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Hiring the best and brightest talent

Today’s Agenda

•  Introductions

•  Today’s Workforce

•  Key Challenges

•  Screening for success

•  Key Take Away’s

•  Questions

Introductions

Brad Yeager North American Leader,

Assessments, Talent Frameworks and HR Analytics

IBM Talent Management Solutions

Tom Boyle Principal Consultant, Thought

Leadership and Advisory services

Cornerstone

Today’s Workforce History & Trends

Work has changed

9

WHO

WHAT

WHERE

WHEN

HOW

Evolution of today’s workforce

10

Agricultural (Farmers)

Industrial (Factory Workers)

Computer (Knowledge

Workers)

Mobile (Virtual

Workers)

12,000 Years Ago Cultivation and Domestication

150 Years Ago Steam Engines and

Factories

50 Years Ago Desktop Computers

Today Internet and Mobility

Act Now or Get Left Behind

#disruption The digital disruption has already happened, you are either the disruptor or disrupted.

Talent Transformation is Vital for Digital Transformation

•  Talent and skill shortages are widespread, highest talent shortages since 2007

•  Technology disrupts how we work and creates new jobs which require

new skills •  Five years from now, over one-third of skills (35%) that are considered important

in today’s workforce will have changed4

Future State 2022: 350K Cybersecurity vacancies

2024: 50,000+ data analysts 2024: 1.5M data-savvy managers 2024: 250K data scientists

Personality

CRM Applicant Tracking

Onboarding Learning

Management

Talent Acquisition Factors Driving Change

Education

Thinking Styles

Role Specialty

Experience Culture

Motivation

Ethnicity

Geography

Gender

Age

Technology Enablement

Talent Acquisition Challenges

Distributed Workforce

Cost

Engagement

Productivity

Compliance

Employment Brand

Candidate Experience

Retention

Candidate Driven Market

86% Percentage of recruiters who felt the labor market was candidate-

driven.

Percentage of employers who felt the labor market was candidate-

driven.

62%

Who needs who?

Candidate Expectations They want be to do what?

According to CareerBuilder research one in five candidates said they are not willing to complete an application that takes them 20 minutes or more, and 76 percent want to know how long it will take them to finish an application before it starts.

Candidates are less likely to bend over backwards. Candidates are quicker to abandon the application process if it seems overly complicated.

66% Percent of job seekers said they will wait less than two weeks to hear back from the employer before considering the opportunity a lost cause and moving on to another.

Candidates move on quickly. An inefficient, slow-moving hiring process will kill your recruiting efforts.

You snooze you loose

Candidate Expectations

New Store Front

17

As company career sites have become the new storefront for hiring candidates have more accessibility to jobs than ever before.

250

The average number of online applicants per job,

Its online now what?

Percentage of applicants for a given role that aren’t actually

qualified to do it.

85%

No, but I stayed at a Holiday Inn last night

18

Quantity vs quality

of job seekers are eliminated at the initial resume screening and only the

“Top 2%” of candidates make it to the interview,

98%

The Truth About Resumes

19

Candidate Marketing

Candidates, even at the highest seniority levels, are regularly embellishing their resumes

85% Percentage of survey respondents

uncovered a lie or misrepresentation on a candidate’s resume or job application

during the screening process – up from 66% five years ago.

What does it all mean?

•  80% of recruiter’s time is spent searching for candidates and scanning through resumes5

•  Average time spent to resume to determine fit is 6 seconds

•  53% of recruiters say a resume doesn’t provide enough information for them to assess whether someone is a good fit for the job.

•  Organizations say they wouldn’t rehire 39% of their recent hires1

•  80% of voluntary exits are due to bad hires2

Companies are struggling to identify, engage and retain the right talent

21

Core systems like HRIS

ERP/single suite Traditional ATS

As our workforce changes, our methods must change too

What got you here will not get you there.

Striking the Balance

22

Automation and experience

Candidates want a fair and transparent experience. •  Easy to use, mobile friendly candidate experience •  Company and role based decision making content •  Employer reputation is the new candidate currency •  Communicated process •  Disposition with meaning Recruiters need faster more effective methods of screening. •  Well defined job requirements •  Ability to easy collaborate with internal stakeholders •  Ability to assess candidates on a variety of factors:

•  Skills & Abilities •  Behaviors/Personality •  Cultural Fit

Screening for Success

People are different Jobs are different Organizations are different

What makes someone “right” for a job?

It takes more than just skills to be successful in a job

We assess the whole person to predict fit and performance…. From baseline proven solutions to innovative customized solutions

+ + Skills & Abilities Can do

Behavior & Personality Will do

Culture Fit Want to do

Call Center Representative

Typing / Data Entry

Computer Navigation

Concern for Others

Self Control

Caring Environment

Retail Store Manager

Reasoning Ability

Authority

Energy

Fun Culture

Administrative Assistant

MS Office

Initiative

Optimism

Structured Environment

…So you can easily identify the right new talent and continually develop existing talent

Skills Behaviors Culture Fit

•  $7.7M increase in sales

•  Top assessment scores reported 36% higher sales compared to their colleagues and averaged USD$26 more in sales per hour

•  Recommended hires had 63% more sales revenue at 3 months

•  67% higher productivity

•  38% improvement in 90-day turnover and annual savings of 259K in turnover by reducing wrong hires

•  Increased Customer Satisfaction from 77% to 93%

•  Decreased time-to-hire from 8-12 weeks to 6-7 weeks, resulting in process efficiency ROI over $13K per new store opening

•  Identified candidates who had 20% higher performance ratings on the job

•  18% more employee engagement

•  16% more promotable than peers

The ROI of having the right talent

4,000+ Clients: Proven ROI

Valid and Legally Defensible

Tested

Best-in-Class Consultants & I/O Psychologists

Comparative Scoring & Easy Reporting

Computer Adaptive Testing (CAT)

Expertise

Mobile enabled

Accessible User Experience

Customized Assessment & Candidate Experience Options

Available in Multiple Languages

Technology

28 Million assessed annually

Robust and highly configurable content library with over 200K behavioral items Content

1200+ job and skill specific ready-to-use assessments

ATS integrated for seamless candidate experience

Required Assessment Capabilities for Successful Recruiting

IBM is bringing Watson to HR

We are bringing IBM Watson to award-winning talent solutions

to transform talent acquisition, increase employee engagement and streamline HR operations

IBM Watson Recruitment is a cognitive recruitment solution, designed to improve quality of hire and improve recruiter efficiency.

•  Automatically recommends the most qualified candidates with maximum predicted level of success

•  Automatically prioritizes jobs and predicts application progress to focus recruitment efforts

•  Social listening with real-time marketing and competitive insights to help drive better candidate conversations

Get Smarter About Talent Acquisition with IBM Watson Recruitment

World’s first and only cognitive recruitment solution

•  Define what “success” looks like in every job for your company, using data

•  Automatically apply data-driven success profiles to consistently identify and predict best fit talent

•  Let Cognitive insights guide your hiring decisions

Data-Driven Success Profile

Applicant Profile

Skills and Competencies

Your Company’s

past history of successful

hiring

Assessment Score

Behaviors & Personality

Performance feedback

(ratings, 360)

Learning Style & Motivations

Make Every Hire a Data-Driven Decision

Winning Approach

•  Create a seamless streamlined candidate experience, reducing drop off.

•  Empower recruiters with the ability to easily define and configure pass/fail threshold.

•  Increase recruiter efficiency with the ability to search and assign candidate assessments from within Cornerstone Recruiting – via automated workflow associated with each job requisition or manually by Recruiter

•  Make faster more informed decisions by accessing summary assessment results or detailed report from Cornerstone Recruiting; Results available as soon as the candidate completes the assessment

•  Maintain compliance and mitigate risk through secure authentication; communication over an encrypted TLS transport

•  Leverage IBM’s cognitive recruiting solution, Watson Recruiter, for more in-depth data driven hiring.

Screening with Cornerstone and IBM

Tips for Success

Success Tip # 1

Create Alignment Its important to create alignment with your job seekers. This starts with

the job description. Make sure they include your required skills and experience.

Success Tip # 2

Layer Screening Technology Its important to layer your screening initiatives. Basic screening should

be performed directly through your applicant tracking system as part of the initial apply process. This will allow you to screen out unqualified candidates before performing more advanced assessments on a

smaller population of candidates .

Success Tip # 3

Don’t Over Automate While screening automation can increase recruiter efficiency , its

important that’s we don’t over automate the process and loose the human touch. No candidate wants to feel like they were disqualified

automatically, be sure to personalize your communication. .

Success Tip # 4

Education is key Most hiring managers don't know how to hire. Educate managers and interview team members . Work with managers up front in the process to help define the requirements and biter understand the overall hiring

process.

Success Tip # 5

Eliminate Guesswork Assessments provide “Behavioral Insights” to remove speculation, and

predict performance, based on what that person has done (skills), what that person can and will do (personality), and what that person wants to do (fit).

Success Tip # 6

Ready When You Are An expansive portfolio of tailor-made and ready-to-use career

assessments to assess individuals, managers and leaders for both pre and post-hire needs.

Success Tip # 7

Assessments, what they do! •  Support the decision-making process •  Uses standardized process to gain insight into applicant •  Qualities not always apparent (personality, motivation, abilities, etc.) •  Screen out applicants and help focus on those with most potential •  Provide direct ROI relative to valued outcomes •  Provides baseline understanding to feed post-hire development

Questions?

       

Register for the next webinar! Out of Sight but not Out of Mind: Driving

Engagement and Productivity With Absence Management

Tuesday, October 31, 2017

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