The rule of big data: if A and B predicts X, you need to track A and B to ensure you achieve X. For X, plug in quality of hire. Stay tuned to learn all about A and B. What is big data? What is little data? What’s the difference between predictive analytics and process control metrics? Join this session to find out. Lou will take you on a whirlwind tour of what it takes to optimize every aspect of your sourcing and recruiting efforts. The goal: how to find more great candidates and maximize quality of hire. Big data topics covered in this session will include: discover the best predictors of quality of hire, intro to Lou’s Recruiter Competency Model (the recruiting skills that drive quality of hire), directions to the talent sweet spot, and the four keys that open the door to finding the best talent—and how to use big data to get there. Check out the best of Talent Connect: http://bit.ly/1MBqz6m

2. ​ Lou Adler
​ CEO and Creator of Performance-based Hiring
​ Author – Hire With Your Head, The Essential Guide for Hiring & Getting Hired
​ The Adler Group, Inc.
Using Big Data to Measure
and Maximize Quality of Hire

3. #TalentConnect
REROUTING
Feedback Process Control Systems

4. #TalentConnect
Performance-based Hiring
1997
2002
2007
2005 2013 Predictive Analytics
Feedback Process Control

5. #TalentConnect
Performance-based Hiring
1997
2002
2007
2005 2013 Predictive Analytics
Feedback Process Control
Surplus vs. Scarcity?

6. #TalentConnect
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!

7. #TalentConnect
Measuring Quality of Hire – Pre-hire Talent Scorecard
Job Fit:
Intrinsic
Motivators
Predict
Pre-Hire
Quality of
Hire
Trend of
Growth
Comparable
Results
Career
Move
Achiever
Pattern
Managerial
& Cultural
Fit
budurl.com/agresources

8. #TalentConnect
Big Data: Predictive and Control
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
budurl.com/agresources
Maximize Quality of Hire & Efficiency
Predict Measure AchievePlan Control ●●●●

9. #TalentConnect
Predictive Analytics and Feedback Process Control
Maximize Quality of Hire & Efficiency
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%
budurl.com/agresources
Predict Measure AchievePlan Control ●●●●
Present/Meet
>90%

10. #TalentConnect
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.

11. #TalentConnect
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

12. #TalentConnect
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
budurl.com/agresources

13. #TalentConnect
Performance Qualified
Creating the Career Move
Indirect Direct
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 Delivering results

14. #TalentConnect
Criteria to Engage Criteria to Accept
Consultative Recruiting
Recruiting Passive Candidates
Big Data End-to-End Yield
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!

15. #TalentConnect
Create Opportunity Gap
“30% Solution = S+S+G+$”
Maximize Your Use of Time
Job Stretch
Job Satisfaction
Job Growth
Maximize Yield:
Ensure Your
Candidates Don’t
Make Long-term
Decisions Using
Short-term
Information
The Most Important Skill: Applicant Control

16. #TalentConnect
Predictive Analytics and Process Control

17. #TalentConnect
Predictive Analytics and Feedback Process Control
Maximize Quality of Hire & Efficiency
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%
budurl.com/agresources
Predict Measure AchievePlan Control ●●●●
Present/Meet
>90%

18. #TalentConnect
…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

19. ​ info@louadlergroup.com
​ louadlergroup.com/resources/
Q & A

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