using big data to measure and maximize quality of hire | talent connect anaheim

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title title title title title title title

  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

#TalentConnect

REROUTING

Feedback Process Control Systems

#TalentConnect

Performance-based Hiring

1997 2002 2007

2005 2013 Predictive Analytics Feedback Process Control

#TalentConnect

Performance-based Hiring

1997 2002 2007

2005 2013 Predictive Analytics Feedback Process Control

Surplus vs. Scarcity?

#TalentConnect

 Top Traits of Top 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!

#TalentConnect

Measuring Quality of Hire – 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

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Big Data: Predictive and Control

Pre-Hire Predictors of

QoH

Workforce Planning

Sourcing & Recruiting

Funnel Yield

Role of Hiring Manager and Team

The Process Interview The CX

NPS

A If B C predicts Quality of Hire

A You need to track and control B C


Maximize Quality of Hire & Efficiency Predict Measure Achieve Plan Control ● ● ● ●

#TalentConnect

Predictive Analytics and Feedback 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%


Predict Measure Achieve Plan Control ● ● ● ●

Present/Meet

>90%

#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.

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50–100X

20–30X

10X

Sourcing in the Talent Sweet Spot

Performance Qualified Passive Not Apply

SEQ

Performance Qualified Active Not Apply

Surplus vs. Scarcity?

Candidates per Hire

< 4

#TalentConnect

Sourcing in the Talent 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


#TalentConnect

 Performance Qualified Creating the Career 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

#TalentConnect

Criteria to Engage Criteria 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!

#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

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Predictive Analytics and Process Control

#TalentConnect

Predictive Analytics and Feedback 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%


Predict Measure Achieve Plan Control ● ● ● ●

Present/Meet

>90%

#TalentConnect

…Your work on performance-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

Are you presenting at a breakout session? Make sure your title slide is the right color.

To swap the slide master...

On the View tab, click Normal.

In Normal View, in the thumbnail pane on the left, click the slide that you want to apply a layout to.

On the Home tab, click Layout, and then select the layout that you want.

Keynotes & general sessions

Innovation breakout track

Data & Metrics breakout track

Talent Brand breakout track

Talent Management breakout track

Leadership & Strategy breakout track

Pipeline & Recruitment breakout track

title title title title title title title

  [email protected]   louadlergroup.com/resources/

Q & A

using big data to measure and maximize quality of hire | talent connect anaheim

Recruiting & HR