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PREDICTING PERFORMANCE
PREDICTIVE ASSESSMENTS BY
To us, business is personal
Copyright Kenexa®, 2011 │ 2
PREDICTING PERFORMANCE
FINDING “IT”
TEACHING SELLINGMANAGING
HOSPITALITY
RETAILINDUSTRIALMANUFACTURING
RESTAURANT
NURSING
CALL CENTER
Copyright Kenexa®, 2011 │ 3
PREDICTING PERFORMANCEIDENTIFYING GREATNESS
BY
AVERT THE AVERAGE.
STUDY THE OUTLIERS.
Copyright Kenexa®, 2011 │ 4
PredictiveAssessments
by
Improving Efficiency-
of-Hire
Improving Quality-of-
Hire
Reducing Risk
BENEFITS OF PREDICTING
PERFORMANCE
Managers • Streamlined, easy-to-use • Finds the best • Peace of mind
Scientists • Quick yet solid • Matches competencies • Consistent process
Applicants • Understandable, fast • Able to impress • Fair, honest
Shareholders • Reduce expenses • Profitable growth • Reputation
Copyright Kenexa®, 2011 │ 5
ARE MORE LIKELY TO:
62% integrate assessment with ATS
33% integrate assessment with Performance Management systems
29% integrate assessment with Succession systems
12% integrate assessment with LMS
Aberdeen Group, Assessment in Talent Management, May 2011
HIG
H P
ER
FOR
MIN
G C
OM
PAN
IES ARE DESIGNED TO BE:
Simple and quick
Integrated with other technologies regardless of provider or platform
Easy for hiring manager to use
Interesting and fun for applicants
Used with mobile and 2.0 technologies
KEN
EX
A IN
TEG
RATIO
NS
FUTURE OF PREDICTING
PERFORMANCE
Copyright Kenexa®, 2011 │ 6
WE PREDICT PERFORMANCE
HOW WEPREDICT IT
Copyright Kenexa®, 2011 │ 8
OUR APPROACH IS AS
UNIQUE AS IT IS POWERFUL
TALENT SKILLS CULTURAL FIT
PERFORMANCE+ x =
Copyright Kenexa®, 2011 │ 9
SKILLS
• Listening
• Data Entry
• XXX
• XXX
• XXX
OUR APPROACH IS AS
UNIQUE AS IT IS POWERFUL
Copyright Kenexa®, 2011 │ 10
CULTURAL FIT
• Customer Orientation
• Passionate
• XXX
• XXX
• XXX
OUR APPROACH IS AS
UNIQUE AS IT IS POWERFUL
Copyright Kenexa®, 2011 │ 11
TALENT
• Personality
• XXX
• XXX
• XXX
OUR APPROACH IS AS
UNIQUE AS IT IS POWERFUL
Copyright Kenexa®, 2011 │ 12
COMPETENCIES
• Relationship Building
• Problem Solving
• XXX
• XXX
• XXX
OUR APPROACH IS AS
UNIQUE AS IT IS POWERFUL
Copyright Kenexa®, 2011 │ 13
• First Contact Resolution
• Increased Customer Satisfaction
• XXX
• XXX
• XXX}MEASURINGMATTERS
WH
AT
Copyright Kenexa®, 2011 │ 14
CO
NF
IGU
RA
BL
ER
EA
DY
-TO
-US
E
INSTITUTIONAL KNOWLEDGE
LIBRARY
HOW WE PREDICT
PERFORMANCE
CALIBRATEDASSESSMENT
SOLUTION
LEARN FROM
YOUR BEST
REFINE AND PERFECT
DEPLOY
REVIEW ROI AND APPLY FINDINGS
YOUR NEEDS
ANALYSIS
OUR
RESEARCH
AND KNOW
LEDGE
BASED ON EVERYONE’S BEST
BASED ON YOUR BEST
SKILLS/KNOWLEDGE (PROVE IT!)
ABILITIES (INFINITY SERIES)
CULTURAL (FIT SERIES)
BEHAVIORAL (SELECTORS, KPI)
Copyright Kenexa®, 2011 │ 15
HOW WE PREDICT
PERFORMANCE
OUR
RESEARCH
AND KNOW
LEDGE
Based on 20+ years of experience and millions of assessments conducted.
YOUR NEEDS
ANALYSIS
Indentify key success criterion.
Copyright Kenexa®, 2011 │ 16
HOW WE PREDICT
PERFORMANCE
CALIBRATEDASSESSMENT
SOLUTION
Analyze drivers of high performance and interview key stakeholders.
Copyright Kenexa®, 2011 │ 17
LEARN FROM
YOUR BEST
HOW WE PREDICT
PERFORMANCE
Survey and conduct focus groups with high performers.
Copyright Kenexa®, 2011 │ 18
REFINE AND PERFECT
HOW WE PREDICT
PERFORMANCE
Conduct validity study, review and update norms.
Copyright Kenexa®, 2011 │ 19
DEPLOY
HOW WE PREDICT
PERFORMANCE
Launch to all users.
Copyright Kenexa®, 2011 │ 20
REVIEW ROI AND APPLY FINDINGS
HOW WE PREDICT
PERFORMANCE
Review data and apply information.
Copyright Kenexa®, 2011 │ 21
CO
NF
IGU
RA
BL
ER
EA
DY
-TO
-US
E
INSTITUTIONAL KNOWLEDGE
LIBRARY
HOW WE PREDICT
PERFORMANCE
CALIBRATEDASSESSMENT
SOLUTION
LEARN FROM
YOUR BEST
REFINE AND PERFECT
DEPLOY
REVIEW ROI AND APPLY FINDINGS
YOUR NEEDS
ANALYSIS
OUR
RESEARCH
AND KNOW
LEDGE
BASED ON EVERYONE’S BEST
BASED ON YOUR BEST
SKILLS/KNOWLEDGE (PROVE IT!)
ABILITIES (INFINITY SERIES)
CULTURAL (FIT SERIES)
BEHAVIORAL (SELECTORS, KPI)
READY-TO-USEBASED ON EVERYONE’S BEST
Copyright Kenexa®, 2011 │ 23
CONCERN FOR OTHERS
DEPENDABILITY
INITIATIVESELF CONTROL
EXPERIENCECOGNITIVE ABILITYSITUATIONAL SAVVY
TALENTREADY-TO-USE
AGENT
Copyright Kenexa®, 2011 │ 24
TALENTREADY-TO-USE
MANAGER
DETAIL ORIENTATION
ENERGYINITIATIVELEADERSHIPPERSISTENCE
BIO-DATANUMERICAL REASONINGSITUATIONAL JUDGMENT
Copyright Kenexa®, 2011 │ 25
READY-TO-USE
SALES TALENT
DETAIL ORIENTATION
ENERGYINITIATIVELEADERSHIPPERSISTENCE
BIO-DATANUMERICAL REASONINGSITUATIONAL JUDGMENT
Copyright Kenexa®, 2011 │ 26
READY-TO-USE
SKILLS SKILLS
Copyright Kenexa®, 2011 │ 27
READY-TO-USE
DEVELOPMENT TALENT
Copyright Kenexa®, 2011 │ 28
READY-TO-USE
SUCCESS TALENT
CONFIGURABLEBASED ON YOUR BEST
Copyright Kenexa®, 2011 │ 30
TECHNOLOGY CANDIDATE EXPERIENCE
ANDTHE
Copyright Kenexa®, 2011 │ 31
TECHNOLOGY CANDIDATE EXPERIENCE
ANDTHE
Copyright Kenexa®, 2011 │ 32
TECHNOLOGY CANDIDATE EXPERIENCE
ANDTHE
Copyright Kenexa®, 2011 │ 33
TECHNOLOGY CANDIDATE EXPERIENCE
ANDTHE
Copyright Kenexa®, 2011 │ 34
TECHNOLOGY CANDIDATE SIMULATIONS
ANDTHE
Copyright Kenexa®, 2011 │ 35
TECHNOLOGY CANDIDATE EXPERIENCE
ANDTHE
Copyright Kenexa®, 2011 │ 36
TECHNOLOGY CANDIDATE EXPERIENCE
ANDTHE
Copyright Kenexa®, 2011 │ 37
TECHNOLOGY CANDIDATE RESULTS
ANDTHE
Copyright Kenexa®, 2011 │ 38
Candidate:Candidate email:
John [email protected]
Assessment:Time to Complete:
Date Completed:Administered:
Sales Professional00:39:3606/7/2009Pete Richards
Assessment Results
TECHNOLOGY CANDIDATE RESULTS
ANDTHE
WHY WEPREDICT IT
Copyright Kenexa®, 2011 │ 40
WHO WEPREDICT FOR
Copyright Kenexa®, 2011 │ 41
HIG
H P
ER
FO
RM
ING
CO
MP
AN
IES
ARE MORE LIKELY TO:
50% use assessment data as part of the strategic business planning process
75% use assessment data for workforce planning
42% tie ongoing performance back to pre-hire assessments
85% correlate post-hire assessment results to ongoing performance
Aberdeen Group, Assessment in Talent Management, May 2011
EV
OL
VIN
G N
AT
UR
E
CURRENT & FUTURE PREDICTING PERFORMANCE
OF
OF ASSESSMENTS:
Continued integration of assessments
Increased focus leveraging data to business results
Movement from “test” to “experience”
Quantum leap in assessment delivery
Avatars will live in, navigate digital universe
Rocket-Hire, Market Study 2010
Copyright Kenexa®, 2011 │ 42
4,000Customers
32 Offices
21 Countries
Employees
2,500
Founded
1987
R&D
$40M
21MAssessments
Growth & Strength
Stable Leadership
Extreme Service
New Ideas
Global Reach
Proven Experience
Institutional Knowledge
CONFIDENTLY BECOMING
LARGEST PROVIDER
Revenue
$281M
TH
E
THE RESULTS OF
PREDICTING IT
Copyright Kenexa®, 2011 │ 44
EFFICIENCIES OF PREDICTING PERFORMANCE
19%Improvement in
Performance Ratings
Work Harder
Stay Longer
Produce More
Perform Better
56%Reduction in
Turnover
3XHigher Revenue
Production
34%Hit Rate
Improvement
PredictiveAssessments
by
Copyright Kenexa®, 2011 │ 45
21%Improvement in
Performance Ratings
Work Harder
PredictiveAssessments
by
Employees who scored in above-average received performance ratings 15% higher than the average group
and 21% higher than the below-average group.
EFFICIENCIES OF PREDICTING PERFORMANCE
Below Average Average Above Average0
10
20
30
40
50
60
70
80
90
100
7378
92
PERFORMANCE RATINGS
Copyright Kenexa®, 2011 │ 46
Stay Longer
56%Reduction in
Turnover
Above-average employees that remained employed for at least 180 days were 32% higher than the average employees, and
56% higher than the below-average employees.
PredictiveAssessments
by
EFFICIENCIES OF PREDICTING PERFORMANCE
Below Average Average Above Average0
20
40
60
80
100
120
6273
97
RETENTION RATES AFTER 180 DAYS
ASSESSMENT SCORES
Copyright Kenexa®, 2011 │ 47
Produce More
3XHigher Revenue
Production
Sales representatives who rated an “A” on the Kenexa interview averaged 3X the annual revenue as those
rated a “C” and 2X more than those rated a “B.”
PredictiveAssessments
by
EFFICIENCIES OF PREDICTING PERFORMANCE
0
500,000
1,000,000
1,500,000
2,000,000
2,500,000
3,000,000
2,700,000
1,200,000
900,000
SALES REPRESENTATIVE AVERAGE ANNUAL SALES
KENEXA CLASSIFICATION
Copyright Kenexa®, 2011 │ 48
Perform Better
PredictiveAssessments
34%Hit Rate
Improvement
Hiring RNs who scored in the above average range, the “hit rate” or proportion of hires that perform at an above average level will increase from 50% to 67%--a 34% improvement.
EFFICIENCIES OF PREDICTING PERFORMANCE
Below Average Average Above Average3.3
3.4
3.5
3.6
3.7
3.8
3.9
4
4.1
4.2
4.3
3.64
3.9
4.18
PREDICTING PERFORMANCE
PERFORMANCE INDICATORS
Copyright Kenexa®, 2011 │ 49
TALENT ACQUISITION
Start Date
ONBOARDING
PERFORMANCE MGMT
LEARNINGSUCCESSION EXITJOURNEY
EMPLOYEECOMPENSATION
END-TO-END HR SOLUTION
HOW YOU TREAT THEM IS AS IMPORTANT AS HOW
YOU SELECT THEM
+ IDENTIFY HIGH POTENTIAL CANDIDATES
+ SHRINK TIME TO PRODUCTIVITY
+ MANAGER AND EMPLOYEE TOOL KIT
RETENTION AND ENGAGEMENT
Copyright Kenexa®, 2011 │ 50
PREDICTING PERFORMANCE
PredictiveAssessments
by
APPENDIX
Copyright Kenexa®, 2011 │ 52
PredictiveAssessments
by
Improving Efficiency-
of-Hire
Improving Quality-of-
Hire
Reducing Risk
• Unemployment driving applications
• Unqualified candidates leveraging technology
• Demands are growing• Doing more with less• Finding the best
• More litigious environment• Consistency in process• Confidence in knowledge
BENEFITS OF PREDICTING
PERFORMANCE
Copyright Kenexa®, 2011 │ 53
CONTENT, TECHNOLOGY AND SERVICES
Copyright Kenexa®, 2011 │ 54
Defining leadership model
• Leadership audit• Cultural insight• Stakeholder interviews• Competency and behaviour model
T OTA L TA L E N TMANAGEMENT
Building a successful talent pipeline by integration of our technology and leadership capability to recruit, select, reward, recognise, performance manage, develop and succession plan.
Creating a performance culture
• Effective workshops• Inclusion training• Work shadows 360 feedback
Developing leadership behaviours
• Masterclasses• Foundational leadership • Coaching• Psychometrics for
development & benchmarking
Aligning the talent to reachyour business goals
• Talent management• Identifying emerging leaders
and talent pools• Accelerating leaders• Succession planning
Recruiting leadership talent
• Role profiling• Pre-hire leadership assessment