Ever since Leonardo Da Vinci sent a 'letter of accomplishments' to the Duke of Milan more than 500 years ago, the resume has held a central place in the recruiting process. But we live in a world where experts say "hiring is broken", pointing to the 50/50 hiring success rate overall. Could it be that our reliance on the resume is the main culprit? And is there an alternative? In this lively session, Edwin Jansen leverages his years of research into recruitment and assessment innovation to help us see how the resume is leading us astray and how CharityVillage is doing something about it. To view the full one-hour webinar, including audio, visit: http://charityvillage.com/elearning/webinars/past-webinars/the-end-of-an-era-the-time-has-come-to-demote-the-resume.aspx

1. The End of an Era: The Time Has Come to Demote the Resume
November 27, 2014
Presenter: Edwin Jansen
ejansen@fitzii.com
@EdwinJnsn
CharityVillage Webinar

2. Today’s Agenda
The Problems in Hiring
Predictive Validity of Selection Methods
Challenges & Solutions
Special Announcement!
Remaining Q&A
Ask Questions!
Interactive Polls!

3. Poll
Do you currently use resume screening as the initial step in your screening process?
–Yes
–No

4. “How Can We Connect More People with Meaningful Work?”

5. We Have a Matching Problem

6. What’s Behind the Problem?
Sourcing
Screening
Selection
Shortlisting

7. Meta-Analysis of 19 Selection Methods
The Validity and Utility of Selection Methods in Personnel Psychology: Practical and Theoretical Implications of 85 Years of Research Findings.
John E. Hunter
Frank L. Schmidt

8. Poll
Which of the following do you think have been proven to be the most predictive of future success in a job?
–Structured Interviews
–Psychometric Tests
–Skills & Experience Scoring
–Work Sample Tests

9. Predictive Validity of Selection Methods
Sources:
The Validity and Utility of Selection Methods in Personnel Psychology: Practical and Theoretical Implications of 85 Years of Research Findings. John E. Hunter, Frank L. Schmidt, 1998.
John E. Hunter
Frank L. Schmidt
1.Work Sample Tests (.54)
2.Structured Interviews (.51)
3.General Mental Ability (.51)
4.Peer Ratings (.49)
5.Job Knowledge Tests (.48)
6.Skills & Experience Scoring (.45)
7.Job Tryout (.44)
8.Integrity Tests (.41)
9.Unstructured Interviews (.38)
10.Assessment Centers (.37)
11. Biographical Data (.35)
12. Conscientiousness Tests (.31)
13. Reference Checks (.26)
14. Resume/Job Experience (.18)
15. Resume/Point Method (.11)
16. Resume/Education (.10)
17. Personal Interests (.10)
18. Graphology (.02)
19. Age (-.01)
Correlation Scale
trivial
small
moderate
large
very large
nearly perfect
perfect
0
0.1
0.3
0.5
0.7
0.9
1

10. Conclusion
MULTIPLE
VALID
SELECTION METHODS
John E. Hunter
Frank L. Schmidt

11. Use Multiple Valid Selection Methods
Sources:
The Validity and Utility of Selection Methods in Personnel Psychology: Practical and Theoretical Implications of 85 Years of Research Findings. John E. Hunter, Frank L. Schmidt, 1998.
John E. Hunter
Frank L. Schmidt
Correlation Scale
trivial
small
moderate
large
very large
nearly perfect
perfect
0
0.1
0.3
0.5
0.7
0.9
1
Selection Methods
Validity (r)
Multiple R
Work sample tests
0.54
0.63
Integrity tests
0.41
0.65
Conscientiousness tests
0.31
0.60
Structured interviews
0.51
0.63
Unstructured interviews
0.38
0.55
Job knowledge tests
0.48
0.58
Job tryout procedure
0.44
0.58
Peer ratings
0.49
0.58
Skills & Experience Scoring
0.45
0.58
Predictive Validity for Overall Job Performance of General Mental Ability (GMA) Scores Combined with a Second Predictor Using (Standardized) Multiple Regression

12. Organizations use the resume (.18) the initial screening
9/10

13. Why is Resume Screening So Bad?
Missing Info
Misleading
Manual

14. The 3 Mistakes of Resume Screening
1. All are Missing Key Information
“Yes, I think I have good people skills.
What kind of idiot question is that?”

15. The 3 Mistakes of Resume Screening
2. They Are Misleading
78% misleading
53% falsified
“My resume is not all lies.
My name is correct!”
Source: SHRM, ADP, Accu-Screen, 2012

16. The 3 Mistakes of Resume Screening
3. They are Manual
“Upon further review of your resume,
I’m sorry I wasted my time.”

17. (.18) = Big Chance of ‘False’
True Positive
False Positive False Negative
True Negative
Screening
Job Success
Good
Bad
Good
Bad

18. The Challenge
How can we cost-effectively insert validated methods into the initial screening and shortlisting process?
“How Can We Address Our Matching Problem and Connect More People with Meaningful Work?”

19. Predictive Applicant Tracking System
Validly assess & score unlimited candidates
Takes 30-70% less time than resume screening

23. Fitzii + CharityVillage Launching January

24. Talent Predictor

25. 1. Qualifications
“Actually, the ‘ability to smell fear’ is not one of the qualifications we’re looking for.”
Skills, Experience, Achievements

26. 2. Personality Fit
Validated Science
15 million tests in 30 years
Normative, not ipsative
125 nonprofit job profiles
“According to our personality test you are best suited to retirement.”
Predictive & objective

27. “For me, it’s not just a job, it’s a way of life.”
3. Work Environment Fit
Identify Red Flags for Interviewing

29. Better Shortlist Drives Better Hiring

30. Save Time
Eliminate Resume Spam
No Time on Poor-fits
Screen Top Scoring First

31. “I feel as if I’m more than just a resume.”
“It was actually kinda fun to fill this out.”
“Best application process I have experienced.”
Better Applicant Experience
Rating
Percentage
1%
1%
9%
39%
50%
Total
100%
Please rate your own experience in applying for this job.
The feedback will not be attached to you application, but will be used solely to help refine and improve the application process.
89%

32. “We compared this assessment against our own resume screening and came away with a high degree of confidence in the shortlisting process.”
-Joanne Rousseau, HR Manager
Experiment
Resume vs Predictive Screening
76 applicants
Manual resume screening 1st
Results
Save hours of screening time
Avoid wasted interviews
Found & hired a ‘false negative’

33. Previous Posting
Director, Employer Relations
Formal job ad
Underwhelming applicants
New Posting
Director, Employer Programs
Compelling job ad with program mgmt
50+ applicants, many well qualified
“The assessment really helped us to better screen candidates, and the new job description and title were key to [our hire’s] interest - she saw it the last time we posted and took a pass.”
- Margaret Eaton, Executive Director

34. CharityVillage Mission
To help strengthen the nonprofit sector in Canada
Leverages NFP strengths
Out-recruit the corporations
Better hiring = higher engagement

36. Poll
I anticipate posting a job in December and I may be interested in using an early release of Talent Predictor:
 Yes, please consider me for the early release in December
 No thanks