Great organizations are made of great talent. It starts with finding the right people for the right jobs. Companies must find the right skills and attract the very best top talent to stay competitive and grow in today’s fast-paced business environment. But getting that talent isn’t easy, and getting the right talent for your organization is even more difficult. Predicting performance is the key to success in any organization. So how do you predict fit, engagement and performance to hire like your very best? The landscape for talent acquisition looks dramatically different today, yet most organizations rely on conventional skills and practices. Conventional methods yield conventional results. It’s no secret that technology has changed the way we communicate, think and interact. And it’s now beginning to change how we attract, engage and acquire talent as well. Are you prepared for this new shift? Join us to learn more in this interactive session as we: Explore the latest thinking and address some of the key themes affecting your hiring strategies from the beginning of the employee lifecycle. Share best practices and case study examples on how to take the guesswork out of employee retention and the drive in workforce analytics to make better talent decisions. Review the effective use of assessments, associated data and the impact of technology.

1. #CLOwebinar
The presentation will begin at the top of the hour.
A dial in number will not be provided.
Listen to today’s webinar using your computer’s
speakers or headphones.
Predictive Hiring: Are You Still Playing
Guess Who?

2. #CLOwebinar
Speakers: Tiffany M. Greene-Shortridge, Ph.D.
Assessment & Leadership Regional Sales Leader
IBM
Dilip Boury
Senior Talent Consultant, Business Psychologist
IBM
Roberto Blanda
Head of Global Talent Acquisition
British American Tobacco
Ravin Ramji
Manager of Talent & Organizational Effectivenes
British American Tobacco
Moderator: Sarah Sipek
Associate Editor
Chief Learning Officer magazine
Predictive Hiring: Are You Still Playing Guess
Who?

3. #CLOwebinar
Tools You Can Use
Audio Control
– A dial in number will not be provided.
– Adjust the volume by sliding the
indicator in the Media Player box to the
left.
– Also check your computer’s volume for
external speakers or headsets.

4. #CLOwebinar
Tools You Can Use
Question & Answer
– Type in your question in the “Q&A”
box to the left.
– These queries are visible by the
presenter ONLY.
– Type your question in the space at the
bottom.
– Click “Send.”

5. #CLOwebinar
Tools You Can Use
Twitter
- Click “Post” in the Twitter widget.
#CLOwebinar
@CLOmedia

6. #CLOwebinar
Tools You Can Use
Speaker Bios
Resources
Media Player
Q&A
Slides
Twitter
Help
Post Event
Evaluation
Share This

7. #CLOwebinar
1. May I receive a copy of the slides?
YES! Click on the resource list located on the top left
portion of your screen.
2. May I review the webinar recording at a later date?
YES! You may log in again using today’s link to review the
presentation on-demand.
Frequently Asked Questions

8. #CLOwebinar
Sarah Sipek
Associate Editor
Chief Learning Officer magazine
Predictive Hiring: Are You Still
Playing Guess Who?

9. #CLOwebinar
Tiffany M. Greene-Shortridge,
Ph.D.
Assessment & Leadership
Regional Sales Leader
IBM
Predictive Hiring: Are You Still
Playing Guess Who?
Dilip Boury
Senior Talent Consultant,
Business Psychologist
IBM
Roberto Blanda
Head of Global Talent
Acquisition
British American Tobacco
Ravin Ramji
Manager of Talent &
Organizational
Effectivenes
British American
Tobacco

10. SMARTER TALENT ACQUISITION

11. Dilip Boury,
Senior Talent Consultant,
IBM
Roberto Blanda,
Head of Global Talent
Acquisition,
British American Tobacco
Ravin Ramji,
Manager of Talent &
Organizational
Effectiveness,
British American Tobacco
*
*
*Tiffany Greene-Shortridge,
Ph.D.
Regional Leader, Assessment
& Leadership Development,
IBM
Predictive Hiring: Are
You Still Playing Guess
Who?
12/4/14 2:00 pm EST

12. WHAT IF YOU COULD ALWAYS HIRE LIKE “YOUR
BEST”…
SMARTER TALENT ACQUISITION

13. Key Insights
13
Research suggests that employees get about 90 days to prove themselves in a new job. The faster
new hires feel welcome and prepared for their jobs, the faster they will successfully contribute to the
organization’s mission
50%
of all senior outside hires fail within 18 months in a new position
The IBM Work Trends Study, 2013

14. PREDICT FIT, ENGAGEMENT & PERFORMANCE
BEFORE YOU HIRE
Define and
discover the
“best talent”
for your
organization
Engage to
shrink time
to
productivity
Align hiring
objectives
and achieve
“fit”
TO ENSURE THE PEOPLE YOU HIRE STAY
LONGER, CARE MORE AND WORK HARDER
Create
exciting
and
compelling
experience
s

15. Consistent
and
simplified
recruiting
process
for each of
the
company’s
worldwide
markets
Rollout to
30
countries
has been
achieved
within two
years –
well
ahead of
Sika’s
Implementing an integrated global
recruitment solution – one country at a
time.
Lower
recruitm
ent costs
and
manpow
er hours

17. Legacy of Leaders: Talent Acquisition
Selection and Assessment Tools to support our Strategy
Roberto Blanda, Group Head of Talent Acquisition
Ravin Ramji, Head of Direct Recruitment
December 4, 2014

18. Legacy of Leaders: Talent Tools
Overview
• Presence in over 200 countries globally
• We are leaders in 62 Markets
• 46 factories across the Globe
• Our geographic spread continues to be a source of competitive advantage.
142.4142.4
22%
Americas
Share of Group
Revenue
24%
Western Europe
Share of Group
Revenue
27%
Asia-Pacific
Share of Group
Revenue
27%
EEMEA
Share of Group
Revenue

19. Legacy of Leaders: Talent Tools
Overview
- a global presence
Dunhill Kent Lucky Strike Pall Mall Rothmans
We have a portfolio of over 200 global brands.
Some of our Global Drive Brands
2013 highlights
15,260
Revenue
(£million)
+0%
Profits from
operations
(£million)
+5%
5,526
Annual Group
cigarette sales
(£billion)
-2.7%
676
Share dividend
(pence)
+6%
142.4
Annual Group
investment in harm
reduction(£million)
+5%
161

20. Legacy of Leaders: Talent Tools
Overview
- Our strategy and talent needs
Challenges
• Cigarette becomes more and more a commodity
• Regulatory environment reduces more and more typical marketing levers
• Non combustible business is different from typical tobacco
• High growth markets behave differently from the historical high profit geographies
Talent needs
• More agile and adaptable workforce
• Needs of a sound volume of externally hired workforce. Moving away from a “promotion from
within-only” model
• Mixed nationality and diverse workforce but culturally aligned
• High quality recruitment becomes strategic

21. IBM’s Assessment
solution for BAT
Technology + Behavioural Science

22. © 2014 IBM Corporation
Predicting performance
22

23. © 2014 IBM Corporation
The BAT Tool Kit
23
Culture
Match
Verbal
reasoning
test (VRT)
Numerical
reasoning
test (NRT)
Leadership
preference
questionnaire
(LPQ)
Structured
interviews
Assessment
centre
exercises

24. © 2014 IBM Corporation
What does the culture match assessment tell us?
“Am I going to fit in?”
2

25. © 2014 IBM Corporation
What do cognitive ability tests tell us?
“Will I be able to cope with the demands of the role?”

26. © 2014 IBM Corporation
What does the LP show?
2
“Will I enjoy what I have to do everyday?”

27. © 2014 IBM Corporation
Assessment centre exercises
“Will I excel in the tasks I have to perform everyday?”

28. © 2014 IBM Corporation
Efficient, Economical and Effective recruitment
2

29. © 2014 IBM Corporation
The BAT selection process
Offer
3
4
5
Telephone
interview
6 Assessment
exercises
7 Offer
2 Culture Match
Assessment
1 Job standards questionnaire and
application form
Cognitive Ability:
NRT & VRT
Leadership Preference
Questionnaire &
Interview
29
Highly automated
High volume
Manual process
Low volume
Low Effort
Low cost
High Effort
Higher cost

30. Legacy of Leaders: Talent Tools
Strengthening Talent Acquisition
Authentic talent
brand
Embedded across social
media touch points
Selecting the
best
Assessing culture match, ability
& leadership preferences
Dedicated
recruiters
Driving direct recruitment &
proactive talent scouting

31. Legacy of Leaders: Talent Tools
Key Challenges
One Size Fits All?
• 200+ countries
• Getting the balance right

32. Legacy of Leaders: Talent Tools
Key Learnings

33. THE BEST TALENT EXPECT GREAT EXPERIENCES
I was not looking,
but still you find
me
I am social and I
checked you out. I
like what I see
I identify and
emotionally
connect with your
culture and values
You made it easy to
apply. I used my
phone and was
done in minutes
You are smart at
assessing my
capability, talent and
experience to help
me go fast
Everyone I talk with
is so excited, it’s
contagious and I
want to be a part of
this company.
You offered the job
and I accepted. I’m
already making
friends and haven’t
even started
I’ve never learned
so much so fast.
I’m stretched and
I’m loving it.

34. HOW DOES IBM MAKE A WORKFORCE SMARTER?
WE START WITH
BEHAVIORAL
SCIENCES
WE ENABLE
SOCIAL AND
MOBILE
COLLABORATIO
N
WE TURN BIG
DATA INTO BIG
INSIGHTS
WE OFFER AN
EXCEPTIONAL
DIGITAL
WORKPLACE
EXPERIENCE

35. Questions?
For inquiries, please contact:
Tiffany Greene-Shortridge, Ph.D.
stgreene@us.ibm.com
419-357-4413

36. #CLOwebinar
Please complete the
webinar evaluation.

37. #CLOwebinar
Join our next Webinar!
Transforming the Quality of
Development Conversations at
Scale
12, December, 2014
Webinars start at 2 p.m. Eastern / 11 a.m. Pacific
Register for all upcoming Talent Management
Webinars at www.clomedia.com/webinars