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How and why to recruit the best talent (in the world)?

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In this presentation Geert-Jan Waasdorp, CEO of Intelligence Group, explains the importance of hiring the best talent and likewise the damage done by a bad hire. The focus is on improving recruitment practices by applying data based recruitment techniques.

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How and why to recruit the best talent (in the world)?

  1. 1. “How and why to recruit the best talent (in the world)?” Geert-Jan Waasdorp @waasdorpigi
  2. 2. It takes ‘a vision on talent’ to hire talent
  3. 3. Lessons learned about Talent • What keeps us from sleeping? • Reducing bad hires is magic • Talent is like Messi • It starts with a vision of talent • Meet the talent where it is • Be a happy Calimero • Homer Simpson doesn’t hire talent • Trust data
  4. 4. What keeps us from sleeping? • People resigning • People complaining • People that do not deliver what we expect them to do • Too many people (or too few) • ….
  5. 5. My happiness talent index 0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100% 0 1 2 3 4 5 6 7 8 9 2003 2004 2005 2006 2007 2008 2009 2010 2011 2012 2013 2014 2015 2016 Happiness % talent
  6. 6. Three things convinced me to change my strategy 1) My happiness 2) “Who is the best person in your team” “How would you feel if you could hire another Yvonne”? 3) Quality of hire
  7. 7. A simple calculation 10 hires 2 outperformers +100K 200K 3 bad hires - 25K -75K 5 good performers + 25K 125K Result: 250K Focus on outperformers in recruitment 3 outperformers +100K 300K 3 bad hires - 25K -75K 4 good performers + 25K 100K Result: 325K +30%
  8. 8. Focus on reducing bad hires Reduce 2 bad hires: 2 outperformers +100K 200K 1 bad hire - 25K -25K 7 good performers + 25K 175K Result: 350K +40%
  9. 9. If there is any doubt: don’t do it
  10. 10. So how to recruit the best talent in the world?
  11. 11. In the battle for talent… • ….Google is a winner • ….Goldman Sachs is ‘a winner’ But they fear the most….
  12. 12. I’m little so I can battle for the best talent: • Attention • Looking for skills/talent instead of fulfilling vacancies • Vision • Business impact • Responsibility • Flexibility • Learning curve • Employer impact • Create an experience
  13. 13. Meet the candidates where they are… THEN make it great. The secret is candidate experience
  14. 14. Please stand: if talent is critical for your business?
  15. 15. Reality check….  I applied on my recruitment site last 6 months  Would YOU apply on your own vacancies?  Is your recruitment site mobile?  Is the recruitment process an experience?  Did you spend more than 10 hours last month on hiring talent?  Do you measure Quality of Hire?
  16. 16. This is how the average recruitment & hiring manager looks like….
  17. 17. + = happy boss Recruitment is measured by means of: Source: Scott Weaver
  18. 18. OR Source: Scott Weaver We should measure it by means of:
  19. 19. "The secret of my success is that we have gone to exceptional lengths to hire the best people in the world… boy, does it pay off." “The difference between the average programmer and a great one” … it's at least 25
  20. 20. Why is Google successful?

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