The document discusses the challenges of hiring, highlighting that 48% of new hires fail to meet performance targets within 18 months, and many resumes contain inaccurate self-reported information. It suggests three steps for better hiring: reduce reliance on resumes, analyze top performers, and structure interviews with behavioral questions. The content emphasizes the need for valid assessments and structured processes to improve hiring outcomes.

1. Affintus
So remind me again…why did we hire this guy?
October 24, 2012 | Deborah L. Kerr, Ph.D.
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©2012 Affintus Scientific Hiring, LLC

2. Optimizing Human Capital
 Streamline decision making
 Enhance productivity through people
 Match job and company to people
 Better people data, better business
results
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3. Agenda
 Hiring success results
 Resume challenge
 Science and hiring
 Three small changes
 Measures + value

4. Hiring Results
 48% of new hires fail to meet performance
targets within 18 months
 19% will become high performers
 4 in 10 promotions underperform or fail

5. FACT FEW NEW HIRES BECOME HIGH
PERFORMERS
19%
Everyone Else
High Performers
81%

6. FACT
48% OF NEW HIRES FAIL TO MEET
TARGETS WITHIN
18 MONTHS
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7. FACT MANY RESUMES CONTAIN
ERRONEOUS INFORMATION
44%
accurate
inaccurate
56%

8. Challenges
 Finding the right candidate takes too long.
 Employers settle for “good enough”.
 Hiring = HR + managers.
 Job seekers are unhappy, too.

9. Hiring is hard…

10. Resumes
 Information is self reported.
 …and hard to verify.
 Error rate is high – up to 50%
 Experience ≠ Success
https://www.smartrecruiters.com/news/survey-shows-hiring-is-broken-smartrecruiters-releases-new-hiring-platform-for-the-social-enterprise/

11. DECISIONS BASED ON INTERVIEWS HAVE ABOUT THE
FACT SAME SUCCESS RATE AS FLIPPING A COIN
Validity Source of candidate information
1.0
0.9
0.8
0.7 Cognitive Ability + Behavioral / Personality .67
Cognitive Ability + Structured Interview .63
0.6 Cognitive Ability + Work Sample .60
Work Sample Tests .54
0.5 Cognitive tests .51
Structured Interviews .51
Job Knowledge .48
0.4
Personality Test .40
0.3
References .26
0.2 Unstructured Interviews .18
Years of Job Experience .18
0.1 Years of Education .10
Interests .10
Schmidt, Frank L. and Hunter, John E. 1998. The validity and utility of selection methods in personnel psychology: Practical and theoretical implications of 85 years of research findings.
Psychological Bulletin 12: 262-274. Cited in: Robertson, I. T. Smith, Mike. 2001. Personnel selection. Journal of Occupational & Organizational Psychology 74(4): 441-472.

12. Better (and Faster) Hiring in 3 Steps
 Reduce reliance on the resume
 Analyze your top performers
 Structure the interview

13. Resume
 Figure out what is important in the job.
 Collect just the information you want and
need.
 Remember: the resume is self-reported
information.
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14. Analyze Your Top Performers
 Use a valid assessment to identify key
success characteristics.
 Focus on strengths of high performers.

15. Structure the Interview
 Use behavioral interview questions.
 Rate each answer using a scale.
 Train interviewers to take notes.
 Remember the limits of an interview.

16. Your company will thank you.
50%
10%

17. Time to Hire
Formula TF = RR – OD Time to acceptance
TS = RR – SD Time to start
 TF = Time until offer acceptance
 TS = Time until new hire starts work
 RR = Date requisition received
 OD = Date offer accepted
 SD = Date new hire starts

18. Productive Workforce
Formula PW = HC – (%pNH)
 PW = Productive Workforce
 HC = Head Count
 %pNH = New Hire Productivity Estimate

19. Affintus
Great people data. Great business results.
Deborah L. Kerr, Ph.D. | +1 866 429 4351 | info@affintus.com
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©2012 Affintus Scientific Hiring, LLC