predictive hiring: are you still playing guess who?
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DESCRIPTIONGreat organizations are made of great talent. It starts with finding the right people for the right jobs. Companies must find the right skills and attract the very best top talent to stay competitive and grow in today’s fast-paced business environment. But getting that talent isn’t easy, and getting the right talent for your organization is even more difficult. Predicting performance is the key to success in any organization. So how do you predict fit, engagement and performance to hire like your very best? The landscape for talent acquisition looks dramatically different today, yet most organizations rely on conventional skills and practices. Conventional methods yield conventional results. It’s no secret that technology has changed the way we communicate, think and interact. And it’s now beginning to change how we attract, engage and acquire talent as well. Are you prepared for this new shift? Join us to learn more in this interactive session as we: Explore the latest thinking and address some of the key themes affecting your hiring strategies from the beginning of the employee lifecycle. Share best practices and case study examples on how to take the guesswork out of employee retention and the drive in workforce analytics to make better talent decisions. Review the effective use of assessments, associated data and the impact of technology.
- 1. #CLOwebinar The presentation will begin at the top of the hour. A dial in number will not be provided. Listen to todays webinar using your computers speakers or headphones. Predictive Hiring: Are You Still Playing Guess Who?
2. #CLOwebinar Speakers: Tiffany M. Greene-Shortridge, Ph.D. Assessment & Leadership Regional Sales Leader IBM Dilip Boury Senior Talent Consultant, Business Psychologist IBM Roberto Blanda Head of Global Talent Acquisition British American Tobacco Ravin Ramji Manager of Talent & Organizational Effectivenes British American Tobacco Moderator: Sarah Sipek Associate Editor Chief Learning Officer magazine Predictive Hiring: Are You Still Playing Guess Who? 3. #CLOwebinar Tools You Can Use Audio Control A dial in number will not be provided. Adjust the volume by sliding the indicator in the Media Player box to the left. Also check your computers volume for external speakers or headsets. 4. #CLOwebinar Tools You Can Use Question & Answer Type in your question in the Q&A box to the left. These queries are visible by the presenter ONLY. Type your question in the space at the bottom. Click Send. 5. #CLOwebinar Tools You Can Use Twitter - Click Post in the Twitter widget. #CLOwebinar @CLOmedia 6. #CLOwebinar Tools You Can Use Speaker Bios Resources Media Player Q&A Slides Twitter Help Post Event Evaluation Share This 7. #CLOwebinar 1. May I receive a copy of the slides? YES! Click on the resource list located on the top left portion of your screen. 2. May I review the webinar recording at a later date? YES! You may log in again using todays link to review the presentation on-demand. Frequently Asked Questions 8. #CLOwebinar Sarah Sipek Associate Editor Chief Learning Officer magazine Predictive Hiring: Are You Still Playing Guess Who? 9. #CLOwebinar Tiffany M. Greene-Shortridge, Ph.D. Assessment & Leadership Regional Sales Leader IBM Predictive Hiring: Are You Still Playing Guess Who? Dilip Boury Senior Talent Consultant, Business Psychologist IBM Roberto Blanda Head of Global Talent Acquisition British American Tobacco Ravin Ramji Manager of Talent & Organizational Effectivenes British American Tobacco 10. SMARTER TALENT ACQUISITION 11. Dilip Boury, Senior Talent Consultant, IBM Roberto Blanda, Head of Global Talent Acquisition, British American Tobacco Ravin Ramji, Manager of Talent & Organizational Effectiveness, British American Tobacco * * *Tiffany Greene-Shortridge, Ph.D. Regional Leader, Assessment & Leadership Development, IBM Predictive Hiring: Are You Still Playing Guess Who? 12/4/14 2:00 pm EST 12. WHAT IF YOU COULD ALWAYS HIRE LIKE YOUR BEST SMARTER TALENT ACQUISITION 13. Key Insights 13 Research suggests that employees get about 90 days to prove themselves in a new job. The faster new hires feel welcome and prepared for their jobs, the faster they will successfully contribute to the organizations mission 50% of all senior outside hires fail within 18 months in a new position The IBM Work Trends Study, 2013 14. PREDICT FIT, ENGAGEMENT & PERFORMANCE BEFORE YOU HIRE Define and discover the best talent for your organization Engage to shrink time to productivity Align hiring objectives and achieve fit TO ENSURE THE PEOPLE YOU HIRE STAY LONGER, CARE MORE AND WORK HARDER Create exciting and compelling experience s 15. Consistent and simplified recruiting process for each of the companys worldwide markets Rollout to 30 countries has been achieved within two years well ahead of Sikas Implementing an integrated global recruitment solution one country at a time. Lower recruitm ent costs and manpow er hours 16. Legacy of Leaders: Talent Acquisition Selection and Assessment Tools to support our Strategy Roberto Blanda, Group Head of Talent Acquisition Ravin Ramji, Head of Direct Recruitment December 4, 2014 17. Legacy of Leaders: Talent Tools Overview Presence in over 200 countries globally We are leaders in 62 Markets 46 factories across the Globe Our geographic spread continues to be a source of competitive advantage. 142.4142.4 22% Americas Share of Group Revenue 24% Western Europe Share of Group Revenue 27% Asia-Pacific Share of Group Revenue 27% EEMEA Share of Group Revenue 18. Legacy of Leaders: Talent Tools Overview - a global presence Dunhill Kent Lucky Strike Pall Mall Rothmans We have a portfolio of over 200 global brands. Some of our Global Drive Brands 2013 highlights 15,260 Revenue (million) +0% Profits from operations (million) +5% 5,526 Annual Group cigarette sales (billion) -2.7% 676 Share dividend (pence) +6% 142.4 Annual Group investment in harm reduction(million) +5% 161 19. Legacy of Leaders: Talent Tools Overview - Our strategy and talent needs Challenges Cigarette becomes more and more a commodity Regulatory environment reduces more and more typical marketing levers Non combustible business is different from typical tobacco High growth markets behave differently from the historical high profit geographies Talent needs More agile and adaptable workforce Needs of a sound volume of externally hired workforce. Moving away from a promotion from within-only model Mixed nationality and diverse workforce but culturally aligned High quality recruitment becomes strategic 20. IBMs Assessment solution for BAT Technology + Behavioural Science 21. 2014 IBM Corporation Predicting performance 22 22. 2014 IBM Corporation The BAT Tool Kit 23 Culture Match Verbal reasoning test (VRT) Numerical reasoning test (NRT) Leadership preference questionnaire (LPQ) Structured interviews Assessment centre exercises 23. 2014 IBM Corporation What does the culture match assessment tell us? Am I going to fit in? 2 24. 2014 IBM Corporation What do cognitive ability tests tell us? Will I be able to cope with the demands of the role? 25. 2014 IBM Corporation What does the LP show? 2 Will I enjoy what I have to do everyday? 26. 2014 IBM Corporation Assessment centre exercises Will I excel in the tasks I have to perform everyday? 27. 2014 IBM Corporation Efficient, Economical and Effective recruitment 2 28. 2014 IBM Corporation The BAT selection process Offer 3 4 5 Telephone interview 6 Assessment exercises 7 Offer 2 Culture Match Assessment 1 Job standards questionnaire and application form Cognitive Ability: NRT & VRT Leadership Preference Questionnaire & Interview 29 Highly automated High volume Manual process Low volume Low Effort Low cost High Effort Higher cost 29. Legacy of Leaders: Talent Tools Strengthening Talent Acquisition Authentic talent brand Embedded across social media touch points Selecting the best Assessing culture match, ability & leadership preferences Dedicated recruiters Driving direct recruitment & proactive talent scouting 30. Legacy of Leaders: Talent Tools Key Challenges One Size Fits All? 200+ countries Getting the balance right 31. Legacy of Leaders: Talent Tools Key Learnings 32. THE BEST TALENT EXPECT GREAT EXPERIENCES I was not looking, but still you find me I am social and I checked you out. I like what I see I identify and emotionally connect with your culture and values You made it easy to apply. I used my phone and was done in minutes You are smart at assessing my capability, talent and experience to help me go fast Everyone I talk with is so excited, its contagious and I want to be a part of this company. You offered the job and I accepted. Im already making friends and havent even started Ive never learned so much so fast. Im stretched and Im loving it. 33. HOW DOES IBM MAKE A WORKFORCE SMARTER? WE START WITH BEHAVIORAL SCIENCES WE ENABLE SOCIAL AND MOBILE COLLABORATIO N WE TURN BIG DATA INTO BIG INSIGHTS WE OFFER AN EXCEPTIONAL DIGITAL WORKPLACE EXPERIENCE 34. Questions? For inquiries, please contact: Tiffany Greene-Shortridge, Ph.D. email@example.com 419-357-4413 35. #CLOwebinar Please complete the webinar evaluation. 36. #CLOwebinar Join our next Webinar! Transforming the Quality of Development Conversations at Scale 12, December, 2014 Webinars start at 2 p.m. Eastern / 11 a.m. Pacific Register for all upcoming Talent Management Webinars at www.clomedia.com/webinars