Avanade Confidential – Do Not Copy, Forward or Circulate© Copyright 2011 Avanade Inc. All Rights Reserved.
Avanade Confidential – Do Not Copy, Forward or Circulate© Copyright 2011 Avanade Inc. All Rights Reserved.
A 2012 Corporate Executive Board Survey on How effectively does your recruitingorganization measure quality of hire? shows...
I can’t control the outcomes past                                    hire!                         Employee’s get headhunt...
Can‟t find Answers?                      I can’t control the outcomes past                                       hire!    ...
„Boil the Teacup‟ not           the Ocean               by       Finding the key            Anchors!                      ...
Avanade  Data Ahead          Avanade Confidential – Do Not Copy, Forward or Circulate   7          © Copyright 2011 Avanad...
‘Voice of the customer’                          Attrition Data Pointsfeedback: Common themes           Major Theme Compe...
Additional Business ValueCreating a Scenario in our WFP tool, a positive shift in attrition by 4.2% Positively impacts Com...
Build your Stories to the Foundational key Anchors!                        Avanade     “Why was Solomon recognized as     ...
Avanade Quality of Hire (QoH) Mission Statement Creation of a worldwide interview assessment methodology that  consistentl...
Quality of Hire Plan/Framework               Avanade Confidential – Do Not Copy, Forward or Circulate   12               ©...
Avanade QoH Assessment Framework                                                                                          ...
Competency/Behavioral Based Interviewing                                                                                  ...
Traditional Training Approach                                   1. Interviewing 101 Certification                         ...
Embracing Transparency!            Avanade Confidential – Do Not Copy, Forward or Circulate   16            © Copyright 20...
Setting Expectations – Unmanaged Attrition    White Paper StudyWin-Win Selection DecisionsHiring managers are not always c...
Avanade Confidential – Do Not Copy, Forward or Circulate   18© Copyright 2011 Avanade Inc. All Rights Reserved.
Interview/Assessment Scheduling Process                    Avanade Confidential – Do Not Copy, Forward or Circulate   19  ...
Avanade Competency Assessment Interview Guides                       Avanade Confidential – Do Not Copy, Forward or Circul...
Avanade                                                                                                 Diversity Tree    ...
Avanade QoH Metric‟s and KPI‟s                    Measurement will require multiple data                     points going ...
Avanade Quality of Hire (QoH) KPI‟sPerformance QoH Metric =(APR + AE + HMS + ER) / N                                Avanad...
Avanade Quality of Hire (QoH) KPI‟s                        Performance ManagementPerformance QoH Metric =(APR + AE + HMS +...
Avanade Quality of Hire (QoH) KPI‟sPerformance QoH Metric = Performance   Management(APR + AE + HMS + ER) / N             ...
Revised - Avanade Quality of Hire (QoH) KPI‟s   Retention/Attrition   1Performance    2                    Promotions 3   ...
Lesson‟s Learned so far……                                                             Quality of Hire…    Don‟tunderestima...
Thank you Q&A     Avanade Confidential – Do Not Copy, Forward or Circulate   28     © Copyright 2011 Avanade Inc. All Righ...
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A Framework for Improving and Measuring Quality of Hire (Rob McIntosh)

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ERE Recruiting Conference 2013 Presentation by Rob McIntosh

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A Framework for Improving and Measuring Quality of Hire (Rob McIntosh)

  1. 1. Avanade Confidential – Do Not Copy, Forward or Circulate© Copyright 2011 Avanade Inc. All Rights Reserved.
  2. 2. Avanade Confidential – Do Not Copy, Forward or Circulate© Copyright 2011 Avanade Inc. All Rights Reserved.
  3. 3. A 2012 Corporate Executive Board Survey on How effectively does your recruitingorganization measure quality of hire? shows more than 86%don‟t measure or doit very well. A recent HCI Study found 77% of survey respondents cited Quality of Hire as the most „important‟ metric to their jobs and function, and yet only 34% subsequently said they had „access to reliable data‟ needed to form this metric.A Staffing.org Impress the CEO Survey of C-Level executives rated new hire quality as the #1 most important HRperformance metric out of 20 possible metrics. It was rated 9.6/10 According to the 2012 survey, Inc. 500 CEOs feel that the difficulty of finding good employees hinders growth more than anything else. They gave “finding talented workers” a severity rating of 3.31 out of 5 (66%), putting it ahead of other obstacles like “keeping up with demand” and “domestic competition.”CareerXroads FY12 Quality of Hire survey of Recruiting Leaders 75.6% do not or minimally track Quality of Hire. Out of the Companies that do only 16.1% used test scores during the interview and assessment process. Avanade Confidential – Do Not Copy, Forward or Circulate © Copyright 2011 Avanade Inc. All Rights Reserved. 3
  4. 4. I can’t control the outcomes past hire! Employee’s get headhunted away…. Poor onboarding experience…. Poor employee performance….Can‟t find Answers Employee’s get reassigned…. Bad career manager…. Not a cultural fit… Boring work…. Etc….. Avanade Confidential – Do Not Copy, Forward or Circulate © Copyright 2011 Avanade Inc. All Rights Reserved.
  5. 5. Can‟t find Answers? I can’t control the outcomes past hire! Feels like trying to ‘Boil the Ocean’ Employee’s get headhunted away…. Poor onboarding experience…. Poor employee performance…. Employee’s get reassigned…. Bad career manager…. Not a cultural fit… Avanade Confidential – Do Not Copy, Forward or Circulate © Copyright 2011 Avanade Inc. All Rights Reserved. Boring work….
  6. 6. „Boil the Teacup‟ not the Ocean by Finding the key Anchors! +Avanade Confidential – Do Not Copy, Forward or Circulate© Copyright 2011 Avanade Inc. All Rights Reserved.
  7. 7. Avanade Data Ahead Avanade Confidential – Do Not Copy, Forward or Circulate 7 © Copyright 2011 Avanade Inc. All Rights Reserved.
  8. 8. ‘Voice of the customer’ Attrition Data Pointsfeedback: Common themes Major Theme Competency AssessmentChallenges“We do a pretty good job ofassessing a candidates Technicalcapability but we are challenged atConsistently evaluating the candidates softer skills” Quality vs. Quantity Scalability and Capability Proactive vs. ReactiveRecruiting Avanade Confidential – Do Not Copy, Forward or Circulate 8 © Copyright 2011 Avanade Inc. All Rights Reserved.
  9. 9. Additional Business ValueCreating a Scenario in our WFP tool, a positive shift in attrition by 4.2% Positively impacts Company Revenue by 3.2% (40million)) Modeled Forecasting Avanade Confidential – Do Not Copy, Forward or Circulate 9 © Copyright 2011 Avanade Inc. All Rights Reserved.
  10. 10. Build your Stories to the Foundational key Anchors! Avanade “Why was Solomon recognized as the wisest man in the world? Because he knew more stories (proverbs) than anyone else. Scratch the surface in a typical boardroom and we’re all just cavemen with briefcases, hungry for a wise most powerful weapon stories.”“Stories are the singleperson to tell us in a leader’sarsenal.” —Alan Kay, Vice President at Walt—Howard Gardner, Harvard University Disney Avanade Confidential – Do Not Copy, Forward or Circulate 10 © Copyright 2011 Avanade Inc. All Rights Reserved.
  11. 11. Avanade Quality of Hire (QoH) Mission Statement Creation of a worldwide interview assessment methodology that consistently measures a candidate‟s Avanade competencies,behaviors, technical capability and cultural fit, against each of our workforces. The result is Improved new hire Performance and helps Reduce Attrition in the first 12 month‟s of employment. = Avanade Confidential – Do Not Copy, Forward or Circulate 11 © Copyright 2011 Avanade Inc. All Rights Reserved.
  12. 12. Quality of Hire Plan/Framework Avanade Confidential – Do Not Copy, Forward or Circulate 12 © Copyright 2011 Avanade Inc. All Rights Reserved.
  13. 13. Avanade QoH Assessment Framework QuantityBusiness Intake & Sourcing Strategy Discussion Job Application Quality Pre-Screening Questions Recruiter Pre-Screen (Competency + Functional) Business Competency Assessments (1st) Business Technical & Functional Assessment (2nd) Candidate Online Assessment (Psychometric Test Pilot VP+ only) Final In-person interviews Better Fit Lower Attrition Higher Performer Quality Avanade Confidential – Do Not Copy, Forward or Circulate 13 © Copyright 2011 Avanade Inc. All Rights Reserved.
  14. 14. Competency/Behavioral Based Interviewing I don‟t have time Pro’s Con’s Very labour intensive to do correctly.Structured interviews such as competency-based interviewing have been found to be Time to document the question more than twice as effective than + unstructured interviews at predicting a Time to document the answer candidate‟s performance within a given + role. Can take forever to collect the proper[source: CBI-Smart.com] feedback Avanade Confidential – Do Not Copy, Forward or Circulate 14 © Copyright 2011 Avanade Inc. All Rights Reserved.
  15. 15. Traditional Training Approach 1. Interviewing 101 Certification 2. Diversity and Inclusion (Module) . 3. Experienced Advanced Interviewers(Module) 45minute Online self serve Role play videos on good and bad assessment techniques Anchors Competency/Behavioral Based Interviewing to our own company competency based framework All interviews must complete and pass test certification Avanade Confidential – Do Not Copy, Forward or Circulate 15 © Copyright 2011 Avanade Inc. All Rights Reserved.
  16. 16. Embracing Transparency! Avanade Confidential – Do Not Copy, Forward or Circulate 16 © Copyright 2011 Avanade Inc. All Rights Reserved.
  17. 17. Setting Expectations – Unmanaged Attrition White Paper StudyWin-Win Selection DecisionsHiring managers are not always completely forthcoming with candidates. In fact, more than30% of hiring managers admit they were less than accurate when describing day-to-dayjob experiences to candidates.New hires confirm these inaccuracies, with almost 40% of new hires reporting that theyreceived less-than accurate information about the job when they were applying.In addition, new hires who are not confident that they made the right decision are 22% lessengaged and 46% less likely to stay with the organization than their peers who feel theymade the right call. Avanade Confidential – Do Not Copy, Forward or Circulate 17 © Copyright 2011 Avanade Inc. All Rights Reserved.
  18. 18. Avanade Confidential – Do Not Copy, Forward or Circulate 18© Copyright 2011 Avanade Inc. All Rights Reserved.
  19. 19. Interview/Assessment Scheduling Process Avanade Confidential – Do Not Copy, Forward or Circulate 19 © Copyright 2011 Avanade Inc. All Rights Reserved.
  20. 20. Avanade Competency Assessment Interview Guides Avanade Confidential – Do Not Copy, Forward or Circulate 20 © Copyright 2011 Avanade Inc. All Rights Reserved.
  21. 21. Avanade Diversity Tree broadening understanding visually Race Age Size D&I Phase 1 - QoH Sex Ethnicity  % Targets = Total Hires by Disability Avanade and workforce are Women Gender Expression  50% of Director+ Interview slates contain Women and include a Avanade female interviewer. First Language Income and Class Level Gender Identity Thinking Style Geographic Location Educational Achievement Family StatusWork Style Work Experience Military Status Avanade Confidential – Do Not Copy, Forward or Circulate Religion © Copyright 2011 Avanade Inc. All Rights Reserved. Communication Style Organizational Role and Level Sexual Orientation
  22. 22. Avanade QoH Metric‟s and KPI‟s Measurement will require multiple data points going forward to help inform directional improvement in QoH.. Performance QoH Metric = (APR + AE + HMS + ER) / N  APR = Avg. Performance Rating for new employees in first 12 months  AE = Employee Performance as a % of Achieves Expectations of performance in first year.  HMS = Annual Hiring Manager Survey Q:“Overall quality of New Joiners”  ER = % of Employee Retention first 12 months of employment.  N = Number of indicators used. Example total Avanade QoH Metric: APR= 68% + AE= 94% + HMS= 80% + ER= 90% / N = 4 QoH = 83% Avanade Confidential – Do Not Copy, Forward or Circulate 22 © Copyright 2011 Avanade Inc. All Rights Reserved.
  23. 23. Avanade Quality of Hire (QoH) KPI‟sPerformance QoH Metric =(APR + AE + HMS + ER) / N Avanade Confidential – Do Not Copy, Forward or Circulate 23 © Copyright 2011 Avanade Inc. All Rights Reserved.
  24. 24. Avanade Quality of Hire (QoH) KPI‟s Performance ManagementPerformance QoH Metric =(APR + AE + HMS + ER) / N New Hires Data Compression & Perception Highest = 83% Lowest = 62% Avanade Confidential – Do Not Copy, Forward or Circulate 24 © Copyright 2011 Avanade Inc. All Rights Reserved.
  25. 25. Avanade Quality of Hire (QoH) KPI‟sPerformance QoH Metric = Performance Management(APR + AE + HMS + ER) / N New Hires Data Compression & Perception Highest = 83% Lowest = 62% Avanade Confidential – Do Not Copy, Forward or Circulate 25 © Copyright 2011 Avanade Inc. All Rights Reserved.
  26. 26. Revised - Avanade Quality of Hire (QoH) KPI‟s Retention/Attrition 1Performance 2 Promotions 3 Business Satisfaction 4 Avanade Confidential – Do Not Copy, Forward or Circulate 26 © Copyright 2011 Avanade Inc. All Rights Reserved.
  27. 27. Lesson‟s Learned so far…… Quality of Hire… Don‟tunderestimate Don‟t Overthe amount of engineer the change solution. Make itmanagement Easy to required! communicate, understand and …It takes time apply! to successfully measure (See Cheese). QoH progress Avanade Confidential – Do Not Copy, Forward or Circulate 27 © Copyright 2011 Avanade Inc. All Rights Reserved.
  28. 28. Thank you Q&A Avanade Confidential – Do Not Copy, Forward or Circulate 28 © Copyright 2011 Avanade Inc. All Rights Reserved.
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