affintus why did we hire this guy v 2

AffintusSo remind me again…why did we hire this guy?

October 3, 2012 | Deborah L. Kerr, Ph.D.

©2012 Affintus Scientific Hiring, LLC

Affintus Scientific Hiring

Optimizing Human Capital Streamline decision making Enhance productivity through people Match job and company to people Better people data, better business

results

Agenda Hiring success results Resume challenge Science and hiring Three small changes Measures + Value

Hiring Results

48% of new hires fail to meet performance targets within 18 months

19% will become high performers 4 in 10 promotions underperform or fail

FACT

81%

19%

Everyone ElseHigh Performers

FEW NEW HIRES BECOME HIGH PERFORMERS

FACT

OF NEW HIRES FAIL TO MEET TARGETS WITHIN 18 MONTHS48%

FACT MANY RESUMES CONTAINERRONEOUS INFORMATION

56%

44%accurateinaccurate

Challenges Finding the right candidate takes too long. Employers settle for “good enough”. Hiring = HR + managers. Job seekers are unhappy, too.

Hiring is hard…

Resumes Information is self reported. …and hard to verify. Information error rate is high. Experience ≠ Success

https://www.smartrecruiters.com/news/survey-shows-hiring-is-broken-smartrecruiters-releases-new-hiring-platform-for-the-social-enterprise/

FACT

Source of candidate informationValidity

Cognitive Ability + Behavioral / Personality .67Cognitive Ability + Structured Interview .63Cognitive Ability + Work Sample .60

Work Sample Tests .54Cognitive tests .51Structured Interviews .51 Job Knowledge .48 Personality Test .40

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References .26 Unstructured Interviews .18Years of Job Experience .18 Years of Education .10Interests .10

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DECISIONS BASED ON INTERVIEWS HAVE ABOUT THE SAME SUCCESS RATE AS FLIPPING A COIN

Better (and Faster) Hiring in 3 Steps Reduce reliance on the resume Analyze your top performers Structure the interview

Resume Figure out what is important in the job. Collect just the information you want and

need. Remember: the resume is self-reported

information.

Analyze Your Top Performers Use a valid assessment to identify key

success characteristics. Focus on strengths of high performers.

Structure the Interview Use behavioral interview questions. Rate each answer using a scale. Train interviewers to take notes. Remember the limits of an interview.

Your company will thank you.

10%

50%

Internal Process: Time to Hire

Formulas TF = RR – OD Time to acceptanceTS = RR – SD Time to start

TF = Time until offer acceptance TS = Time until new hire starts work RR = Date requisition received OD = Date offer accepted SD = Date new hire starts

Mission: Productive Workforce

Formula PW = HC – (%pNH)

PW = Productive Workforce HC = Head Count %pNH = New Hire Productivity Estimate

AffintusGreat people data. Great business results.

Deborah L. Kerr, Ph.D. | +1 866 429 4351 | info@affintus.com

©2012 Affintus Scientific Hiring, LLC

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