ABC's of Talent Selection
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The document discusses talent selection tools from Chequed and Take the Interview. It describes ChequedFit, a pre-hire behavioral assessment tool that measures traits and determines job fit. It also outlines Take the Interview's video interviewing platform that allows screening candidates quickly and collaboratively. The document then summarizes ChequedReference, a streamlined reference checking process completed in under two minutes. It concludes by inviting the readers to contact presenters George Ehinger from Chequed and Ty Abernathy from Take the Interview.
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ABC's of Talent Selection
- 1. The ABC’s of Talent Selection January 23, 2013 George Ehinger, VP of Marketing, 518-633-5540 george@chequed.com Ty Abernethy, COO, 404-421-9971 ty@taketheinterview.com
- 2. Today’s Presenters George Ehinger Ty Abernathy VP, Marketing VP of Operations Chequed.com Take the Interview Oversees Chequed.com’s HR Thought Previous: Founder, ZuzuHire. Leadership Content Library Executive Recruiter at Chase Staffing Previous: Ziff-Davis, Scholastic, Verizon George Ehinger, VP of Marketing, 518-633-5540 george@chequed.com Ty Abernethy, COO, 404-421-9971 ty@taketheinterview.com
- 3. What is Chequed.com? HR workflow software elegantly helps you hire the wrong person. Chequed.com makes talent selection fast, easy and predictive. Workflow Content Necessary but Low Value Not a Decision Tool vs. High Value Key Decision Tools Commodity Purchase Clear ROI George Ehinger, VP of Marketing, 518-633-5540 george@chequed.com Ty Abernethy, COO, 404-421-9971 ty@taketheinterview.com
- 4. Performance is the Key Metric The goal of talent selection is to acquire performance. George Ehinger, VP of Marketing, 518-633-5540 george@chequed.com Ty Abernethy, COO, 404-421-9971 ty@taketheinterview.com
- 5. The ABC’s of Talent Selection George Ehinger, VP of Marketing, 518-633-5540 george@chequed.com Ty Abernethy, COO, 404-421-9971 ty@taketheinterview.com
- 6. ChequedFit™ : Pre-Hire Behavioral Assessment • Behaviorally based personality test to determine fit a to a position • 92 questions measures 10 distinct traits • 8-10 minutes to complete • 1-5 Cheque scoring for easy stack ranking • Simple, easy to interpret, reporting • Answers the question: Can they do the job? George Ehinger, VP of Marketing, 518-633-5540 george@chequed.com Ty Abernethy, COO, 404-421-9971 ty@taketheinterview.com
- 7. Simple Intuitive Reporting George Ehinger, VP of Marketing, 518-633-5540 george@chequed.com Ty Abernethy, COO, 404-421-9971 ty@taketheinterview.com
- 8. Executive Summary Requires No Interpretation. George Ehinger, VP of Marketing, 518-633-5540 george@chequed.com Ty Abernethy, COO, 404-421-9971 ty@taketheinterview.com
- 9. Interview Questions Drive Consistency, Relevance & Insight George Ehinger, VP of Marketing, 518-633-5540 george@chequed.com Ty Abernethy, COO, 404-421-9971 ty@taketheinterview.com
- 10. There is a more efficient way than Traditional Phone Interviews Time consuming Inefficient Less effective George Ehinger, VP of Marketing, 518-633-5540 george@chequed.com Ty Abernethy, COO, 404-421-9971 ty@taketheinterview.com Ty Abernethy, COO, 404-421-9971 ty@taketheinterview.com
- 11. Your Video Interviewing process with Take the Interview • Cut time-to-hire by 75% or more • Decrease your cost per hire by 45% • Screen candidates in 3-5 minutes • Easily collaborate with hiring managers for feedback • Rank, rate, and evaluate candidates • Answers the question: Do they have the intangible skills to do the job? George Ehinger, VP of Marketing, 518-633-5540 george@chequed.com Ty Abernethy, COO, 404-421-9971 ty@taketheinterview.com
- 12. Evaluate Candidates Back-to-Back, At Your Convenience George Ehinger, VP of Marketing, 518-633-5540 george@chequed.com Ty Abernethy, COO, 404-421-9971 ty@taketheinterview.com
- 13. Easily View A Candidate’s Video Response George Ehinger, VP of Marketing, 518-633-5540 george@chequed.com Ty Abernethy, COO, 404-421-9971 ty@taketheinterview.com
- 14. Engage Candidates with Your Online Brand George Ehinger, VP of Marketing, 518-633-5540 george@chequed.com Ty Abernethy, COO, 404-421-9971 ty@taketheinterview.com
- 15. Ask Candidates Your Most Important Questions George Ehinger, VP of Marketing, 518-633-5540 george@chequed.com Ty Abernethy, COO, 404-421-9971 ty@taketheinterview.com
- 16. Tell Candidate Your Story George Ehinger, VP of Marketing, 518-633-5540 george@chequed.com Ty Abernethy, COO, 404-421-9971 ty@taketheinterview.com
- 17. Reference Checking is an Old-Fashioned Process Out Dated Inefficient Cultural Relic George Ehinger, VP of Marketing, 518-633-5540 george@chequed.com Ty Abernethy, COO, 404-421-9971 ty@taketheinterview.com
- 18. Your reference checking process with ChequedReference™… George Ehinger, VP of Marketing, 518-633-5540 george@chequed.com Ty Abernethy, COO, 404-421-9971 ty@taketheinterview.com
- 19. Three Steps in Under Two Minutes George Ehinger, VP of Marketing, 518-633-5540 george@chequed.com Ty Abernethy, COO, 404-421-9971 ty@taketheinterview.com
- 20. Competency Based, Easy to Interpret George Ehinger, VP of Marketing, 518-633-5540 george@chequed.com Ty Abernethy, COO, 404-421-9971 ty@taketheinterview.com
- 21. Detailed Analysis Offers Greater Insight George Ehinger, VP of Marketing, 518-633-5540 george@chequed.com Ty Abernethy, COO, 404-421-9971 ty@taketheinterview.com
- 22. Feedback from YourCustom Questions George Ehinger, VP of Marketing, 518-633-5540 george@chequed.com Ty Abernethy, COO, 404-421-9971 ty@taketheinterview.com
- 23. Rehire Scoring Provides Relevant Insight George Ehinger, VP of Marketing, 518-633-5540 george@chequed.com Ty Abernethy, COO, 404-421-9971 ty@taketheinterview.com
- 24. Coaching Suggestions Help Onboarding Process George Ehinger, VP of Marketing, 518-633-5540 george@chequed.com Ty Abernethy, COO, 404-421-9971 ty@taketheinterview.com
- 25. Detailed Reference Information Adds Leverage George Ehinger, VP of Marketing, 518-633-5540 george@chequed.com Ty Abernethy, COO, 404-421-9971 ty@taketheinterview.com
- 26. Identify Hard to Find Candidates and Expand Your Talent Pipeline George Ehinger, VP of Marketing, 518-633-5540 george@chequed.com Ty Abernethy, COO, 404-421-9971 ty@taketheinterview.com
- 27. Get in touch George Ehinger George@chequed.com 518-633-5540 Ty Abernathy ty@taketheinterview.com 404-421-9971 George Ehinger, VP of Marketing, 518-633-5540 george@chequed.com Ty Abernethy, COO, 404-421-9971 ty@taketheinterview.com
Editor's Notes
- Hi and Welcome to today’s webinar, The ABC’s of Talent Selection brought to you by Chequed.com and Take the Interview. A few ground rules before we get started. First, everyone but the presenters are on mute so no matter how loud you yell we won’t be able to hear you. If you do need to communicate with us there is a chat panel in your goto webinar viewer. Please send us questions & comments we’ll do our best to get to everyone. The most common question is usually will the slides be available. The answer is yes but only if you stay til the end. Just kidding. We’ll distribute the slides to everyone after the webinar. 3rd is timing. We are shooting for 45 minutes of highly enlightening commentary followed by 15 minutes or so of Q&A. No matter what we’ll wrap by 3pm eastern.
- My Name is George Ehinger, I am the VP of marketing here at Chequed.com. In addition to the more mundane tasks of branding, advertising and keeping the website going I oversee our Thought Leadership content library which includes a vast array of white papers, articles tv episodes and blog posts. I come to theHR Tech space and Chequed in particular from a variety of very large , very progressive hiring organizations where I held executive leadership positions in the sales, marketing and operations. Ty.... Some of you may be wondering what brings Chequed and TTI together on this webinar. It’s pretty simple—We’re both of like minds that technology and automation can go a long way in improving the hiring process for all parties. To that end both our companies have automated old fashioned practices and in the process made them far more valuable than ever before. Last, our offerings are perfectly complementary. Our theme today is the ABC’s of talent selection. What you will see is Chequed has offerings that cover the A and C while take the interview covers the critical interview process—The B in our analogy. So ontoour presentation.
- At Chequed.com we believe that a lot of innovation and automation has been rolled out over the past 10 or 20 years that unquestionably made hiring workflow easier. But it seems that a lot of people were led into the false sense that easier automatically meant better and in fact it didn’t. Today large hiring organizations can process many times the applicant flow than they used to but there is still way too high a tendency for that process to select the wrong person. Don’t get me wrong. The workflow is critical and its not going away. But at Chequed our focus is on content. The meat of the process that helps you hire the best. Because hiring the best is the only path to long term business success. We provide high value tools that add data to the hiring process and deliver a clear and measurable ROI.
- All hiring should be focused on acquiring performance. Performance means the individual is the right fit for the job and the culture. Far too many organizations have built a process around tactical objectives like mitigating risk, reducing turnover or shortening time to hire. A process that focuses on acquiring performance— --attracting, hiring and retaining the BEST people for the job will inherently improve the tactical metrics that so many companies are using as false positives in the short term.
- So now to the real ABC’s of Talent Selection. It’s a 3 step process all designed around answering the 3 most important questions that should precede and employment offer. Can the applicant to the job? Will they do the job? Have they performed successfully in the past? To get to these answers as efficienctly all recruitment operates in a funnel that continually filters the applicants down to a single best choice. In our talent selection funnel step one—The “A” is a behavioral assessment. This step quickly weeds out low potential clients allowing you to focus your efforts on those candidates with greater likelihood of success. It helps you move people from the applicant stage to the candidate stage of the process. It also can identify areas of concern to help improve step 2—the interview. I’ll show you that in a second. Step “B” is the interview. Later Ty is going to show you how automation and video are really revolutionizing this step in the process. It is a critical step that for years has been fraught with subjectivity and bias. As the interview process proceeds that list of candidates is whittled down to a list of finalists. Any of which can and will do the job. Step “C” is reference checking. Simply put you cannot hire the best without checking past performance. Past performance is the single best indicator of future success. With automated reference checking it can also be one of the easiest steps. Now lets take a deeper look at each of these steps.
- ChequedFit is a cloud based pre-hire behavioral assessment that quickly and accurately determines an applicants fit to a positin. ChequedFit measures each applicant based on 10 different personality traits. Each trait is weighted based how much of that trait is needed to be successful in the specific role. That weighting is the benchmark against which applicant is scored. We don’t have time today to go into detail on Chequed.com’s benchmarking process but know that it has been developed in partnership with the IO psychology department at the State University of NY at Albany and we work closely with clients to ensure a benchmarking process that meets the individual needs of the client. The assessment takes a few minutes to complete and generates a 1-5 cheque score for each applicant. Hiring managers establish a threshold—usually 3.5 or 4 cheques and above to determine which applicants should move to the candidate phase for further consideration. Candidates below this threshold are really unlikely to be top performers. It’s better to focus your process on those people with a behavioral makeup that favors success.
- Once the assessment is complete a report is immediately generated.The report provides a breakdown of scoring by each trait. You can see on the left the 10 traits that are measured, a numerical representation in the center (from 1-5) and a description of the score on the right. With this detail you are starting to get information that helps the interview process and the overall selection process. Also note in the top right the report is easy to share, print or save.
- There are several other features to the report including an executive summary that provides a straightforward interpretation of the data. No need for training or additional analysis. Its automatic. Really powerful science delivered as simply as possible.
- And as a set up to the next step in the process ChequedFit provides interview questions. These are structured and job relevant to ensure the highest level of effectiveness at each step of the selection process. With that I am going to turn it over to Ty who will take you through a new way to interview.
- The landscape of HR and specifically talent acquisition is changing. The traditional definition of employee selection has focused mainly around mitigating risk … avoiding bad hires. The problem is, while this is one part of the picture, it is a small part and neglects the real driver of any business … performance.Talent selection has to be about building the performance of the company, one hire at a time.TRANSITION:Heres the issue though … identifying potentially bad hires is easier than predicting the performance of a great hire.
- The landscape of HR and specifically talent acquisition is changing. The traditional definition of employee selection has focused mainly around mitigating risk … avoiding bad hires. The problem is, while this is one part of the picture, it is a small part and neglects the real driver of any business … performance.Talent selection has to be about building the performance of the company, one hire at a time.TRANSITION:Heres the issue though … identifying potentially bad hires is easier than predicting the performance of a great hire.
- KEY VALUE POINTS ---1.) Underlying behavioral science drives predictive capability and quality of hire which leads to business results2.) No interpretation required for the hiring manager … easy to use and understandAs we start to take a look at the ChequedReference report, lets get a quick level set of what’s occurred to this point. The hiring manager or HR has invited a candidate simply by inputting first name, last name and email address or the ATS did this automatically through a simple integration. The candidate invited their references through an email template built into the system. The minimum number of references, which can be set per position by the client, have completed and the report has generated instantly.Let’s take just a minute to review the basis of scoring for this report as this is a critical differentiator of ChequedReference.We score a candidate on a 1-5 Chequeprotocal. Five cheques represents the highest potential and one is the lowest. These cheques are given based on the answers provided by the references to a series of structured, behavioral science based questions. You saw an example of these when we were looking at the reference provider interface. These questions fit within a series of competencies that are the core predictors of success in a given position. Each competency has a specific weight and scoring range that is ideal for fit to the job. When combined this set of competencies, weights and scoring ranges represent the benchmark or profile. While this can all sound sciency and complicated, its actually very easy. ChequedReference comes pre-loaded with hundreds of pre-built and pre-validated benchmarks for just about any conceivable job. So, to set up a new position, you would simply select the most relevant job description and the benchmark will load automatically. Of course, our services team can always help you modify or even custom build benchmarks if desired.DOES THIS MAKE SENSE? DO YOU HAVE ANY QUESTIONS ABOUT THE BENCHMARK?
- KEY VALUE POINTS ---1.) Underlying behavioral science drives predictive capability and quality of hire which leads to business results2.) No interpretation required for the hiring manager … easy to use and understandAs we start to take a look at the ChequedReference report, lets get a quick level set of what’s occurred to this point. The hiring manager or HR has invited a candidate simply by inputting first name, last name and email address or the ATS did this automatically through a simple integration. The candidate invited their references through an email template built into the system. The minimum number of references, which can be set per position by the client, have completed and the report has generated instantly.Let’s take just a minute to review the basis of scoring for this report as this is a critical differentiator of ChequedReference.We score a candidate on a 1-5 Chequeprotocal. Five cheques represents the highest potential and one is the lowest. These cheques are given based on the answers provided by the references to a series of structured, behavioral science based questions. You saw an example of these when we were looking at the reference provider interface. These questions fit within a series of competencies that are the core predictors of success in a given position. Each competency has a specific weight and scoring range that is ideal for fit to the job. When combined this set of competencies, weights and scoring ranges represent the benchmark or profile. While this can all sound sciency and complicated, its actually very easy. ChequedReference comes pre-loaded with hundreds of pre-built and pre-validated benchmarks for just about any conceivable job. So, to set up a new position, you would simply select the most relevant job description and the benchmark will load automatically. Of course, our services team can always help you modify or even custom build benchmarks if desired.DOES THIS MAKE SENSE? DO YOU HAVE ANY QUESTIONS ABOUT THE BENCHMARK?
- KEY VALUE POINTS ---1.) Underlying behavioral science drives predictive capability and quality of hire which leads to business results2.) No interpretation required for the hiring manager … easy to use and understandAs we start to take a look at the ChequedReference report, lets get a quick level set of what’s occurred to this point. The hiring manager or HR has invited a candidate simply by inputting first name, last name and email address or the ATS did this automatically through a simple integration. The candidate invited their references through an email template built into the system. The minimum number of references, which can be set per position by the client, have completed and the report has generated instantly.Let’s take just a minute to review the basis of scoring for this report as this is a critical differentiator of ChequedReference.We score a candidate on a 1-5 Chequeprotocal. Five cheques represents the highest potential and one is the lowest. These cheques are given based on the answers provided by the references to a series of structured, behavioral science based questions. You saw an example of these when we were looking at the reference provider interface. These questions fit within a series of competencies that are the core predictors of success in a given position. Each competency has a specific weight and scoring range that is ideal for fit to the job. When combined this set of competencies, weights and scoring ranges represent the benchmark or profile. While this can all sound sciency and complicated, its actually very easy. ChequedReference comes pre-loaded with hundreds of pre-built and pre-validated benchmarks for just about any conceivable job. So, to set up a new position, you would simply select the most relevant job description and the benchmark will load automatically. Of course, our services team can always help you modify or even custom build benchmarks if desired.DOES THIS MAKE SENSE? DO YOU HAVE ANY QUESTIONS ABOUT THE BENCHMARK?
- KEY VALUE POINTS ---1.) Underlying behavioral science drives predictive capability and quality of hire which leads to business results2.) No interpretation required for the hiring manager … easy to use and understandAs we start to take a look at the ChequedReference report, lets get a quick level set of what’s occurred to this point. The hiring manager or HR has invited a candidate simply by inputting first name, last name and email address or the ATS did this automatically through a simple integration. The candidate invited their references through an email template built into the system. The minimum number of references, which can be set per position by the client, have completed and the report has generated instantly.Let’s take just a minute to review the basis of scoring for this report as this is a critical differentiator of ChequedReference.We score a candidate on a 1-5 Chequeprotocal. Five cheques represents the highest potential and one is the lowest. These cheques are given based on the answers provided by the references to a series of structured, behavioral science based questions. You saw an example of these when we were looking at the reference provider interface. These questions fit within a series of competencies that are the core predictors of success in a given position. Each competency has a specific weight and scoring range that is ideal for fit to the job. When combined this set of competencies, weights and scoring ranges represent the benchmark or profile. While this can all sound sciency and complicated, its actually very easy. ChequedReference comes pre-loaded with hundreds of pre-built and pre-validated benchmarks for just about any conceivable job. So, to set up a new position, you would simply select the most relevant job description and the benchmark will load automatically. Of course, our services team can always help you modify or even custom build benchmarks if desired.DOES THIS MAKE SENSE? DO YOU HAVE ANY QUESTIONS ABOUT THE BENCHMARK?
- KEY VALUE POINTS ---1.) Underlying behavioral science drives predictive capability and quality of hire which leads to business results2.) No interpretation required for the hiring manager … easy to use and understandAs we start to take a look at the ChequedReference report, lets get a quick level set of what’s occurred to this point. The hiring manager or HR has invited a candidate simply by inputting first name, last name and email address or the ATS did this automatically through a simple integration. The candidate invited their references through an email template built into the system. The minimum number of references, which can be set per position by the client, have completed and the report has generated instantly.Let’s take just a minute to review the basis of scoring for this report as this is a critical differentiator of ChequedReference.We score a candidate on a 1-5 Chequeprotocal. Five cheques represents the highest potential and one is the lowest. These cheques are given based on the answers provided by the references to a series of structured, behavioral science based questions. You saw an example of these when we were looking at the reference provider interface. These questions fit within a series of competencies that are the core predictors of success in a given position. Each competency has a specific weight and scoring range that is ideal for fit to the job. When combined this set of competencies, weights and scoring ranges represent the benchmark or profile. While this can all sound sciency and complicated, its actually very easy. ChequedReference comes pre-loaded with hundreds of pre-built and pre-validated benchmarks for just about any conceivable job. So, to set up a new position, you would simply select the most relevant job description and the benchmark will load automatically. Of course, our services team can always help you modify or even custom build benchmarks if desired.DOES THIS MAKE SENSE? DO YOU HAVE ANY QUESTIONS ABOUT THE BENCHMARK?
- At the beginning of the presentation I mentioned Reference Checking as a critical component of good hiring. If I’m not mistaken I think I heard an audible groan at the mere mention. Let’s face it traditional Reference Checking is a joke. It’s an old fashioned, time consuming process that rarely garners any actionable information. But just like Take the Interview has reinvented the interview process Chequed.com has reinvented reference checking.
- In terms of workflow, ChequedReference couldn’t be easier…The company invites the candidate by email to begin the reference checking process. The candidate completes a simple registration and adds a group of references, ideally aminimum of 5.Reference providers then receive an automated email from the candidate, enter the system and complete a very brief (typically under 3 minute) predictive reference check.Once the 3rd reference has completed, the company is alerted by email that the report is ready to be viewed.The net result is typically an 80% reference completion rate with a 90% company time savings—all with only 2 minutes of effort from the hiring manager. But most importantly, with a huge amount of INCREMENTAL PREDICTABILITY.
- Just like Chequedfit, ChequedReference scores a candidate on a 1-5 Chequeprotocal. Five cheques represents the highest potential and one is the lowest. The difference of course is that these scores are based on the structured, job relevant questions developed by our team of behavioral scientist and answered by the reference providers. The reference providers are the single most valuable point of input to the hiring decision because they are the only ones that have observed your finalist in the work environment. . The reports provide detailed scoring against a series of competencies that are the core predictors of success in a given position. Each competency has a specific weight and scoring range that is ideal for fit to the job. When combined this set of competencies, weights and scoring ranges represent the benchmark or profile for the position.
- ChequedReference provides an amazing amount of incremental insight into a candidates likelihood to succeed in your organization. This slide is showing the specific scoring the candidate recieved from each reference. The 3 blue triangles represent the score for that trait for each of 3 references. Of course, references arent actually asked to place a candidate on each range, but answer a set of structured assessment type questions that relate to these traits.Its important to note that the triangles can’t be traced back to a specific reference provider. Reference providers are guaranteed anonymity which greatly increases completion rates and reference candor. The orange triangle is configuration option which asks a candidate to complete the same reference assessment as the references completed. Many clients find this comparative information very helpful in understanding how a candidate views their own fit to the job and company.TRANSITION ---If you don’t want to go to this level of depth of analysis, you don’t have to. Our Executive Summary rolls it all up into a quick narrative
- The ChequedReference scoring I just showed you is based on scientifically validated questions measured against a benchmark but we know that are many questions you may also want to ask of reference providers. CR allows you to add an unlimited number of your own questions to the reference assessment. These questions may be more skill related or just information that you or your hiring managers find critical.This screen shows the references with confidentiality turned on. If this option were disabled, you would see the reference names associated with their answers.TRANSITION ---In addition to writing your own custom questions, there is information that we know all hiring managers or HR want to have about a candidate. Whether a past employer would rehire them ranks at the top of that list.
- Our Hire/Rehire Score is an easy way to see if past colleagues would want to work with this person again. The references are asked if they would rehire this person. They answer on a range from Definitely Not to Definitely or select N/A. They are also prompted to provide open ended comments as to why or why not. The system then rolls this up into a hire/rehire score.
- The coaching selections tab provides insight into how the candidate will be in the work place and starts to send the groundwork for onboarding. No candidate is perfect so we try to arm your hiring managers with information that not only helps them select the best person but also get them up and running as quick as possible
- The reference info and comments section provides some background on the completed references and any open-ended comments left by either the reference or the candidate about that reference.I mentioned that ChequedReference delivers three things to the reference checking process, 1.) Automation, 2.) Prediction and 3.) LeverageWhile this screen is fairly self-explanatory, its important to point out that you are actually getting your first glimpse into the third component, leverage. When we say leverage, we mean that the data being collected within the system has power. Both analytical power but also recruiting power. Its not surprise that one of the top sources of talent reported by top recruiters are references. References can be an excellent source for your talent pipeline if you can compile and harness the data. In this view we give a simple means to connect directly to these references through our LinkedIn integration.
- And this information gets even more powerful when compiled into a searchable database called ChequedSourcing. You can conduct a simple search within the system based on geography, job category or just about any other factor. Results populate immediately and are integrated into LinkedIn or downloadable onto Excel or into any ATS or CRMThe Sourcing tab takes the demographic and employment information provided by both the candidate and reference and compiles it into an indexed and searchable format that enables your recruiters or hiring managers to identify passive candidates for any given position.This database grows exponentially with your recruiting efforts. The simple math works like this: 3 finalists for 100 openings each providing 5 references. Suddenly, while 100 jobs you’ve also identified 1,500 potential candidates with industry relevant experience and a connection to your recruiting brand.
- So that’s the ABC’s of talent selection. Thanks so much for your time today. Our contact info is on the screen but we’ve got time to take some questions.