Skill survey final
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1. The webinar will discuss assessing key predictors of hiring success, specifically focusing on soft skills which are difficult to measure but important for predicting job performance. 2. Using objective data from past managers and coworkers through detailed references can better predict how candidates will perform in a job compared to methods like personality tests which can be unreliable. 3. Companies that use pre-hire skills assessments tailored to specific jobs experience lower turnover rates and improved hiring outcomes.
![“…this tale about baseball
[Moneyball] may turn out to
be the opening chapter of a
much larger story about
jobs. Predictive statistical
analysis, harnessed to big
data, appears poised to
alter the way millions of
people are hired and
assessed.”
The Atlantic
The World is Taking Note](https://image.slidesharecdn.com/skillsurveyfinal-150330092207-conversion-gate01/85/Skill-survey-final-47-320.jpg)
Skill survey final
- 1. #TMwebinar The presentation will begin at the top of the hour. A dial in number will not be provided. Listen to today’s webinar using your computer’s speakers or headphones. Soft Skills, Hard Benefits: Assessing the Key Predictors of Hiring Success
- 2. #TMwebinar Speaker: Jack Kramer Executive Vice President SkillSurvey Moderator: Sarah Sipek Associate Editor Talent Management magazine Soft Skills, Hard Benefits: Assessing the Key Predictors of Hiring Success
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- 7. #TMwebinar 1. May I receive a copy of the slides? YES! Click on the resource list located on the top left portion of your screen. 2. May I review the webinar recording at a later date? YES! You may log in again using today’s link to review the presentation on-demand. 3. Is this webinar HRCI certified? YES! The HRCI certification code will appear in the box to the right of the slides after the required watch-time has elapsed. Frequently Asked Ques;ons
- 8. #TMwebinar Sarah Sipek Associate Editor Talent Management magazine Soft Skills, Hard Benefits: Assessing the Key Predictors of Hiring Success
- 9. #TMwebinar Jack Kramer Execu:ve Vice President SkillSurvey Soft Skills, Hard Benefits: Assessing the Key Predictors of Hiring Success
- 10. Soft Skills, Hard BenefitsThe key predictors of successful hires
- 11. Speaker Jack Kramer Executive Vice President, Field Operations SkillSurvey, Inc. Jack helps leaders in human resources leverage data-driven analytics to make more informed hiring decisions and improve retention for each candidate they hire. SkillSurvey helps organizations of all sizes; outcomes of its scientific work have been published in the peer-reviewed International Journal of Selection and Assessment.
- 12. Agenda - Soft Skills – The Secret to Hiring - Why Soft Skills are Hard to Measure - How Should it Work? - Key Competencies and What it Means to Be Job-specific? - Getting it Right - Bottom Line Results
- 13. Resign Yourself to This Reality 46% of newly hired employees will fail within 18 months Only 19% achieve unequivocal success * Source: “Hire for Attitude” Forbes, January 23, 2012 † Source: “Hiring for attitude: Research & tools to skyrocket your success rate” Mark Murphy, Leadership IQ, 2012
- 14. Hiring Well is Hard This has probably happened to you before… Person appears perfect… ü dressed well ü great answers ü a sense of confidence You hire him in your organization …. …and he poisons it
- 15. And you inevitably end up saying… …the thing is, he interviewed really well. Hiring Well is HARD
- 16. “Even Inspector 12 put more thought into certifying the quality of Hanes briefs than most organizations put into figuring out whether they’ve got a winner or a smooth-talking nightmare on their hands.” Rob Asghar, Forbes, April, 2014 What Went Wrong? HR tends to do what they know… - Resumes - Interviews - Self-Assessments
- 17. What Went Wrong? - Soft skills seldom given their due - Pre-hire assessments are not typically job-specific - they’re generic - Meaningful feedback from past managers and coworkers is rarely collected. - Self-assessments and personality tests can be unreliable
- 18. Personality Tests are Great… …if you’re hiring Miss America #1 Issue Authenticity/Faking Review of 22 studies that examined actual faking revealed: The average number of fakers on personality tests is 30%
- 19. Self-Assessments Don’t Measure Up Skills Assessments - Issue: Cheating - Answers on the internet - Estimates are that up to 1 in 10 candidates engage in it How valuable are they? When new hires fail, 89% of the time it is for soft skills vs. job skills Cognitive Assessments - Can show Adverse Impact Data from a large number of studies show large average differences by race/ethnicity on cognitive ability tests
- 20. “Soft Skills” are the Hard Part How should the process work? - Identify set of soft skills for each job - Assess them, and make sure the assessment criteria is as specific as the job - Use objective data and predictive talent analytics - Use detailed references from former managers and coworkers for every hire
- 21. The key to predicting future job performance? Past job performance
- 22. Professionalism Interpersonal Skills Problem Solving And Adaptability Personal Value Commitment Managing Others Leadership True Predictors of Success Proficiency in a short list of competency areas, which focus on soft skills, are the true predictors of success in almost every job.
- 23. Professionalism It’s the “price of entry” and consists of a wide variety of behaviors and skills. Some apply to jobs across the board: - Dependability - Following instructions - Work ethic
- 24. Professionalism Chemical Engineer - Develop and implement comprehensive safety procedures for workers who handle chemicals and operate equipment - Ensure compliance with all relevant safety and environmental regulations (e.g., follow all rules for disposal of hazardous materials Sales Professional - Accurately prepare customer orders, proposals, presentations and out-ward facing communications to customers - Consistently meet or exceed sales goals - Comprehend the sales cycle and follow best practices throughout the entire process
- 25. Interpersonal Skills Can personality tests provide insights regarding a candidate’s interpersonal skills? Yes. Can they reveal how well the candidate worked in team situations in prior jobs? Not very well. Having interpersonal skills like the following will make him or her far more likely to succeed: - Listening - Relationship-building - Collaboration
- 26. Interpersonal Skills Housekeeper - Provide a high level of service to all guests - Remain calm and helpful when handling complains from guests Registered Nurse - Provide others with personal assistance, medical attention, and emotional support in a caring and compassionate manner - Listen carefully to patients and co-workers, taking time to understand and ask appropriate questions without interrupting
- 27. Every job essentially requires the ability to assess and analyze issues as well as adaptability to changing conditions: - Analyzing and summarizing information - Making decisions - Adapting to change The more you’re able to assess problem solving and adaptability based upon the challenges of a specific job, the better you’ll be able to predict a candidate’s success. Problem Solving and Adaptability
- 28. Problem Solving and Adaptability Call Center Customer Service Rep - Effectively resolve customer requests, issues, and complaints using knowledge of company products, policies, and services - Know when to escalate issues to manager or supervisor in order to ensure prompt resolution to a customer problem Software Developer - Effectively translate design specifications into software code - Monitor and test functioning of software to ensure quality of product
- 29. Personal Value Commitment A candidate’s commitment to values and ethics is a key driver of your own risk exposure. It’s important to know to what degree and applicant possesses: - Integrity - Respect for others - Adherence to standards and policies There are positions that provide employees with access to sensitive, personal, financial or security data.
- 30. Personal Value Commitment Adjunct Faculty - Demonstrate trustworthiness, honest and high personal standards in dealings with students and others - Treat students, co-workers, staff and other of different background, beliefs, and gender with fairness, respect, and sensitivity Controller - Act with ethics and integrity, ensuring that the organization’s financial activities and records meet or exceed accounting standards - Maintain confidentiality and privacy of company and client information
- 31. Hiring Someone to Be in a Position of Power? If so, you’re probably going to need to assess two additional competencies and apply them to predict job success.
- 32. Managing Others While many jobs clearly demand management skills, many others will call on them at times. Skills needed include: - Selecting and retaining talent - Leading a team - Holding others accountable
- 33. Personal Value Commitment Operations Manager - Build a strong and diverse team by continually recruiting and selecting competent and talent people Sales Manager - Conduct regular coaching sessions with sales team, focusing on successes and area where there is room for improvement - Effectively measure performance and hold team members accountable for meeting sales targets Project Manager - Give assignments to team member according to their capabilities (e.g., appropriately delegate tasks according to skill level or area of expertise)
- 34. Leadership The truly high profile positions call for an even larger set of competencies. Skills needed include: - Setting direction - Managing change - Motivating others
- 35. Leadership Chief Financial Officer - Work with the executive team to develop short and long-term financial plans, objectives, policies and actions - Serve as a trusted advisor to the CEO and others on challenging solutions HR Director - Act as a catalyst, communicating the need for change and inspiring action - Motivate others by encouraging them and by building mutual trust, respect and cooperation
- 36. The future of your organization depends upon understanding the past performance of your job candidates.
- 37. * Source: “Assessments 2014: Consistency is Key” Aberdeen Group, April 2014 Best-in-Class Organizations Get the Idea The Aberdeen Group’s 2014 Assessment Report reveals that Best-in- Class organizations are consistently using assessments to filter top-of-the- funnel applicants and make hiring decisions
- 38. And the Results Speak for Themselves Best-in-Class organizations that rely on pre-hire assessments are experiencing: - Greater performance - Higher first-year retention - Higher employee engagement * Source: “Assessments 2014: Consistency is Key” Aberdeen Group, April 2014
- 39. The root of problem lies in: - Leaving the assessment of soft skills to ‘gut feel’ during the interview. - Overestimating the significance of education and experience. - Relying on general tools instead of job- specific assessments. - Over-reliance on personality tests and other measures that use self reports. But Turnover Remains Far Too High
- 40. A scientific assessment of past work performance by former colleagues is the single best predictor of future job success.
- 41. The Deliverable: Pre-Hire 360® Feedback Report
- 42. The Deliverable: Pre-Hire 360® Feedback Report
- 44. Studies and Published Reports are Proof SkillSurvey is the only online pre-hire reference checking solution with I/O peer- reviewed, published studies of its results.
- 45. SkillSurvey Pre-Hire 360® Assessments are proven to be: Reliable Valid EEOC Compliant Psychometric Results þ þ þ
- 46. Bottom-Line Results 35% decline in first year turnover Improved recruiting efficiency – 95% reduction in time spent tracking down references Greater hiring manager satisfaction
- 47. “…this tale about baseball [Moneyball] may turn out to be the opening chapter of a much larger story about jobs. Predictive statistical analysis, harnessed to big data, appears poised to alter the way millions of people are hired and assessed.” The Atlantic The World is Taking Note
- 48. - Providing Reference Solutions since 2002 - Inventor of web-based reference checking - Patented Solutions: Four patents received for Pre-Hire 360®, other patents pending - 57,204 Candidates in February 2015 - February 2014 – 40,629 – 40.8% + Growth - 10 million individuals entered into Pre-Hire 360® - More than 1.4M were candidates - 1,400+ customers - 350+ surveys in current inventory – 25 different job families - Cynthia Hedricks, PhD, Chief Analytics Officer - 109 Surveys for Healthcare roles, 27 Surveys for IT roles, 16 for Sales roles, 10 for Customer Service roles, 26 for Finance roles, 21 for Retail roles, 21 for Education
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