the resumator | select international
DESCRIPTION
Our How2Hire speaker series “HR Strategies to Support a Lean Culture” featuring Chris Klinvex, Co-founder of Select International. In his presentation, Chris discussed topics like builders/cutters/maintainers, uncovering the DNA of your successful people, and applicant screening tools. Chris offered a deep understanding and clear comprehension of these ever so important topics.TRANSCRIPT
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“HR Strategies to Support a Lean Culture”
October 31, 2012
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How2Hire Speaker SeriesPresented by The Resumator
The Resumator is the recruiting platform that helps employershire with confidence through:
• Industry leading hiring software
• Community of entrepreneurs and HR thought leaders
• Original How2Hire content
• Access to leaders at fast-growing companies
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Chris KlinvexCo-Founder and Author, Hiring Great People
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• Pioneer in assessment technology• Co-authored the book, Hiring Great People • M.A. in International Business
Management from Point Park University• B.A. in Education from Southern Adventist
University
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Select International
– Nearly 20 years as a leader in hiring technology and software applications
– Millions of assessments annually in over 80 countries– Highest Documented Validity (Accuracy)– Perfect legal track record regarding EEO and OFCCP
Challenges– Trusted partner for large and smaller corporations– 96% Client retention rate– Civic minded with high involvement in local charities
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Today’s agenda
• Builders, Cutters & Maintainers• LEAN Interviewing techniques• Uncovering the behavioral DNA of your successful people• Fine-Tuning your job profiles• Creating LEAN job profiles for entire company• Applicant Screening Tools• Keeping your hiring process “LEAN”
HR Strategies to Support a Lean Culture
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Three Types of Applicants
Builders Cutterso Maintainers
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Three Types of Applicants• Builders – high work ethic,
responsible, proactive, high energy, can-do attitude, committed; they get a lot of work done
• Cutters – cynical, excuses abound for subpar work, manipulate co-workers, do the minimum; they are Bad Apples!
• Maintainers – dependable, task focused, comfortable with status quo; they are the “Steady Eddie” employees
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Interviews: Learn How Because…
• Most inaccurate part of selection process (r =.2; no correlation)
• Where abuses occur and legal issues abound
• The Questions are easy – Interpreting responses is difficult!
• Rarely well integrated into the overall selection process
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Online Behavioral Interviewing
• Common Benefits:– Only takes a few hours to complete with flexibility for
participants to start/stop as necessary
– Built in skills practice to ensure participants take away valuable interviewing skills
– Can be coupled with classroom led facilitator portion that only takes a few hours
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Online Interview Training
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Online Interview Training
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Behavioral DNA of Successful People
Positive Communications: Developing and maintaining positive relationships through effective exchange of ideas and opinions.
Team Work
Problem Solving
Work Ethic Service
Orientation
Positive Attitude
Judgment
Transformational Leadership
Motivational Fit
Conscientiousness
Flexibility
Critical
Thinking
CoachingWhich
competencies are more important and how do I account for
differences?
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Fine-tuning Your Recipe for Success
There is a science behind most everything important…even though many will still dabble and do it on their own.
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Fine-tuning Your Success Profiles
Customer Service Rep Weighting
Continuous Improvement 7%Customer focus 16%Flexibility 7%Listening to Others 18%Positive Communications 15%Problem Solving 12%Taking Responsibility 20%Team Work 5%
100%
Competency Analysis
1. Define Behaviors
2. Weight Behaviors
3. Choose tools that accurately and reliably measures these Behaviors
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Creating LEAN Profiles for Entire Company
Three Key Questions:Which common competencies for
all positions? Which specific competencies for
this position? Can I create a simple competency
model for my entire company?
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Applicant Screening Tools
Web Application
Quick Screen-out Tests
In-depth Testing
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Lean Web App
• Automated, interactive application process allowing candidates to apply via internet
• Entire process lasts 10 minutes• Screens out unqualified candidates,
cutting costs in the next phase of the process
• Automatically schedules candidates for next step in the process if they pass
Web Application
Quick Screen-out Tests
In-depth Testing
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Quick Screen-out Tests
Key Attributes
Focus: Screens out bottom 25% of applicant poolDeliver: Via the webScoring: Automated/ImmediateTime: No longer than 20 minutes/no less than 10Accuracy: Demonstrated validity/reliabilityIntuitive: Easy to interpret resultsRisk Factors: Likelihood of hiring a poor performer
Let’s look at two examples…
Web Application
Quick Screen-out Tests
In-depth Testing
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Testing & Interviewing
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Testing & Interviewing
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In-Depth Assessments
• Differentiate among top applicants• Approximately one hour in duration• Assess majority of key skills, abilities and
motivations, including cultural fit• Increased accuracy• Documented fairness, consistency and legal
defensibility
Web Application
Quick Screen-out Tests
In-depth Testing
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In-Depth Assessments
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In-Depth Assessments
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Reports for In-Depth Assessments
More competencies measured Footprint analysis Clear hire recommendation with custom
interview questions Developmental recommendations
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Automated Scheduling
Behavioral Interview
Background Review/ Drug and Alcohol Screen
Web-based Application & Prescreening
ApplicantTrackingSystem
Web-based Testing
Recruiting and Sourcing
Each step in the hiring funnel has evaluation content, with pass rates. These should be reviewed for adverse impact and efficiency rates.
Lean Hiring Systems
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Map Hiring Processes
• Map existing hiring processes
• Eliminate bottle necks & unnecessary steps
• Ensure each process is accurate, efficient and legally defensible
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Hiring the Right Team
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Less than 5% makes all the difference
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Q&A
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Please chat us your questions. Below are the areas we covered today.
• Builders, Cutters & Maintainers
• Online Behavioral Interviewing – just do it!
• Uncovering the behavioral DNA of your successful people
• Fine-Tuning your job profiles
• Creating LEAN job profiles for entire company
• Applicant Screening Tools; web app, screen-out tests, in depth testing
• Keeping your hiring process “LEAN” by monitoring pass-rates – removing bottlenecks.
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Connect
Twitter:
@select_intl
Linkedin:
http://www.linkedin.com/company/43018
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Thank you
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