Skild Presents: Challenge-Based Recruiting


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Skild has a been the market leader in online challenges since 2003. Forward-thinking companies like AT&T, GE, and Royal Bank of Canada have used our platform to source and on-board great talent. We have witnessed how challenge-based recruiting can quickly elevate the most motivated talent and help them become noticed where standard applicant intake methods fail. Leveraging our experience, Skild can help you quickly integrate a challenge into your standard job posting and capture the imagination and skills of candidates that you want to find and hire. Let us help you today. Contact Chris Marshall or Anil Rathi to learn more about how we work and what we are all about:,

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  • Skild Presents: Challenge-Based Recruiting

    1. 1. Challenge-based Recruiting 1
    2. 2. What We Do & Why• What we do: • Easily integrate "thoughtful" competitions that engage high performers • Level the recruiting playing field• Why challenge-based recruiting: • Weed out the weak candidates • Opportunity to show, not just tell • For Employer: challenge response = PROOF POINT • For Candidate: sport their skills 2
    3. 3. 10 years in the making 100+ challenges 3
    4. 4. Challenge Types What Who OutcomeRecruit Talent Hire Best Talent, FasterInnovate Employees Driving Action Train Employees Learning by DoingApplaud Any Recognize ExcellenceEducate Customers Hold Attention 4
    5. 5. Case Study Meaningful How might we help Canadians Challenge achieve financial security? A Major Canadian 100 serious 1 out of 3 participants applied Financial applicantsInstitution 14 interviews 3 hires 3 hires 5
    6. 6. A Current Job Post “build trusted relationships” - sounds like a soft-skill.“negotiation & problem solving skills” - how will you really know this without a test? “executive communication” - would like to see that in action. “Required Sales Competencies” - use a challenge and have candidates demonstrate these competencies for the job, not use someone else’s work. “strong presentation skills...” - how about in a quick turn- around? 6
    7. 7. How do you engage the high performer? “Strong Drive to Win” “negotiation & problem solving skills” “build trusted relationships” “executive communication” “strong presentation skills...” “Team Leadership” High performers seek interesting, meaningful work. 7
    8. 8. Why not offer a chance to make a difference?Challenge Based Recruiting:Show us what you’ve got.We are looking for an Enterprise Sales team leader whobuilds long term value-based relationships. You shouldbe a great communicator with a sensitivity to thecorporate vision AND strategy.We love the Bread Foundation. They have a challengeand we’d like you to enter it. Challenge the recruit to perform Add the Challenge Widget in the & align with NGO partner values job post. 8
    9. 9. Or why not give them opportunity to innovate?Challenge Based Recruiting:Show us what you’ve got:We are looking for an Enterprise Sales team leader whobuilds long term value-based relationships. You shouldbe a great communicator with a sensitivity to thecorporate vision AND strategy.We face major competition from technology companiesall over the world. You have a chance to pitch a Fortune500 company on our enterprise suite of products. Firstyou need buy-in from product VPs that you are the rightsales team leader for the job. Let’s see it. Challenge the recruit to sport Add the Challenge Widget in the their sales drive on an existing product job post. 9
    10. 10. How it worksExisting Job Posts Job Challenge Challenge Page 2 min Assignment: 3 sentences or less then finalists are asked for 2 min screencast pitch 10
    11. 11. Want to learn more?Christopher Marshall Anil K. RathiDirector, Innovation Challenges CEO & Founder,e: Skildt: 323-218-4479 e: t: 310-463-3260 11