Lou Adler & Lever Webinar: How Dumping Skills-Infested Job Descriptions Will Improve Your Quality of Hire

How Dumping Skills-Infested Job Descriptions Will Improve Your Quality of Hire

@lever#qualityofhire

Tuesday March 1, 2016

● Phone lines are muted - please use

the chat box for questions

● Tweet us using #qualityofhire and @lever

● $100 Amazon Gift Card for the most useful tweet

Kiran DhillonContent Marketing ManagerLever@kirandhillon4

Thanks for joining us!


Creator of Performance-based Hiring

● Performancebasedhiring.com

Best-selling author

● Hire With Your Head

● The Essential Guide for Hiring & Getting Hired

Our featured speaker

Lou AdlerCEO

The Adler Group, Inc.


…Your work on performance-based hiring is a genuine bright spot…I am blown away by how closely your ideas map to the new science. I actually think performance-based hiring is the secret sauce to getting not only better talent management, but also to being able to ensure that we live up to our promise of opportunity in the 21st century.

Todd Rose, Harvard Professor, Director – Center for Individual Performance, Author of The End of Average


“No one is average” ➔ The three principles:

1. Jaggedness: There is no average and no one is above average on everything.

2. Context: The job and the circumstances impact on-the-job performance and success.

3. Pathways: Potential is more important than experience unless time matters.

Todd Rose, Harvard Professor, Director – Center for Individual Performance, Author of The End of Average


Performance-based Hiring

199720022007

2005 2013 Integrated Business System for Hiring Top Talent


Performance-based Hiring

199720022007

2005 2013 4 Candidates/hire2:1 Sourcing Mix

80% First Contact Yield


Two Talent Markets

Maintain Talent LevelSurplus Strategy

Raise Talent LevelScarcity Strategy

Find-Apply-Weed Out Attract and Nurture

Transactional Consultative Recruiting

Ill-defined Lateral Jobs Career Moves

Cost and Efficiency ROI and Quality of Hire

ActivePostingsFollowers10-20%

PassiveReferrals

NetworkingBoolean80-90%

Skills & Experience Qualified Performance Qualified


Two Talent Markets

Maintain Talent LevelSurplus Strategy

Raise Talent LevelScarcity Strategy

Find-Apply-Weed Out Attract and Nurture

Transactional Consultative Recruiting

Ill-defined Lateral Jobs Career Moves

Cost and Efficiency ROI and Quality of Hire

ActivePostingsFollowers10-20%

PassiveReferrals

NetworkingBoolean80-90%

Skills & Experience Qualified Performance Qualified

Performance-based Hiring Overview

Performance-based Hiring Business Process Expert System: Best People, Recruiters, Managers

Performance-based Job DescriptionsGreat Career Moves vs. Lateral Transfers

Talent Centric SourcingTarget Best People – Entire Talent Market

2-Question Performance-based Interview Evidence-based – Quality of Hire

Integrated Recruiting Career Growth “30% Solution” vs. Compensation Max

[email protected]


Sourcing in the Entire Talent Market Candidates per Hire

< 4

50–100X

20–30X

10X

Performance QualifiedPassive The Best Will Not Apply

Skills/Experience Qualified Active/PassiveFew Top People Apply

Performance QualifiedActiveThe Best Will Not Apply

40/40/20 Plan


From Skills and Experience Qualified to Performance Qualified

Creating the Career Move

Indirect DirectSkills

Experience

Academics

Industry

Competencies

Responsibilities

Job Description

Performance ProfileClarify Expectations

Grow sales by 10%Launch new product lineBuild a team in 90 daysEvaluate the processPrepare a plan for ___Develop product specDesign a circuit

EnvironmentCultureManager

Having of SkillsHiring for Average

Delivering ResultsHiring for Context


Define Job Before Defining Person

Primary or Fixed

Variable

The Difference Maker

It’s what you DO with what you HAVE, not what

you HAVE that counts!

Quality of Work, the Fit and the Rate of Change!

Define Pre-Hire Quality of Hire

What does the person need to do be successful?• Collaborate with sales rep to

develop customer solutions at C-level in F500 companies

• Lead intense detailed product spec presentations to sophisticated buying groups

• Work with contracts to develop cost/price/margin analysis for $5mm+ programs

• Handle 3-6 major programs concurrently

This is not a job description. It’s a

person description.

Improve Response Rates

Lead with an AGM

Emphasize Doing, Learning, Becoming

Warm-up, not Apply

Capture Job Brand

Stories, not Skills

What do the best people do differently?

1

Consistentlyexceed expectations!

3

Leadership: Vision plus execution

4

Good problem solving & thinking skills

6

Get it done– no excuses!

Coaches, manages, develops self/others

2

Flexible, deals with change, manager, culture

5


Performance Qualified Quality of HirePerformance-based Hiring Job Fit Indexsm

Cultural &Managerial

Fit

Quality of Hire

Talent Predictor

TalentThinkingProblem-

solving

Track Record of

Comparable Results

Career Move30%

Solution

Achiever Pattern & Growth Trend

BasicSkills

ExperienceEducation

TeamOrganizeManage

©2015 All Rights Reserved. The Adler Group, Inc.

Job Fit Intrinsically Motivating

What if all of the traits are true?

ROI of Quality of Hire Talent Scorecard

[email protected]


Criteria to Engage Criteria to Accept

Consultative Recruiting – Warm-up for Needs Analysis

Recruiting & Hiring Passive Candidates

Great Jobs + Engaged HMs + Strong Recruiters

Title

Company

Compensation

Location

Job

Career Opportunity

Job and Impact

Hiring Manager

Team

Compensation

Work / Life Balance

Company, Culture, Mission

Day 1 Year 1 and Beyond!

ActiveExpand Pool

20%

PassiveNarrow the Pool to the Top 25%

80%


30% Solution – Consultative Recruiting – Warm-up for Needs Analysis

Recruiting & Hiring Passive Candidates

Performance-based Hiring & The End of Average

PassiveReferrals

NetworkingBoolean

80%

Active

20%


Company-branded careers page in Lever

Easy application

“As a job applicant, I appreciate a fast, well-designed application process. I've used some older technology that require a lot of time and data entry and in some cases, I didn't finish

the application because of that. ” - Lever Applicant


23

Requisitions


Thank you! Questions?

• Demo of Performance Qualified vs. SEQ

• Calculate ROI of Quality of Hire

• Audit Extreme Networking Class and report back

• Audit Module 1 of our Performance-based Hiring workshop and report back

[email protected]

Performancebasedhiring.com

Join our next webinar on Recruiter.com, The Make-or-Break Stakes of Candidate Experience, with Ed Nathanson of RedPill Talent.

bit.ly/candidatelove

Recruiting & HR

Lou Adler & Lever Webinar: How Dumping Skills-Infested Job Descriptions Will Improve Your Quality of Hire