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How to Measure & Improve Quality of Hire [Webcast]

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Lou Adler explains how to measure quality of hire, how to quantify it from an ROI standpoint, and how to maximize it.

Published in: Recruiting & HR
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How to Measure & Improve Quality of Hire [Webcast]

  1. 1. How to Measure & Improve Quality of Hire ©2013 LinkedIn Corporation. All Rights Reserved.
  2. 2. “How to Measure & Improve Quality of Hire” Grow your business with LinkedIn Talent Solutions ADVERTISE your open jobs with Work With Us Ads 2 BUILD your brand with Career Pages 3 MATCH your Jobs with Job Slots 4 FIND top candidates with Recruiter 1 Request a demo and further explore Talent Solutions bit.ly/contacttalentsolutions
  3. 3. Introducing… Lou Adler CEO & Founder The Adler Group Lou Adler is the CEO and founder of The Adler Group – a training and search firm helping companies implement Performance-based Hiring℠. Adler is the author of the Amazon top-10 best-seller, Hire With Your Head (John Wiley & Sons, 3rd Edition, 2007). His most recent book has just been published, The Essential Guide for Hiring & Getting Hired (Workbench, 2013). He is also the author of the award-winning Nightingale-Conant audio program, Talent Rules! Using Performance-based Hiring to Build Great Teams (2007). #hiretowin
  4. 4. Agenda ① Importance of Feedback ② Measuring Quality of Hire ③ Sourcing in the Talent Sweet Spot ④ Creating the Career Move #hiretowin
  5. 5. REROUTING 1 2 4 Feedback Process Control System #hiretowin 3
  6. 6. Performance-based Hiring 1997 2002 2007 2005 2013 Predictive Analytics Feedback Process Control #hiretowin
  7. 7. Performance-based Hiring Surplus vs. Scarcity? 1997 2002 2007 2005 2013 Predictive Analytics Feedback Process Control #hiretowin
  8. 8. Top Traits of Top People Measuring Quality of Hire 1 Consistently exceeds expectations! 2 Coaches, manages, develops self/others 3 Leadership: Vision plus execution 4 Breadth and depth of thinking skills 5 Flexible, deals with change, manager, culture 6 Gets it done– no excuses! #hiretowin
  9. 9. Performance-based Hiring Job Fit Indexsm Quality of Hire Talent Predictor Talent Basic Skills Experience Ability Quality & Trend of Growth Team & Individual Achiever Pattern Career Move Job Fit Intrinsic Motivators Managerial, Team & Cultural Fit Track Record of Comparable Results ©2015 All Rights Reserved. The Adler Group, Inc. #hiretowin
  10. 10. AIf B C predicts Quality of Hire Big Data: Predictive & Control #hiretowin
  11. 11. AIf B C predicts Quality of Hire AYou need to track and control B C Big Data: Predictive & Control #hiretowin
  12. 12. Pre-Hire Predictors of QoH AIf B C predicts Quality of Hire AYou need to track and control B C Big Data: Predictive & Control #hiretowin
  13. 13. Pre-Hire Predictors of QoH Workforce Planning AIf B C predicts Quality of Hire AYou need to track and control B C Big Data: Predictive & Control #hiretowin
  14. 14. Pre-Hire Predictors of QoH Workforce Planning Sourcing & Recruiting Funnel Yield AIf B C predicts Quality of Hire AYou need to track and control B C Big Data: Predictive & Control #hiretowin
  15. 15. Pre-Hire Predictors of QoH Workforce Planning Sourcing & Recruiting Funnel Yield Role of Hiring Manager and Team AIf B C predicts Quality of Hire AYou need to track and control B C Big Data: Predictive & Control #hiretowin
  16. 16. Pre-Hire Predictors of QoH Workforce Planning Sourcing & Recruiting Funnel Yield Role of Hiring Manager and Team The Process Interview The CX NPS AIf B C predicts Quality of Hire AYou need to track and control B C Big Data: Predictive & Control #hiretowin
  17. 17. Pre-Hire Predictors of QoH Workforce Planning Sourcing & Recruiting Funnel Yield Role of Hiring Manager and Team The Process Interview The CX NPS AIf B C predicts Quality of Hire AYou need to track and control B C Maximize Quality of Hire & Efficiency Predict Measure AchievePlan Control ●●●● Big Data: Predictive & Control #hiretowin
  18. 18. Predictive Analytics & Feedback Process Control Candidates per Hire < 4 Passive to Active Sourcing Mix > 2:1 1st Contact Funnel Yield >80% Pre-hire Talent Scorecard Quality of Hire CX NPS >50% Present / Meet >90% Maximize Quality of Hire & Efficiency Predict Measure AchievePlan Control ●●●● #hiretowin
  19. 19. 31% 35% 17% 3% 57% 48% 63% 64% 1% 7% 13% 25% 11% 10% 7% 8% 0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100% Under/Unemployed: Active Employed: Active Employed: Tiptoer Employed: Passive Apply Networking Internal Other How People Get Jobs Source by Job-hunting Status ©2015 All Rights Reserved. The Adler Group, Inc. #hiretowin
  20. 20. 31% 35% 17% 3% 57% 48% 63% 64% 1% 7% 13% 25% 11% 10% 7% 8% 0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100% Under/Unemployed: Active Employed: Active Employed: Tiptoer Employed: Passive Apply Networking Internal Other How People Get Jobs Source by Job-hunting Status 5–15% 15–20% 65–75% ©2015 All Rights Reserved. The Adler Group, Inc. #hiretowin Size of the Talent Market
  21. 21. 31% 35% 17% 3% 57% 48% 63% 64% 1% 7% 13% 25% 11% 10% 7% 8% 0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100% Under/Unemployed: Active Employed: Active Employed: Tiptoer Employed: Passive Apply Networking Internal Other How People Get Jobs Source by Job-hunting Status 5–15% 15–20% 65–75% ©2015 All Rights Reserved. The Adler Group, Inc. #hiretowin Size of the Talent Market
  22. 22. Sourcing in the Talent Sweet Spot Surplus vs. Scarcity? #hiretowin
  23. 23. Sourcing in the Talent Sweet Spot Surplus vs. Scarcity? #hiretowin
  24. 24. 10X Sourcing in the Talent Sweet Spot SEQ Surplus vs. Scarcity? #hiretowin
  25. 25. 20–30X 10X Sourcing in the Talent Sweet Spot SEQ Performance Qualified Active Not Apply Surplus vs. Scarcity? #hiretowin
  26. 26. 50–100X 20–30X 10X Sourcing in the Talent Sweet Spot Performance Qualified Passive Not Apply SEQ Performance Qualified Active Not Apply Surplus vs. Scarcity? #hiretowin
  27. 27. 50–100X 20–30X 10X Sourcing in the Talent Sweet Spot Performance Qualified Passive Not Apply SEQ Performance Qualified Active Not Apply Surplus vs. Scarcity? Candidates per Hire < 4 #hiretowin
  28. 28. Sourcing in the Talent Sweet Spot Follow-the-Leader Strategy Find-Apply-Weed Out Transactional Ill-defined Lateral Jobs Cost and Efficiency #hiretowin
  29. 29. Sourcing in the Talent Sweet Spot Follow-the-Leader Strategy Raise the Talent Bar Strategy Find-Apply-Weed Out Reach Out and Nurture Transactional Consultative Recruiting Ill-defined Lateral Jobs Career Moves Cost and Efficiency ROI and Quality of Hire #hiretowin
  30. 30. Creating the Career Move #hiretowin
  31. 31. Creating the Career Move Indirect • Skills • Experience • Academics • Industry • Competencies • Responsibilities Job Description Having skills #hiretowin
  32. 32. Performance Qualified Creating the Career Move Indirect • Skills • Experience • Academics • Industry • Competencies • Responsibilities Job Description Performance Profile Clarify Expectations • Grow sales by 10% • Launch new product line • Build a team in 90 days • Evaluate the process • Prepare a plan for ___ • Develop product spec • Design a circuit Having skills Direct Delivering results #hiretowin
  33. 33. LinkedIn Talent Solutions You & Company Top Candidates #Followers Career Pages Targeted Media Employee Ads Content Updates BUILD ENGAGE RECRUIT Relevant Jobs Recruiter Work With Us Ads Career Pages Job Slots Recruiter ​Grow your team
  34. 34. LinkedIn Talent Solutions You & Company Top Candidates #Followers Career Pages Targeted Media Employee Ads Content Updates BUILD ENGAGE RECRUIT Relevant Jobs Recruiter Work With Us Ads Career Pages Job Slots Recruiter ​Grow your team
  35. 35. Work With Us Ads #hiretowin ​Attract more top talent by putting job ads right on your employees profiles 1 2 3 Get seen when candidates research or connect with one of your employees. Reach passive talent based on action Displaying personalized job ads to every viewer. 50x higher click-through rate compared to traditional ads, driving interested professionals to your jobs, Career Page, and other destinations Feature your most relevant jobs Strengthen your talent pipeline
  36. 36. Career Pages #hiretowin ​Personalized experience just for candidates Career Page (paid)Company Page (free) 1 1
  37. 37. Consultative Recruiting Recruiting Passive Candidates #hiretowin
  38. 38. Criteria to Engage Consultative Recruiting Recruiting Passive Candidates  Title  Company  Compensation  Location  Job #hiretowin
  39. 39. Criteria to Engage Criteria to Accept Consultative Recruiting Recruiting Passive Candidates  Title  Company  Compensation  Location  Job  Career Opportunity  Job and Impact  Hiring Manager  Team  Compensation  Work / Life Balance  Company, Culture, Mission #hiretowin
  40. 40. Criteria to Engage Criteria to Accept Consultative Recruiting Recruiting Passive Candidates  Title  Company  Compensation  Location  Job  Career Opportunity  Job and Impact  Hiring Manager  Team  Compensation  Work / Life Balance  Company, Culture, Mission Day 1 Year 1 and Beyond! #hiretowin
  41. 41. ​Consultative Recruiting – Warmup for Needs Analysis Recruiting & Hiring Passive Candidates #hiretowin
  42. 42. ​Consultative Recruiting – Warmup for Needs Analysis Recruiting & Hiring Passive Candidates #hiretowin
  43. 43. LinkedIn Talent Solutions You & Company Top Candidates #Followers Career Pages Targeted Media Employee Ads Content Updates BUILD ENGAGE RECRUIT Relevant Jobs Recruiter Work With Us Ads Career Pages Job Slots Recruiter ​Grow your team
  44. 44. Recruiter #hiretowin ​The ultimate recruiting solution that helps find candidates faster LinkedIn Recruiter Account type and number of seats Business account with options for multiple seat holders Search LinkedIn profiles Search other members on LinkedIn • Unlimited profile views of extended LinkedIn network • Access to all 400M+ members Zero in on top talent with advanced filters Premium filters allow you to search by seniority, company size, years of experience and much more 20+ Premium search filters, including talent-specific filters plus Search Insights Contact anyone directly with InMail messages Reach candidates whether you’re connected to them or not Up to 150 InMails per month Who’s viewed your profile Discover professional opportunities, business deals, and possible new ventures See all the people who viewed your profile in the last 90 days Set up search alerts to find new candidates Save searches and get email alerts when new profiles match your search criteria 50 alerts daily Add Projects Manage all of your recruiting activities in one place. Clipboards, activity tracking, and more. Customer service and support Dedicated enterprise support and training Templates & bulk messages Save time by sending InMails to multiple recipients Send InMails to up to 25 candidates at once Request introductions Get introduced to people you’d like to connect with Up to 25 introduction requests Open profile Allow anyone to contact you on LinkedIn Open Profile, any LinkedIn member can contact you
  45. 45. ​Consultative Recruiting – Warmup for Needs Analysis Recruiting & Hiring Passive Candidates Maximize Yield: Ensure Your Candidates Don’t Make Long-term Decisions Using Short-term Information #hiretowin
  46. 46. Feedback Process Control & Consultative Recruiting Performance-based Hiring Talent Sweet Spot Surplus vs Scarcity Performance Qualified Sourcing Talent Sweet Spot Consultative Recruiting #hiretowin
  47. 47. …Your work on performance-based hiring is a genuine bright spot…I am blown away by how closely your ideas map to the new science. I actually think performance-based hiring is the secret sauce to getting not only better talent management, but also to being able to ensure that we live up to our promise of opportunity in the 21st century. Todd Rose, Harvard Professor, Director Center for Individual Performance, Author of The End of Average #hiretowin
  48. 48. LinkedIn Talent Solutions offers a full suite of tools to help you find, attract, and hire top candidates. Contact us to learn more. Call 855-655-5653 or visit bit.ly/contacttalentsolutions Lou Adler CEO & Founder The Adler Group Linkedin.com/in/louadler Let’s connect! #hiretowin

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