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Effective Hiring Selection Process –  4 Point Approach
4 Point Approach to an Effective Hiring Selection Process <ul><li>Applicant Tracking System and Pre-Screening </li></ul><u...
Applicant Tracking System and Pre-Screening Evaluation <ul><li>Recruit faster, reduce errors and streamline process: </li>...
Assessment Testing <ul><li>Increase retention and diminish risk while reducing cost: </li></ul><ul><ul><li>Cost Effective ...
Research Based Behavioral Interview <ul><li>Evaluate candidates through measures that directly correlate to future success...
Example BDI Question and Ranking
Additional Examples <ul><li>Describe a situation in which you were able to use persuasion to successfully convince someone...
Background Verification <ul><li>Effective Policies in place today can save you in the future </li></ul><ul><ul><li>Pre-emp...
Sources <ul><li>Source 1:   Workforce Management Study – Best Practices in Employee Screening  (sponsored by HireRight, In...
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Effective Hiring Selection Process

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Effective Hiring Selection Process

  1. 1. Effective Hiring Selection Process – 4 Point Approach
  2. 2. 4 Point Approach to an Effective Hiring Selection Process <ul><li>Applicant Tracking System and Pre-Screening </li></ul><ul><li>Assessment Testing </li></ul><ul><li>Research Based Behavioral Interview </li></ul><ul><li>Background Verification </li></ul>Why 4 Points: Competition is at an ultimate high combated with a low and savvy Talent Pool, accurately assessing candidates can reduce hiring errors by 60-70% (Source 1).
  3. 3. Applicant Tracking System and Pre-Screening Evaluation <ul><li>Recruit faster, reduce errors and streamline process: </li></ul><ul><ul><li>Applicant Tracking System – a functional ATS can be used to filter out unqualified people through: </li></ul></ul><ul><ul><ul><li>Disqualification Questions </li></ul></ul></ul><ul><ul><ul><li>Basic Criteria Indicators </li></ul></ul></ul><ul><ul><ul><li>Ranking System </li></ul></ul></ul><ul><ul><li>Pre-Screening – by evaluating candidates through a core competency pre-screening technique, only top tiered candidates move through to the next step </li></ul></ul><ul><ul><ul><li>Gauge interest, skills, abilities, and experience </li></ul></ul></ul><ul><ul><ul><li>Evaluate through preliminary Behavioral Descriptive Interview Technique </li></ul></ul></ul><ul><ul><ul><ul><li>Candidates are ranked by consistent response matrix </li></ul></ul></ul></ul><ul><ul><ul><ul><li>Responses and profiles presented to Hiring team for review </li></ul></ul></ul></ul><ul><ul><ul><ul><li>Top candidates proceed to next step </li></ul></ul></ul></ul>Benefits: Improves accuracy, consistency, and efficiency 3-4 times more effective than using traditional formats alone (Sources 1 & 2)
  4. 4. Assessment Testing <ul><li>Increase retention and diminish risk while reducing cost: </li></ul><ul><ul><li>Cost Effective - quality and speed are innate </li></ul></ul><ul><ul><li>Objective, fair, and consistent – reduces risk of unfair treatment </li></ul></ul><ul><ul><li>Convenient – taken anywhere at anytime </li></ul></ul><ul><ul><li>Job-fit assessment scoring directly indicates performance level - High Scoring Insurance Agents sold more than double $189,515 vs. $74,004 (Source 1) </li></ul></ul><ul><ul><li>Drop off rates show lack of candidate commitment while interested candidates have a sense of added commitment once on-boarded (Source 1) </li></ul></ul><ul><ul><li>Companies that do not employ assessment tests, currently state a satisfaction of hires as 1 in 4 (Source 3). Assessment results allow you to evaluate candidates based on company culture criteria (e.g. entrepreneurial spirit) </li></ul></ul>Benefits: “Everything you learn about an employee through the assessment process can be cycled back into retention (Source 3).”
  5. 5. Research Based Behavioral Interview <ul><li>Evaluate candidates through measures that directly correlate to future success and productivity: </li></ul><ul><ul><li>One-on-one unstructured interviews averaged only 19% predictive accuracy </li></ul></ul><ul><ul><li>Structured panel interviews only rose to 35% accuracy </li></ul></ul><ul><ul><li>Research-based behavioral interviews achieved an accuracy of over 80% (Source 4) </li></ul></ul><ul><li>Behavioral Interviews used by Fortune 100 Companies: </li></ul><ul><ul><li>AT&T </li></ul></ul><ul><ul><li>Allstate </li></ul></ul><ul><ul><li>Pepsi Bottling Group </li></ul></ul>Benefits: When Talent and Retention are key to the success of the business hiring right is crucial. These methods are adaptable & transferable
  6. 6. Example BDI Question and Ranking
  7. 7. Additional Examples <ul><li>Describe a situation in which you were able to use persuasion to successfully convince someone to see things your way. </li></ul><ul><li>Give me a specific example of a time when you had to conform to a policy with which you did not agree. </li></ul><ul><li>Tell me about a time when you had to go above and beyond the call of duty in order to get a job done. </li></ul><ul><li>Tell me about a time you were able to successfully deal with another person even when that individual may not have personally liked you (or vice versa). </li></ul><ul><li>Give me an example of a time when you used your fact-finding skills to solve a problem. </li></ul>
  8. 8. Background Verification <ul><li>Effective Policies in place today can save you in the future </li></ul><ul><ul><li>Pre-employment Verification can safeguard a company against future issues inside the workforce: </li></ul></ul><ul><ul><ul><li>Lawsuits </li></ul></ul></ul><ul><ul><ul><li>Theft </li></ul></ul></ul><ul><ul><ul><li>Workplace Violence </li></ul></ul></ul><ul><ul><li>12% of offer accepted candidates are declined based on background results (Source 1): </li></ul></ul><ul><ul><ul><li>5-6% due to criminal </li></ul></ul></ul><ul><ul><ul><li>2-4% due to false employment or education </li></ul></ul></ul><ul><ul><ul><li>1-4% due to motor vehicle records or credit problems </li></ul></ul></ul>Resources: There are varying levels of background checks offered by vendors to fit your individual company needs
  9. 9. Sources <ul><li>Source 1: Workforce Management Study – Best Practices in Employee Screening (sponsored by HireRight, Inc. Taleo. Assess Systems) </li></ul><ul><li>Source 2: The Proper Interview: Behavioral descriptive method three times more reliable by: FIONA McNAIR CALGARY HERALD EDMONTON </li></ul><ul><li>Source 3: Are assessment tests right for you? by: Lisa Nass www.SHRM.com </li></ul><ul><li>Source 4: Interviewing Tips by: Michael C. Cahill Career Guidance Center www.govjobs.net </li></ul><ul><li>Source 5: Selection Assessment Methods: A guide to implementing formal assessments to build a high quality workforce by: Elain Pulakos http:// www.shrm.org/foundation/assessment_methods.pdf </li></ul>

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