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Gut Check: Candidate Behaviors Can Predict Quality of Hire - Ryan Healy; recruitDC Spring 2018

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There is no doubt predictive analytics can play a big role in helping talent acquisition teams target the best candidates for their organizations. However, without statisticians or business analytics professionals on the team, making sense of all the data can be next to impossible. Learn how recruiting teams can learn more about candidates from the behaviors they display. Gain insight into leading organizations' recruiting processes that enables top talent to find them as opposed to the other way around.

Published in: Recruiting & HR
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Gut Check: Candidate Behaviors Can Predict Quality of Hire - Ryan Healy; recruitDC Spring 2018

  1. 1. Gut Check: Candidate Behavior Can Predict Quality of Hire
  2. 2. Who is this guy? ● Husband ● Father ● Entrepreneur ● Brazenite ● Penn Stater ● NOVA Local ● Former Millennial Fanboy @rjhealy ryan@brazen.com
  3. 3. The output of an above average employee is 2X that of a below average employee (According to 100 years of research)
  4. 4. Today’s hiring processes are terrible predictors of future employee success. (According to 85 years of research)
  5. 5. Experience 3%
  6. 6. Unstructured Interviews 14%
  7. 7. Reference Checks 7%
  8. 8. The University of Texas Medical School admits 50 previously denied students….and
  9. 9. So, what are the best ways to predict future success?
  10. 10. Cognitive Tests 26%
  11. 11. Work Sample Tests 29%
  12. 12. Structured Interviews 26%
  13. 13. The art of the structured interview ● One-on-One ● Same questions ● Same order ● Scored immediately ● Compare One answer at a time
  14. 14. The performance based structured interview ● Identify an “Achiever Pattern” ● Understand the “Most Significant Accomplishment” from each of their past roles ● Ask the “Problem Solving” question *Source Lou Adler
  15. 15. The Ideal Candidate Profile
  16. 16. How Did Google Grow? They hired Rocket Scientists, Super Bowl Winners and Olympians.
  17. 17. So, go hire some Rocket Scientists, Super Bowl Winners, and Olympians!
  18. 18. Persistence “I would suggest - and this has been confirmed by many studies - that persistence is the single biggest predictor of future success.” -Eric Schmidt, Chairman of Alphabet (Google)
  19. 19. Don’t give up on your goals or values, but easily give up on your plans when they are not working.
  20. 20. Curiosity “The combination of persistence and curiosity is a very good predictor of employee success in a knowledge economy.” -Eric Schmidt, Chairman of Alphabet (Google)
  21. 21. The Game Plan ● Cognitive & work sample tests ● Structured interview processes ● Optimized to find persistent and curious candidates
  22. 22. Now that we know how to evaluate candidates, how can we attract more high-quality talent at the top of the funnel and evaluate faster?
  23. 23. The top of the recruiting funnel has a dominant effect on your key KPIs Traffic Applications Phone Screens Interviews Offers Time-To-Hire Cost-Per-Hire Quality-Of-Hire Hires
  24. 24. Moving job page traffic to applicants has become increasingly difficult Traffic Applications Phone Screens Interviews Offers Time-To-Hire Cost-Per-Hire Quality-Of-Hire Hires
  25. 25. Application conversion rates average 4.2% and are low in every industry Mobile conversions are tougher Less than 1% conversion! Source: Appcast 2017 Recruitment Media Benchmark Report
  26. 26. Candidates who do apply are not qualified Traffic Applications Phone Screens Interviews Offers Time-To-Hire Cost-Per-Hire Quality-Of-Hire Hires
  27. 27. 2% of applicants are brought in for an interview *Source: Glassdoor Top HR Statistics
  28. 28. Qualified candidates do not want to apply to your jobs Barriers to Apply: ➔ Not a good fit ➔ Not enough info on job or company ➔ Poor past experiences ➔ Fear of being rejected ➔ Not mobile optimized ➔ Application form too long ➔ Other
  29. 29. An application as the first step in your recruiting funnel WAS a great idea Applications don’t work
  30. 30. A conversationas the first step in your recruiting funnel will convert more qualified candidates Qualified candidates want conversations
  31. 31. A conversationas the first step in your recruiting funnel allows you to immediately assess for persistence and curiosity in a structured way Conversations speed up your process
  32. 32. Ditch the application and turn your sourcing channels into real-time conversations Career Site (Jobs) Email & Text Leads External Job Sites Direct Sourcing Conversations
  33. 33. Convert email or text leads into engaged candidates Online Events Convert leads to qualified candidates by registering for your Online Events
  34. 34. <Insert Image Here> Live Conversations Lets a qualified candidate chat with a recruiter on demand Scheduled Conversations Lets a qualified candidate chat with a recruiter at a later date Convert more candidates on your career site
  35. 35. Convert more passive candidates through direct sourcing Office Hour Chats Passive candidates can have a low-barrier conversation with a recruiter or sourcer on their time
  36. 36. Convert new candidates from top job sites Programmatic Job Advertising Find the best candidates from 2 Billion monthly searches across the web and converts them into conversations with your team
  37. 37. <Insert Image> Ericsson Converted 21% of Engineering candidates to conversations and moved 47% of conversations to the interview stage. “3 hours of work to net the amount of qualified, interested candidates that would typically take a week to get through isn’t bad at all!”
  38. 38. KPMG Hired hundreds of experienced financial and accounting candidates at a cost-per-hire of less than $800. Report that quality of hire is consistently above average.
  39. 39. Homeadvisor Moved 40% of conversations with sales candidates to the next step of the hiring process
  40. 40. Tucson Medical Center Hired 15% of conversations with Registered Nurses since April 2017
  41. 41. The New Game Plan ● Start with a conversation to increase conversion and speed ● Keep all your conversations and interviews structured ● Optimize to find persistent and curious candidates ● Don’t forget cognitive & work sample tests ● Have fun!
  42. 42. Thank You ryan@brazen.com

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