About Affintus
Affintus delivers a scientific approach to human capital management. Using Affintus’ predictive solution businesses identify candidates who are the best fit for the position and the organization’s culture. Companies using the Affintus methodology achieve great hiring, which translates into higher productivity, lower turnover, faster time to hire and lower costs of hiring.
2. Optimizing Human Capital
Streamline decision making
Enhance productivity through people
Match job and company to people
Better people data, better business
results
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3. Agenda
Hiring success results
Resume challenge
Science and hiring
Three small changes
Measures + value
4. Hiring Results
48% of new hires fail to meet performance
targets within 18 months
19% will become high performers
4 in 10 promotions underperform or fail
5. FACT FEW NEW HIRES BECOME HIGH
PERFORMERS
19%
Everyone Else
High Performers
81%
6. FACT
48% OF NEW HIRES FAIL TO MEET
TARGETS WITHIN
18 MONTHS
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7. FACT MANY RESUMES CONTAIN
ERRONEOUS INFORMATION
44%
accurate
inaccurate
56%
8. Challenges
Finding the right candidate takes too long.
Employers settle for “good enough”.
Hiring = HR + managers.
Job seekers are unhappy, too.
10. Resumes
Information is self reported.
…and hard to verify.
Error rate is high – up to 50%
Experience ≠ Success
https://www.smartrecruiters.com/news/survey-shows-hiring-is-broken-smartrecruiters-releases-new-hiring-platform-for-the-social-enterprise/
11. DECISIONS BASED ON INTERVIEWS HAVE ABOUT THE
FACT SAME SUCCESS RATE AS FLIPPING A COIN
Validity Source of candidate information
1.0
0.9
0.8
0.7 Cognitive Ability + Behavioral / Personality .67
Cognitive Ability + Structured Interview .63
0.6 Cognitive Ability + Work Sample .60
Work Sample Tests .54
0.5 Cognitive tests .51
Structured Interviews .51
Job Knowledge .48
0.4
Personality Test .40
0.3
References .26
0.2 Unstructured Interviews .18
Years of Job Experience .18
0.1 Years of Education .10
Interests .10
Schmidt, Frank L. and Hunter, John E. 1998. The validity and utility of selection methods in personnel psychology: Practical and theoretical implications of 85 years of research findings.
Psychological Bulletin 12: 262-274. Cited in: Robertson, I. T. Smith, Mike. 2001. Personnel selection. Journal of Occupational & Organizational Psychology 74(4): 441-472.
12. Better (and Faster) Hiring in 3 Steps
Reduce reliance on the resume
Analyze your top performers
Structure the interview
13. Resume
Figure out what is important in the job.
Collect just the information you want and
need.
Remember: the resume is self-reported
information.
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14. Analyze Your Top Performers
Use a valid assessment to identify key
success characteristics.
Focus on strengths of high performers.
15. Structure the Interview
Use behavioral interview questions.
Rate each answer using a scale.
Train interviewers to take notes.
Remember the limits of an interview.
17. Time to Hire
Formula TF = RR – OD Time to acceptance
TS = RR – SD Time to start
TF = Time until offer acceptance
TS = Time until new hire starts work
RR = Date requisition received
OD = Date offer accepted
SD = Date new hire starts
18. Productive Workforce
Formula PW = HC – (%pNH)
PW = Productive Workforce
HC = Head Count
%pNH = New Hire Productivity Estimate