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

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

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

REROUTING

Feedback Process Control Systems

Performance-based Hiring

1997

2002

2007

2005 2013 Predictive Analytics

Feedback Process Control

Performance-based Hiring

1997

2002

2007

2005 2013 Predictive Analytics

Feedback Process Control

Surplus vs. Scarcity?

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!

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

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 ● ● ● ●

Predictive Analytics and Feedback Process Control


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%



Present/Meet

>90%

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.

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

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


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

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!

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

Predictive Analytics and Process Control

Predictive Analytics and Feedback Process Control


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%



Present/Meet

>90%

…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