis is…
Determining the structure of the job(resources available, tasks required, systems or processes developed, culture)
so that you can know what workstyle tendencies and competencies to measure and score
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Adam Robinson | Hireology | CEO | [email protected]
Defining Outcomes
“What specific things will this person need to have accomplished by in order for me to feel like I’d make the same hiring decision again?”
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Adam Robinson | Hireology | CEO | [email protected]
Why competencies matter
• Universal competenciesAlmost always predict better outcomes
• Variable competencies Depending on the job, they may predict
better outcomes
Example: Are there specific systems that are critical to this person’s success?
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Adam Robinson | Hireology | CEO | [email protected]
Sourcing – How many does it take?
You need to find 50 potential
applicants to find 2 finalists Invited 5
Called 25
50 Applied 50%
10%
Liked 2
4%
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Adam Robinson | Hireology | CEO | [email protected]
Three Interview Stages
Scripted and consistent…
• Phone Screen “Is this person worth investing team interview time?”
• 1st Interview / Resume review “What has this person done, and how did they do it?”
• 2nd Interview / Behavior-based, situational “Does this person fit into our company
and into this position as currently structured?”
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Adam Robinson | Hireology | CEO | [email protected]
Don’t trust, verify!
• Skills testing“Can this person do [X]?”
• Background verification “Did this person really do [X]?”
• Personality profiling“How will this person respond to [X]?”
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Adam Robinson | Hireology | CEO | [email protected]
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Adam Robinson | Hireology | CEO | [email protected]
The Four Super-Elements
1. Attitude
2. Sense of Accountability
3. Prior Related Job Success
4. Culture Fit
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Adam Robinson | Hireology | CEO | [email protected]
1
The Four Super-Elements
Attitude:
a positive disposition, or satisfaction that persists across job experiences
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Adam Robinson | Hireology | CEO | [email protected]
2
The Four Super-Elements
Sense of Accountability:
The extent to which a person believes he or she has control over their own outcomes, also called “locus of control”
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Adam Robinson | Hireology | CEO | [email protected]
3
The Four Super-Elements
Prior Related Job Success:
Having met formal goals in past jobs that are similar to the job at hand
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Adam Robinson | Hireology | CEO | [email protected]
4
The Four Super-Elements
Culture Fit:
The degree to which the candidate shares similar values with the organization, and demonstrates an authentic interest in the job at hand
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Adam Robinson | Hireology | CEO | [email protected]
50 60 70 80 90 100
Job Performance
Suddenly, it’s not a total guess…
Brian Smith
Service Advisor
120.00
110.00
100.00
90.00
Inte
rvie
w S
core
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Adam Robinson | Hireology | CEO | [email protected]
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Adam Robinson | Hireology | CEO | [email protected]
Some parting thoughts…
• Selection = risk assessment• The best selection process in the world means
nothing if your manager doesn’t know what will make someone successful.
• The interview process is the absolute best behavior you’re ever going to get. (Really.)