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The Art of HiringSmart<br /> Talent Management in Turbulent Times<br />www.HiringSmart.ca<br />

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Asleep<br />Alive<br />Awake<br />71% of employees are either indifferent to their work or actively disengaged!<br />3 Types of Employees:<br />Engaged (alive) – 29%<br />Not-Engaged (awake) – 56%<br />Disengaged (asleep) – 15%<br />Source: Gallup Organization 2006 Research<br />

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Why Do They Leave?<br />The ten most frequently mentioned issues that employees say companies do poorly are: <br />Lack of career growth <br />Poor management<br />Poor communication<br />Pay: paid under-market<br />Lack of recognition<br />Poor senior leadership<br />Lack of training<br />Excessive workload<br />Lack of tools and resources<br />Lack of teamwork<br />Key misperception:<br />Employers who think their people leave for more money: 89%<br />Employees who actually do leave for more money: 12%<br /> <br />Source: Saratoga Institute, Disengagement Study<br />

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Relationships are Broken<br />85% of employees leave their job due to conflicts in the supervisor-employee relationship.<br />Executives spend a minimum of one month per year dealing with personality conflicts<br />Source: Robert Half International<br />

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We have a Dismal Record<br /> Only 14% of the workforce is in a role that draws from their strengths most of the time<br />

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94% of senior HR Professionals surveyed assert that their current workforce is unprepared to deliver on company goals and meet business challenges <br />We have a Dismal Record<br />

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Lack of depth is crippling Organizations<br />75%-85% of workers (under 35) expect to be employed by a new company within 12 months<br />1/3 of all people under 35 are in their first year of employment with their employer<br />

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Remember 2008’s Number 1 Issue?<br />In North America we are going to have more jobs than we will have people to fill them.<br />

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Environmental Scan<br />The Lines Are Crossing: A Growing Shortage of Workers<br />Expected Labor Force and Labor Force Demand<br />Millions of People<br />9<br />Source: Employment Policy Foundation analysis and projections of Census/BLS and BEA data.<br />9<br />

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Three BoldIdeas For 2010<br />If the fit’s not right...nothing else matters<br />Measure what Matters<br />The Birds of a Feather theory is alive and well<br />

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Our First BoldIdea:<br />1. If the fit’s not right...nothing else matters<br />

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Fit with Company<br />Talent Management: Measuring what Matters<br />Fit with the Job<br />Fit with Manager<br />Fit with the Team<br />Trailing Indicator<br />Trailing Indicator<br />Leading Indicators<br />Turnover<br />Waste<br />Profit<br />Yield<br />Sales<br />Cost<br />ENGAGEMENT<br />Customer <br />Satisfaction<br />EBITDA<br />Earnings<br />ROI<br />Productivity<br />Headcount<br />

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A Different View of Performance<br />Poor <br />Producers<br />Bottom 16%<br />Superior <br />Producers<br />Top 16%<br />Average <br />Producers<br />Middle 68%<br />

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Why does this matter?<br />Unskilled / Semi-skilled<br /><ul><li>‘Average’ workers output = 19% more than ‘Non-producers’

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‘Superior’ workers output = 19% more than ‘Average’

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‘Superior’ workers output = 38% more than ‘Non-producers’</li></ul>Skilled<br /><ul><li>‘Average’ workers output = 32% more than ‘Non-producers’

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‘Superior’ workers output = 32% more than ‘Average’

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‘Superior’ workers output = 64% more than ‘Non-producers’</li></ul>Management / Professional<br /><ul><li>‘Average’ workers output = 48% more than ‘Non-producers’

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‘Superior’ workers output = 48% more than ‘Average’

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‘Superior’ workers output = 96% more than ‘Non-producers’</li></ul>Source: “The validity and utility of selection methods in personnel psychology: <br />Practical and theoretical implications of 85 years of research findings” <br />Psychological Bulletin, Sept 1998, Vol. 124, No. 2, pp 262-274. <br />

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Applying the lesson to Talent Acquisition<br />HiringSmart Approach<br />Conventional Approach vs<br />Assess<br />Interview<br />Screen<br />Sort<br />Database feeds analytics that fuel a knowledge chain reaction<br />

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Working from Fit changes everything…<br />Placing your hiring process online <br />and basing your systems on data <br />about the four key aspects of fit changes<br />How you Interview<br />How you Assess Candidates, and<br />How you manage your Talent<br />…it even changes the things that make you twitch!<br />

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Our Second BoldIdea:<br />2. Measure what Matters<br />

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Where to Begin?<br />Gather the right data<br />Learn as you go<br />Make the necessary adjustments<br />Engage the Knowledge Chain Reaction<br />

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Measuring what Matters<br />In looking at any range of performance, what could explain why you have some “top performers” and some “marginal performers”?<br />The main variables of performance relate to fit (remember Engagement and ROI)<br />

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Measuring what Matters<br />Understanding distortion is critical<br />Must measure what matters<br />Highlight differences between top performers and others<br />Must allow easy contrasting of individual to role/others<br />No such thing as pass/fail<br />Toolbox must cover all four aspects of fit<br />

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Changing how you Interview<br />For your part, interviewing for fit means learning some new tricks<br />Written and oral – different pathways, different information<br />Tertiary interview questions<br />Understanding the Big Three factors that distinguish top performers from the rest<br />How they learn<br />How they accept responsibility<br />How they use their sense of humour<br />

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Profile XT<br />Window to who the person is… ‘core’ aspects of hardwiring that do not change appreciably over time <br />It is a Normative tool<br />Suitable from pre-hire through termination<br />Covers Fit with Job, Manager and Team<br />Full suite of reports<br />Placement<br />Coaching<br />Career Planning/Succession Planning<br />

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PXT Job Summary Graph<br /><ul><li>One-page graphical summary of candidate vs. position

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All critical information

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For experienced users

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Useful in multi-candidate reviews

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Quick overview of current staff</li></li></ul><li>Aspects of Culture Fit<br />Step One Survey:<br /><ul><li>Prehire tool only

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Measures attitudes towards Integrity, Reliability, Work Ethic and Substance Abuse

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Generates scores and personalized interview guide

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Helps you understand who you are attracting and keeping</li></li></ul><li>Aspects of Culture Fit<br />Customer Service Profile:<br /><ul><li>Checks alignment in current culture and in new hires

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Measures attitudes towards key aspects of customer service philosophies

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Five different industry-specific versions

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Generates training plan for each individual and for the organization</li></li></ul><li>Our Final BoldIdea:<br />3. The Birds of a Feather theory is alive and well<br />

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Communication Tools Have Changed<br />

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Generation Gaps at Work <br />

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Web Presence is Crucial!<br />If they can’t find <br />you online…<br />They won’t find<br />You.<br />

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Everyone is Do’in It!<br />50% of Canadians<br />Average of 140 “friends”<br />Business/professional<br />2x / 3 months<br />73% of all Canadians over 18 <br />91% - Income over $95,000<br />47% - Income under $24,000<br />

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You have to Give to Get<br />When you build your employment brand in Social Networks and online communities, you <br />Reach people you’ve never met before<br />Expand the reach of your brand<br />Become part of the conversation<br />

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Whom are you Reaching?<br /><ul><li>Active– Those actively seeking new opportunities?

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Passive– The minority who are fully engaged?

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Poised– The majority who are moderately disengagedbutnot looking?</li></li></ul><li>Why Target the Poised?<br /><ul><li>Typically better performers

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Typically more loyal

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Typically have better relationships at work</li></ul>… but they typically don’t read the job ads or have a current résumé.<br />

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Changing how you Interview<br />Beliefs<br />Results<br />Attitudes<br />Behaviors<br />

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What Matters Most… is not found in any Résumé<br />Attitudes drive the behaviours…<br />Towards types of work<br />Towards types of supervision<br />Towards types of customers<br />Towards Reliability<br />Towards Work Ethic<br />Towards Integrity<br />… until you truly know your people, you will never know your edge.<br />

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Thank You!<br />For further information, or to receive a copy of this presentation, please contact us <br />HiringSmart<br />(800) 513-7277<br />info@HiringSmart.ca<br />