Your Company's Recruitment Secret
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Your Company's Recruitment Secret

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  • 1. My BIO/Profile 2. What I am covering - case studies, causes for turnover costs, research, predictive hiring, McQuaig System, measurement factors, result examples. 3. Open the trial for the next 5 days for you and nominated colleagues.
  • Every good business leader knows - Successful companies don’t become successful on their own. Partners, suppliers and they engage with business intelligence that makes them better - that’s where CC comes in. So why would you listen to me? Who am I to be worthy of your valuable time?
  • First why are we looking at this? Because hiring failures cost. What do I mean by true hiring costs? It's not just the recruiters fee or the hard cold costs, but I have seen many employers unwittingly set an individual up for a hiring failure and absolutely crush that person for many years. Inextricably changing their path. I have coached many. Case Study - Innogence to give example of exactly how a typical hiring failure impacted an organisation down to the dollars.
  • Background: IT Professional Services - 80 staff Hired 'HR Manager' to be a Sales Operations Mgr as well (+plus a bit of legal) - first mistake. Trying to fit 3 animals in one. After 13 months the appointment failed. Cost them $153,000 + plus a legal battle. There are various causes that attribute to this particular turnover case.
  • They found 12 key causes of turnover across the surveyed companies.
  • of the 12 more than half are in the control of the employer. Go through each of the ‘can controls’
  • When it boils down to the critical point at which turnover germinates is at the hiring stage of the ‘HR lifecycle’. Management - hiring or promoting individuals who are not behaviourally pre-disposed for management or leadership. They are just not cut out for it. Unrealised expectations - management unwittingly create a role that has diametrically opposed behavioural traits that no-one person can be or sustain over a long period of time. Both manager and incumbents expectations are unrealised. Personal - personal traits and temperament can be aligned for success. Job Characteristics - the ability to match job characteristics with an individuals character and traits make for a better and more productive outcome rather than disillusionment and disappointment, then the employee leaves. How can we strengthen our hiring approach? - Predictive Hiring...
  • What is predictive hiring? This predictive scale developed by Hunter & Hunter, Thacker & Cantaneo determined the most effective selection methods to accurately predict future behaviour. Most employers only focus on a basic employment interview (unstructured and conversational), on skills & experience & education and then at best a vague reference check. On the scale this is just over .53 on the scale Whereas the use of predictive tools such as the McQuaig System and a structured behavioural interview approach has a significantly increased ability to more accurately predict successful outcomes, therefore decreasing the turnover causes and factors. This is where The McQuaig System comes in….
  • 1. Strengthens outcomes - as just discussed. Also a) strengthens teams with better mix of complimentary behaviours e.g, selling style report - build powerful sales teams. e.g, Coach Air client story of Sales Director - not closing sales. Doing a lot of activity, taking junior sales team with him to ‘train’ but wasn’t showing them how to close effectively. Did the Self Development Survey and found that he wasn’t a strong closer. 2. All stakeholders with a direct relationship with the role, have input and not just the manager, avoiding halo effect and copy cat hiring. i.e, creating a team just like the manager. e.g, CEO was hiring same role types - same as him very dominant and independent. Due to these types he found it very difficult to manage them as they were all competing against each other and wanting to do things their own way. 3. Many managers take the same interview questions for all roles when many are not as specific or relevant. Worse they borrow interview questions or down load them from the internet. 4. Selling Style report provides critical insight into how your sales candidates operate on the job in key sales competence areas. Presentation, prospecting and closing. So what is the process you will be taking? There are three key steps…...
  • Step One - Used in conjunction with job descriptions and other internal supporting documentation the Job Analysis helps you start to piece together the key job requirements and behaviours within your teams. We find that many organisations do have job descriptions to draw on, so this is an optional step. Step Two...Develop a Job Profile...
  • Q: What is a Job Profile? A: The McQuaig Job Profile is a comprehensive breakdown of the key behavioural and temperament factors that enable an individual in becoming successful and achieving the key result areas or key performance indicatiors. ** Note: a candidates CV will tell you what they can do (experience & skills) and an interview will tell you how willing they are (in the moment of either inspiration or desperation) but their behvaiours and temperament will tell you how effective they will be at taking their experience + skills + willingness and translate that into results over a long period of time. So what does the COMBINED STAKEHOLDERS REPORT PRODUCE OR LOOK LIKE (NEXT SLIDE)...
  • Job Survey also produces interview questions (next slide example report)
  • Interview candidates with tailored and streamlined questions to compliment your skills based questions, and create a short list. Step three: survey shortlisted candidates.
  • **Note: some clients survey all candidates for first round and then send matched candidates through to second round interviews with the candidate specific questions.
  • Step Four: JOB MATCH CANDIDATES - CANDIDATES PROFILE IS MATCHED AGAINST YOUR CUSTOMISED JOB PROFILE. THE RESULTS ARE CLEAR. RESULTS CAN BE OBTAINED IN AS LITTLE AS ONE HOUR. DEPENDING ON WHEN THE CANDIDATE COMPLETES THE SURVEY. HOW DOES IT MATCH CANDIDATES WITH JOB PROFILE? SHOW GRAPHS (NEXT SLIDE)
  • DESCRIBE STRECHING & HOLDING BACK DESCRIBE GREY BARS RESULTS INSTANTLY REVEAL IF A CANDIDATE IS MANAGEMENT MATERIAL OR NOT. RESULTS INDICATE IF THE INDIVIDUAL IS CONSISTENT OR NOT STORY OF CANDIDATE WHO HAD MOVED FROM REGIONAL TO MELBOURNE - COULD TELL FROM REAL SIDE. WHAT ARE THE FACTORS MEASURING? (NEXT SLIDE)
  • HOW DOES THE WORD SURVEY INDICATE IF THEY ARE A MATCH OR NOT (NEXT SLIDE - JOB FIT REPORT)
  • THIS IS YOUR TOOL FOR WEEDING OUT THE MEDIOCRE OR THE JUST ‘OK’ HIRE. OFTEN MANAGEMENT WILL SETTLE FOR ‘THEY WILL DO’ BECAUSE THEY ARE PRESSURED TO GET ON WITH IT. MCQUAIG HELPS YOU DETERMINE IF YOUR ‘OK’ HIRE HAS POTENTIAL TO BE DEVELOPED INTO A STRONG PLAYER (AND HOW YOU NEED TO DO THIS) OR IF THEY WILL ALWAYS BE SHORT OF THE POTENTIAL YOU REALLY NEED TO CREATE STRONG RESULTS IN YOUR TEAMS. CLIENT WHO GOT SERIOUS ABOUT NOT OPERATING AT 60% OR 85% WITH CANDIDATE QUALITY AND MADE A $112 MILLION DOLLAR DIFFERENCE TO THEIR BUSINESS (LESS THAN 150 STAFF) SEE TESTIMONIAL IN PACK. WHY YOU CANT AFFORD NOT TO ADOPT MCQUAIG (NEXT SLIDE)
  • THIS IS YOUR TOOL FOR WEEDING OUT THE MEDIOCRE OR THE JUST ‘OK’ HIRE. OFTEN MANAGEMENT WILL SETTLE FOR ‘THEY WILL DO’ BECAUSE THEY ARE PRESSURED TO GET ON WITH IT. MCQUAIG HELPS YOU DETERMINE IF YOUR ‘OK’ HIRE HAS POTENTIAL TO BE DEVELOPED INTO A STRONG PLAYER (AND HOW YOU NEED TO DO THIS) OR IF THEY WILL ALWAYS BE SHORT OF THE POTENTIAL YOU REALLY NEED TO CREATE STRONG RESULTS IN YOUR TEAMS. CLIENT WHO GOT SERIOUS ABOUT NOT OPERATING AT 60% OR 85% WITH CANDIDATE QUALITY AND MADE A $112 MILLION DOLLAR DIFFERENCE TO THEIR BUSINESS (LESS THAN 150 STAFF) SEE TESTIMONIAL IN PACK. WHY YOU CANT AFFORD NOT TO ADOPT MCQUAIG (NEXT SLIDE)
  • SOME MACRO STATISTICS WHEN YOU TAKE THE TIME TO GET CLEAR ON WHAT A SMALL DEGREE OF DIFFERENCE WOULD MAKE TO YOUR BOTTOM LINE IT IS A NO-BRAINER.
  • IF YOU DON’T KNOW WHAT POOR HIRING OR EVEN JUST ‘OK’ HIRING IS COSTING YOU IT IS TIME TAKE A LOOK.
  • HAD THEY ADOPTED MCQUAIG THEY WOULD HAVE DETERMINED BEFORE THEY HIRED THAT THEY WERE TRYING TO FIT A SQUARE PEG INTO A ROUND HOLE. IT WOULDN’T HAVE COST THEM $153K PLUS BUT .003% OF THAT. SO WHAT TO DO NEXT?…(NEXT SLIDE)
  • ARE YOU HIRING? ABOUT TO HIRE? NEED TO SOON? WHAT POSITION WOULD YOU LIKE TO TRIAL THE MCQUAIG JOB SURVEY ON? WHAT KEY ROLES HAVE A DIRECT RELATIONSHIP WITH THIS? WE CAN DO UP TO THREE FOR THE TRIAL. DO YOU HAVE ANY OTHERS?
  • ARE YOU HIRING? ABOUT TO HIRE? NEED TO SOON? WHAT POSITION WOULD YOU LIKE TO TRIAL THE MCQUAIG JOB SURVEY ON? WHAT KEY ROLES HAVE A DIRECT RELATIONSHIP WITH THIS? WE CAN DO UP TO THREE FOR THE TRIAL. DO YOU HAVE ANY OTHERS?

Your Company's Recruitment Secret Your Company's Recruitment Secret Presentation Transcript

  • Would you like to win a private Casino party for your company?...ask how at book@corporatecanary.com.au book@corporatecanary.com.au book@corporatecanary.com.au Anne-Marie Orrock Corporate Canary HR Consulting FOR YOUR FREE TRIAL OF THE MCQUAIG SYSTEM CALL +61 1300 552 372 email: amorrock@corporatecanary.com.au 247 Pacific Highway, Crows Nest, NSW 2065 blog/rant: www.annemarieorrock.com www.corporatecanary.com.au Value: $5,000
  • Anne-Marie Orrock Corporate Canary HR Consulting www.corporatecanary.com.au
  • Anne-Marie Orrock Corporate Canary HR Consulting Helps successful companies become elite companies by developing the sophistication of their human resources strategy... Australia, New Zealand, USA, UK, Dubai, Malaysia, Singapore, Hong Kong, India Professional Services - Banking & Finance, ICT, Insurance, Retail & Consumer Products Education Engineering & Manufacture Health Care & Medical Transport & Logistics Hospitality 18 years experience HR Strategy: Deutsche Bank, OMX NASDAQ, ANZ, PeopleSoft, Symantec, NZI Insurance, Citrix Systems, Ella Bache, Moran Health, Sigma Coach Air Speaker/Presenter: Australian Industrial Relations Summit Annual Human Capital HR Directors Summit CeBIT Australia Sydney Business Month Published Author/ Contributing Author Media Commentator
  • Cost of Hiring Failure • Do you know your turnover rate? www.corporatecanary.com.au • 84% companies don’t know their true turnover costs • Do you know what turnover has cost in the last 12-24 months?
  • Case Study: In - House Costing In-house Costs HR Manager Total Rem (sal + bens + burden) $140,400 Salary $120,000 Direct On Costs % 17% Direct On Costs $ $20,400 Other related costs Training $4,000 Facilities $4,260 Staff Amenities $995 Admin $1,500 Other $4,500 Total Costs $155,655 Related Turnover Costs Fill In Calc 10,800www.corporatecanary.com.au IT Services provider - hired an HR Manager on $120k salary and engagement failed after 13 months
  • Causes ofTurnover • Insync Australia study of 11,000 employees on turnover from 2010 - 2013 found that Australian companies can influence and control up to 80% of their turnover. www.corporatecanary.com.au
  • Causes ofTurnover Economy Company Culture Company Performance Demographics Unrealised Expectations Job Characteristics Personal Management Individual Performance Workplace Injury TechnologyCompetition www.corporatecanary.com.au
  • Causes ofTurnover Economy Company Culture Company Performance Demographics Unrealised Expectations Job Characteristics Personal Management Individual Performance Workplace InjuryTechnology Competition Can’t Control Can Control www.corporatecanary.com.au
  • Causes ofTurnover Company Culture Company Performance Unrealised Expectations Job Characteristics Personal Management Individual Performance Workplace Injury Can Control Poor Hiring Approach www.corporatecanary.com.au
  • Predictive Hiring What is Predictive Hiring? using an effective combination of predictive measurements that increase the ability to accurately indicate future performance. www.corporatecanary.com.au Table 1: Predictive Scale Of Selection Methods Graphology (handwriting analysis) 0.01 Typical Employment Interview 0.15 Years Experience/Education 0.19 Reference Checks 0.22 Personality Tests 0.39 Structured Behavioural Interview 0.40 Ability Tests 0.52 the ability to predict future performances increases substantially with structured methods of selection. Source: Hunter & Hunter, 1984, Schmitt, 1984, Thacker & Cattaneo, 1987, Smith, 1988.
  • Mc Quaig System Minimises and Eliminates These Causes By: Strengthening Your Recruitment & Selection Outcomes Clear alignment & agreement of the critical criteria for incumbent success across all stakeholders Providing aligned interview questions to gain essential information before hiring Providing vital information to help avoid hiring the wrong people that lead to causes of turnover. www.corporatecanary.com.au
  • Mc Quaig System Step One: Define Role (optional) Job Analysis Complete a brief questionnaire of job requirements to help focus on main job role components and behaviours www.corporatecanary.com.au
  • Mc Quaig System™ Step One: Define Role (optional) Step Two: Develop Combined Job Profile Internal stakeholders complete Job Survey to determine the essential job behaviours and attributes to create a customised Job Profile for the open role. Job Survey® Job Analysis Complete a brief questionnaire of job requirements to help focus on main job role components and behaviours McQuaig Job Survey creates Interview Question Report based on desired factors. www.corporatecanary.com.au
  • Mc Quaig System™ www.corporatecanary.com.au
  • Mc Quaig System™ www.corporatecanary.com.au
  • Mc Quaig System™ Step One: Define Role (optional) Step Two: Develop Combined Job Profile Internal stakeholders complete Job Survey to determine the essential job behaviours and attributes to create a customised Job Profile for the open role. Job Survey® Step Three: Short listed or final candidate completes Word Survey. Profile Shortlist Word Survey® Job Analysis Complete a brief questionnaire of job requirements to help focus on main job role components and behaviours McQuaig Job Survey creates Interview Question Report based on desired factors. McQuaig Word Survey creates customised Interview Question Report based on gaps between Job Survey and candidate profile. Interview Candidates www.corporatecanary.com.au
  • Mc Quaig System™ Step One: Define Role (optional) Step Two: Develop Combined Job Profile Internal stakeholders complete Job Survey to determine the essential job behaviours and attributes to create a customised Job Profile for the open role. Job Survey® Step Three: Short listed or final candidate completes Word Survey. Step Four: Profile Shortlist Determine Candidates Job Match Result = = - Job Survey Word Survey Word Survey® High Risk! Strong Match Step Five: Hire Best Candidate! Use customised Reference Check Question Report to strengthen successful placement. Job Analysis Complete a brief questionnaire of job requirements to help focus on main job role components and behaviours McQuaig Job Survey creates Interview Question Report based on desired factors. McQuaig Word Survey creates customised Interview Question Report based on gaps between Job Survey and candidate profile. Interview Candidates Candidate A Candidate B CEO Sales Dir. Marketing Mgr. Peer Candidate A Candidate B www.corporatecanary.com.au
  • Mc Quaig System™ Job Fit Report Preferred Candidate Balanced/non-commit Is... Very... Extremely...
  • Mc Quaig System™ Dominant Sociable Relaxed Compliant •Competitive •Goal striving •Risk taker •Will to win/take charge •Focus on big picture issues •Seeks challenge & recognition •Decisive •Wants responsibility for decisions •Focus - big picture conceptualiser Extreme: Aggressive •Outgoing & sympathetic •Emotional •Interacts easily with others •More oriented towards working with people than with methods & ideas •Friendly •Needs to be liked •Sociable •Expressive •Persuasive •Good motivator & delegator Extreme: May oversocialise •Easy going patient & steady, calm, even paced. •Prefers a stable predictable work environment as opposed to constant pressure and deadlines •Good with routine •Reliable •Relaxed •Excels in a paced environment •Does not like change Extreme: Slow to respond in emergencies •Conscientious •Co-operative •Detail-oriented & thorough •Likes to work within a well defined structure •Seeks direction •Prefers to ‘do’ than to delegate •Follows company rules and directions •Goes with team majority Extreme: Perfectionist Accepting Analytical Driving Independent •Accommodating •Careful & deliberate •Likes to specialise •Cautious in dealing with difficult issues •Avoids friction with others •Accepting •Easily influenced •Likes routine •Likes detail •Avoids responsibility for work of others •Baulks at unusual or difficult concepts outside area of expertise. •Factual •Reserved and unemotional •Work oriented & logical •Deals with facts •Leans more toward logic than emotions •Not always diplomatic •Makes logical & practical decisions •Reserved and unemotional •Analytical •Can be direct and insensitive to others •May be critical, negative & suspicious •Restless/ Energetic •Sense of urgency •Impatient •Prefers a varied and active work environment rather than routine and status quo •Driving •Likes variety •Takes Action •Pushes self and others for results •Persistent •Strong-minded •Determined •Likes freedom of action •Dislikes working within a restrictive structure •Prefers to be self directed •Decisive (with High D) •Welcomes responsibility & authority •Takes charge & shows initiative •Prefers to be self directed www.corporatecanary.com.au
  • Mc Quaig System™ Job Fit Report Preferred Candidate www.corporatecanary.com.au
  • Mc Quaig System™ Selling Style Report www.corporatecanary.com.au ✔ ✘
  • 16 Cool WaysYOU Can Use McQuaig... ✔ Hiring New Staff Remote Hiring Inexperienced/green managers Promoting Existing Staff Creating New Positions Defining Role Behaviours Help Recruiters Shortlist Better Candidates Developing & Motivating Staff Developing Key Leaders Assessing Non-Performing Employees Strengthening Team Cohesion Support Tool for Coaching Programs Creating Powerful Sales TeamsRe-deployment Exercises✔ ✔ ✔ ✔ ✔✔ Optimise Job Postings & Advertising Succession Planning
  • • There are 11.5 million people employed in Australia earning $638 billion per year.When you consider that around 2 million Australians are likely to leave their jobs in the next 12 months, staff turnover costs this country around $83 billion every year. A reduction in turnover of just 5% (i.e. from 18% to 13%) could save the Australian economy $23 billion each year • What would a reduction in turnover of just 5% save your company? www.corporatecanary.com.au Why Your Company Can’t Afford Not To….
  • • An average staff turnover rate of 18% costs organisations with 100 employees around $1 million every year. This assumes an average annual salary of $75,000 and a conservative turnover cost per employee of 75% of annual salary www.corporatecanary.com.au • Over 73% of managers are not formally trained in interviewing, hiring and sound selection techniques, costing companies 8 x more than the avg. market cost of a relevant course per manager. • Employees salary & turnover is the biggest cost for most employers operating expenses. It is too expensive to leave it to inexperienced or junior managers to make a hiring mistake. • It’s too long (and costly) to wait for the probation period to realise you’ve made a hiring mistake. • It’s a crushing, awkward and costly experience to promote the wrong person. • It’s a waste of your time to interview candidates the recruitment agency sends that are not even close to what you are looking for. Why Your Company Can’t Afford Not To….
  • • It’s a waste of your money & time to post job advertisements that are not using the right language to attract the right behaviours and personalities - or repel those that don’t have them. • You get more out of your people when you know exactly what makes them tick. • You are wasting time and loosing valuable information using interview questions that are not aligned to what you need to know. • You can turn some non-performers around, if you know why they are not performing. • You can’t afford to loose any more sales …. Why The Works Can’t Afford Not To….
  • In - House Costing In-house Costs HR Manager Total Rem (sal + bens + burden) $140,400 Salary $120,000 Direct On Costs % 17% Direct On Costs $ $20,400 Other related costs Training $4,000 Facilities $4,260 Staff Amenities $995 Admin $1,500 Other $4,500 Total Costs $155,655 Related Turnover Costs Fill In Calc 10,800 OR 0.003% of this cost to get it right with The McQuaig System in less than 1 hour*?? Why Your Company Can’t Afford Not To…. www.corporatecanary.com.au
  • 5 Reasons To Invest InYour Recruitment Strategy …and make you feel chuffed! ✔ ✔ ✔ ✔ ✔ You will boost retention & reduce turnover costs and problems, saving tens or hundreds of thousands $$$ You will get the right person, in the right job, every time & increase company performance. You will get better quality candidates & reduce time to fill positions. You will be doing it better than your competition - or they will do it better than you. It is a win/win for everyone - you, the employee, the team, the company. Happy cows, more milk!
  • What Do Others Say? www.corporatecanary.com.au “We were absolutely delighted with the results provided by The McQuaig System™. Anne-Marie Orrock at Corporate Canary offered us a complimentary trial when we were seeking to strengthen our Executive Team. Poor decisions in the past had left us jaded, but The McQuaig Word Survey results provided us with a strong ‘compass bearing’, and a sense of security we had the right person this time. It was the right decision. Turnover reduced and significant cost savings were made with Richard now leading the division. Catherine Cahill - Chief HR Executive “The one thing that candidates are rarely good at, is seeing or understanding themselves as others do. The McQuaig System™ lets you see inside, like an x-ray, on the behavioural structure of an individual that others experience. Candidates themselves won’t necessarily realise or admit that about themselves”. Bill Knightly - Managing Partner “It’s definitely been an asset to us. I don’t make hiring decisions until I’ve seen The McQuaig Word Survey® results. It plays an important role in the entire hiring decision process. We just can’t afford to get it wrong.” Laurie McNall - Project Manager, Allied International “The McQuaig System™ helps support or challenge the risk of our ‘gut instincts’ on whether we are making the right decision”. Maria Graham, Dept. Lotteries & Gaming. ‘I am constantly amazed at the wealth of information The McQuaig System™ has provided us over the years…’ Executive, National Bank Financial, USA
  • • Choose a position to trial • Choose stakeholders and inform them (guide provided) • send email to book@corporatecanary.com.au to BOOK TRIAL! • Trial open 5 days • FREE19 page Job Survey Report & Interview Guide for your position. • Interview candidates! What Next? www.corporatecanary.com.au
  • Would you like to win a private Casino party for your company?...ask how at book@corporatecanary.com.au book@corporatecanary.com.au book@corporatecanary.com.au Anne-Marie Orrock Corporate Canary HR Consulting FOR YOUR FREE TRIAL OF THE MCQUAIG SYSTEM CALL +61 1300 552 372 email: amorrock@corporatecanary.com.au 247 Pacific Highway, Crows Nest, NSW 2065 blog/rant: www.annemarieorrock.com www.corporatecanary.com.au Value: $5,000