The Evolution of Reference Checking into a Strategic Hiring                         Solution      You can listen to today’...
The Evolution of Reference Checking into a         Strategic Hiring Solution    Speaker:     Brian Gilbert                ...
Tools You Can Use• Q&A  – Click on the Q&A icon     on your floating toolbar     on the top of your     screen.  – Type in...
Tools You Can Use• Polling  – Polling question will    appear in the    “Polling” panel.  – Select your    response and cl...
Frequently Asked Questions1. Will I receive a copy of the slides after the webinar?                                 YES2. ...
The Evolution of Reference Checking into a         Strategic Hiring Solution                     Deanna Hartley           ...
The Evolution of Reference Checking into a         Strategic Hiring Solution                 Brian Gilbert                ...
The Evolution of Reference Checking to a           Strategic Hiring Tool      SkillSurvey Pre‐Hire 360™       Revolutioniz...
The History of a Reference Check• Historically   – One of the most important steps   – Hiring managers talked to previous ...
History of Reference Checking Effectiveness                                             Can we make it                    ...
The Lawyers Get Involved• The 1990’s and the new millennium   –   Legal issues arise   –   HR cracks down and bans referen...
What is the Problem?• Most candidates do a nice job presenting themselves during   interviews   – All are team players   –...
Impact of a Bad Hire• Bad Hire has an impact• Various by organization and by job role   – Hard dollar cost – base salary, ...
Can You Guess What This Number Represents?            $23,160,000
Let’s Look at the Statistics• 2011 – SkillSurvey Customers had 3,500 + sales candidates• Evaluate competencies and behavio...
Stats Speak for Themselves    $23,160,000
From Candidate Perspective – Today’s Approach   Phone interview                                   I’m a Team PlayerRecruit...
From Reference Perspective – Today’s Approach  Phone interview                                                    She’ a T...
A New Perspective – The New Paradigm  Phone interview                                                            Work Ethi...
Comparison                                 Online Solution             Typical Phone CheckMore references                5...
Why You and a Better Process?• Improve   –   Quality of Hire   –   Hiring Manager’s Interview Effectiveness   –   Efficien...
Improve Quality of Hire                                SkillSurvey References Perceive That 10-15 % or more of            ...
Improve Hiring Manager’s Interview Effectiveness• Lack of consistency for hiring managers• Managers looking for difference...
Low Scores Guide Targeted Questions
Improve Efficiency – Time and Money                                  Screen to top 3 candidates Recruiters Source Candidates
Exclusive Case Study: Improved Efficiency – Time and Money• Improve efficiency – time and money• Six Sigma        From 60 ...
Passive Sourcing by the Numbers                                                                                   Talent P...
Risk and Compliance ManagementScience   Compliance     Risk
Increase Compliance and Consistency• It is all about the science ‐ Validity of survey questions    – Do the questions vali...
Why You and a Better Process?• Clear ROI for Finance and Budgets   –   Quality of Hire   –   Turnover   –   Efficiency   –...
1 minute                         5 minutes2 seconds            10 minutes
Survey Availability         Job Level ►   Entry-   Hourly     Clerical   Professional   Supervisor   Manager   Executive▼J...
Step 1: Enter Candidate Data
Step 1a: Select SurveySend emailto candidate
Sample Libraries: Finance
Other Libraries: IT
Other Libraries: Customer Service
Other Libraries: Healthcare
Step 1a: Select SurveySend emailto candidate
Step 2: Candidate Enters ReferencesFrom: Your Company Name Recruiting                                             Automate...
Step 2c: Candidate Confirms References and Signs Legal Waiver                                           Proof of Consent  ...
The Surveys: Job‐Specific, Behaviorally‐Based Questions
Job‐Specific, Behaviorally‐BasedWould you like to learn more about job openings at Your Co name?
Drive Warm Candidates to Career Page
Step 4: Aggregate Reference Responses into Actionable Intel
Validated Candidate – Good Fit
Validated Candidate – Good Fit
Pause or Avoid this Candidate – Low Scoring
Professionalism
Interpersonal Skills
Patient Satisfaction ‐ HCAHPS
Verbatim Comments
Verbatim Comments
Passive Candidate Database
Why You and a Better Process?• Clear ROI for Finance and Budgets   –   Quality of Hire   –   Turnover   –   Efficiency   –...
About Us: SkillSurvey• 400,000 + Candidates in 2012 – 60% + Increase   – Candidates in 2011 – 247,000+   – Almost 1,500,00...
Sample ClientsFinancial Services &       Healthcare        Gov, Non-Prof & Edu      Services & IT   Pharma & Medical     I...
Contact SkillSurvey              www.skillsurvey.comBrian Gilbert, Director of Business Development           bgilbert@ski...
Questions and Answers       Brian Gilbert       Director of Business Development       SkillSurvey                        ...
TM Webinars start at 2 p.m. Eastern / 11 a.m. Pacific      Register for upcoming TM Webinars at          www.talentmgt.com...
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The Evolution of Reference-Checking Into a Strategic Hiring Solution

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Research from SHRM shows that 96 percent of human resources professionals check references, yet less than 25 percent of those checks are able to produce adequate information beyond employment verification. What happened to reference-checking? This session will examine where the reference-checking function has come from in the past — when it was a formality that was checked off and completed over the phone — to its evolution now as an opportunity to collect 360-degree feedback that predicts performance and retention. Learn how technology has introduced a way for talent acquisition professionals to capture behavioral feedback from five references in two days for each job candidate, and how to avoid the 5 to 8 percent of candidates who score low with references. Also, see an overview of how this technology infuses consistency, reliability and validity into each reference check and obtains scores that identify developmental needs of candidates.

What will participants learn?

How to improve quality-of-hire by avoiding 10 to 15 percent of candidates who score low with references.
How to capture behavioral feedback from five references in two days for each candidate.
How to infuse compliance, consistency, reliability and validity into each reference check.
How to identify developmental needs of each candidate.
How to provide information to hiring managers that influences decisions.

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The Evolution of Reference-Checking Into a Strategic Hiring Solution

  1. 1. The Evolution of Reference Checking into a Strategic Hiring Solution You can listen to today’s webinar using your computer’s speakers or you may dial into the teleconference. If you would like to join the teleconference, please dial 1.650.479.3208 and enter access code: 927 005 418 # You will be on hold until the seminar begins. #TMwebinar
  2. 2. The Evolution of Reference Checking into a Strategic Hiring Solution Speaker: Brian Gilbert Director of Business Development SkillSurvey Moderator: Deanna Hartley Senior Editor Talent Management magazine #TMwebinar
  3. 3. Tools You Can Use• Q&A – Click on the Q&A icon on your floating toolbar on the top of your screen. – Type in your question in the space at the bottom. – Click on “Send.” #TMwebinar
  4. 4. Tools You Can Use• Polling – Polling question will appear in the “Polling” panel. – Select your response and click on “Submit.” #TMwebinar
  5. 5. Frequently Asked Questions1. Will I receive a copy of the slides after the webinar? YES2. Will I receive a copy of the recording after the webinar? YES Please allow up to 2 business days to receive these materials. #TMwebinar
  6. 6. The Evolution of Reference Checking into a Strategic Hiring Solution Deanna Hartley Senior Editor Talent Management magazine #TMwebinar
  7. 7. The Evolution of Reference Checking into a Strategic Hiring Solution Brian Gilbert Director of Business Development SkillSurvey #TMwebinar
  8. 8. The Evolution of Reference Checking to a  Strategic Hiring Tool  SkillSurvey Pre‐Hire 360™ Revolutionized Assessments for Business
  9. 9. The History of a Reference Check• Historically – One of the most important steps – Hiring managers talked to previous managers • How are they day to day? • Nuances? • What challenges do they have and what can I do to make them A+ players?• Actionable Information – Will it help make a decision? – Will it screen out or have candidate rise to the top? – Will this information help this person succeed? – Will this information predict behavior?
  10. 10. History of Reference Checking Effectiveness Can we make it relevant again? Actionable Should it be?Information 1970’s 1980’s 1990’s 2000 2010 Reference Checking Past 40 Years
  11. 11. The Lawyers Get Involved• The 1990’s and the new millennium – Legal issues arise – HR cracks down and bans reference checking – Outsource the process – check the box – Or worse – stop doing it – If you do try and reference check: • Countless hours of phone mail tag, email tag, phone mail tag • Weeks and weeks of time – All for no actionable information
  12. 12. What is the Problem?• Most candidates do a nice job presenting themselves during  interviews – All are team players – All show up for work and don’t text, sit on Facebook all day – Most are ethical and always do the right thing• Most candidates are well rehearsed in the question/response mode – Books, job seeker sites – Experience interviewing all the time• Your only view today is from the candidate’s perspective – Really need a true 360 review from those who saw the behavior in the past
  13. 13. Impact of a Bad Hire• Bad Hire has an impact• Various by organization and by job role – Hard dollar cost – base salary, benefits, on board training, exit costs – Internal team turmoil – Customer satisfaction – Compliance (Finance – SOX issues and the Fed’s) • For sales roles – Cost of lost revenue – Asset is time – time is lost forever• For clinical roles – HCAHPS and reimbursements
  14. 14. Can You Guess What This Number Represents? $23,160,000
  15. 15. Let’s Look at the Statistics• 2011 – SkillSurvey Customers had 3,500 + sales candidates• Evaluate competencies and behaviors  • Scientific and predictive• 11 % or 386 candidates were high risk and potentially avoided• If you took average cost per sales $60,000 x 386 candidates = 
  16. 16. Stats Speak for Themselves $23,160,000
  17. 17. From Candidate Perspective – Today’s Approach Phone interview I’m a Team PlayerRecruiter Face to Face Candidate I interview well I’m terrific Resume Personality / Behavior I work really hard, weekends Assessments too!
  18. 18. From Reference Perspective – Today’s Approach Phone interview She’ a Team PlayerRecruiter Face to Face Reference She works hard Resume She’s terrific Personality / Behavior Assessments I would hire her again, yes!
  19. 19. A New Perspective – The New Paradigm Phone interview Work Ethic Face to Face Dependability IntegrityRecruiter Resume Teamwork Personality References Personality / Behavior Interpersonal Skills Assessments
  20. 20. Comparison Online Solution Typical Phone CheckMore references 5+ business references 2 to 3 50% of which are former or  current SupervisorsFaster 1 to 2 days 5 to 10 daysGuide Hiring Managers Previous managers assisting in  No leading interviewPauses a hiring decision 5% ‐ 10% of candidates < 1% of candidates?Passive sourcing tools 5 references per candidate – Not Applicable warm leads Compliant/Legal Risk Supports compliance with EEOC  Uncertain/Inconsistent and OFCCP
  21. 21. Why You and a Better Process?• Improve – Quality of Hire – Hiring Manager’s Interview Effectiveness – Efficiency – Passive Sourcing• Drive  – Compliance and Consistency• Elevate Recruitment’s Role
  22. 22. Improve Quality of Hire SkillSurvey References Perceive That 10-15 % or more of Candidates Have Great Developmental Need 5-10 % Avoidable, High Risk Candidates = GreatDevelopmental Need 10‐15 % Coachable, Moderate Risk Candidates  Moderate = Interview and on‐boarding assistance 80-85 % Minimal 0 10 20 30 40 50 60 70 80 Percent
  23. 23. Improve Hiring Manager’s Interview Effectiveness• Lack of consistency for hiring managers• Managers looking for differences in candidates• Probing questions driven by previous managers’ comments
  24. 24. Low Scores Guide Targeted Questions
  25. 25. Improve Efficiency – Time and Money Screen to top 3 candidates Recruiters Source Candidates
  26. 26. Exclusive Case Study: Improved Efficiency – Time and Money• Improve efficiency – time and money• Six Sigma  From 60 work weeks to 4.8 Solution resulted in a 92% Reduction in Time Spent reference checking 60 50 Work weeks to  reference check  40 2,272 job  30 candidates 20 10 0 Telephone SkillSurvey
  27. 27. Passive Sourcing by the Numbers Talent Pipeline and Funnel • Multiplier Effect Based on  100 300 1,500 Number of Candidates ScreenedJob opening Candidate Reference • Builds Automatically s s Industry Professionals with Whom  To Network and Source • “Great People Know Great  People” • “Warm Lead” vs. “Cold Lead” An organization 3 candidates 3 candidates 65% of the 1,500 contacts opt in to learn about future1 2 3 4 has 100 job apply on average SkillSurveyed and career opportunities. 1,500 x .35 = 525 + passive openings for each job = 300 provide 5 references candidates candidates each = 1,500 potential contacts
  28. 28. Risk and Compliance ManagementScience Compliance Risk
  29. 29. Increase Compliance and Consistency• It is all about the science ‐ Validity of survey questions  – Do the questions validate what you are actually asking? – Do the questions help predict future behavior? – Are the questions being asked in a way that reduces risk? • Sample question – What high school did you go to?• SkillSurvey reference feedback shows no differences  between sub‐groups – Helps support your efforts to remain EEOC and OFCCP  compliant • Standardized process 
  30. 30. Why You and a Better Process?• Clear ROI for Finance and Budgets – Quality of Hire – Turnover – Efficiency – Passive Sourcing• Elevate Recruitment’s Role
  31. 31. 1 minute 5 minutes2 seconds 10 minutes
  32. 32. Survey Availability Job Level ► Entry- Hourly Clerical Professional Supervisor Manager Executive▼Job Family LevelGeneralProductionSalesMarketingITOperationsCustomerServiceR&DAdminFinanceLegalHREngineeringEducationHealthcare
  33. 33. Step 1: Enter Candidate Data
  34. 34. Step 1a: Select SurveySend emailto candidate
  35. 35. Sample Libraries: Finance
  36. 36. Other Libraries: IT
  37. 37. Other Libraries: Customer Service
  38. 38. Other Libraries: Healthcare
  39. 39. Step 1a: Select SurveySend emailto candidate
  40. 40. Step 2: Candidate Enters ReferencesFrom: Your Company Name Recruiting Automated Email From Sent: Thursday, June 6, 2011To: Patrick T Recruiter to Candidate Subject: Your Company Name Selection Process Information Explaining the ProcessDear Patrick T,Thank you for your continued interest in the Major Account Sales position with your co name. As alreadyexplained to you, a critical step in the selection process is reference checking. org name uses web-basedreference checking for this purpose.Please click on the link below. It will open a web page where you will input your reference. You will alsobe able to review a sample of the questions being asked and the email that will be sent to yourreferences. Your references will be emailed a reference survey and their responses will be submitteddirectly back to SkillSurvey. No one will see your references individual responses because all responsesare electronically aggregated together to produce one summary report.Note that all references will be responding as individuals, not as representatives of any company ororganization.Please click on the following link (URL) to begin: http://eref.skillsurvey.com//CandidateUtilities/EOC.aspx?
  41. 41. Step 2c: Candidate Confirms References and Signs Legal Waiver Proof of Consent “…I hereby release any such  person, their company, and any  affiliated officers, directors,  agents, and employees from any  and all claims I may have arising  out of the disclosure of such  information…”
  42. 42. The Surveys: Job‐Specific, Behaviorally‐Based Questions
  43. 43. Job‐Specific, Behaviorally‐BasedWould you like to learn more about job openings at Your Co name?
  44. 44. Drive Warm Candidates to Career Page
  45. 45. Step 4: Aggregate Reference Responses into Actionable Intel
  46. 46. Validated Candidate – Good Fit
  47. 47. Validated Candidate – Good Fit
  48. 48. Pause or Avoid this Candidate – Low Scoring
  49. 49. Professionalism
  50. 50. Interpersonal Skills
  51. 51. Patient Satisfaction ‐ HCAHPS
  52. 52. Verbatim Comments
  53. 53. Verbatim Comments
  54. 54. Passive Candidate Database
  55. 55. Why You and a Better Process?• Clear ROI for Finance and Budgets – Quality of Hire – Turnover – Efficiency – Passive Sourcing• Quickly Implement and Easy “Win” for HR• Elevate Recruitment’s Role in the Organization
  56. 56. About Us: SkillSurvey• 400,000 + Candidates in 2012 – 60% + Increase – Candidates in 2011 – 247,000+ – Almost 1,500,000 people experienced the SkillSurvey process• 600+ customers• 290+ surveys in current inventory  – Cynthia Hedricks, PhD, Chief Analytics Officer – 68 Surveys for Healthcare, 18 Surveys for IT roles, 12 for Sales roles, 9 for  Customer Service roles, 19 for Finance roles• Inventor of web‐based reference checking with a patent pending
  57. 57. Sample ClientsFinancial Services & Healthcare Gov, Non-Prof & Edu Services & IT Pharma & Medical Insurance Engineering & Consumer Products & Energy & Utilities HR Related Manufacturing Construction Retail
  58. 58. Contact SkillSurvey www.skillsurvey.comBrian Gilbert, Director of Business Development bgilbert@skillsurvey.com 610‐947‐6300 x 1256
  59. 59. Questions and Answers Brian Gilbert Director of Business Development SkillSurvey #TMwebinar
  60. 60. TM Webinars start at 2 p.m. Eastern / 11 a.m. Pacific Register for upcoming TM Webinars at www.talentmgt.com/webinars Join the Talent Management magazine Network http://network.talentmgt.com/ #TMwebinar

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