Did you know that as much as 80% of employee turnover can be attributed to bad hiring decisions? Or that the true cost of a bad hire could be 5X their annual salary? That’s why finding and hiring only the best and most relevant talent -- truly ‘game changing’ talent, needs to be the top priority for every Business and Talent Acquisition Leader today. In our upcoming webinar, Belong partners with Tarun Davda, Managing Partner and Alex Peter, Vice President, Human Capital at Matrix Partners India, to understand how hiring decisions at the senior level have directly impacted business goals within their portfolio companies. With their hands-on, collaborative approach, Matrix Partners India has helped top companies like Quickr, Practo and Ola scale their teams, and take their business to the next level.

2. WEBINAR HOST FEATURED GUEST FEATURED GUEST
Aadil Bandukwala
Social Talent Evangelist
Belong.co
@aadil
Tarun Davda
Managing Director
Matrix Partners India
@tarun_davda
Alex Peter
VP Human Capital
Matrix Partners India
@alexpeter1201

3. According to the Harvard Business
Review, as much as 80% of employee
turnover is due to bad hiring decisions.
Source: http://insights.dice.com/report/the-cost-of-bad-hiring-decisions/
In fact, according to a study by the
Society for Human Resources
Management, the true cost of a bad hire
could be 5X a bad hire’s annual salary!

5. Often the best solution to a management
problem is the right person.
EDWIN BOOZ
“

6. The Current Recruiting Process Calls for an Overhaul

8. Show me a successful CXO and I will
show you his obsession with hiring.
ALEX PETER

9. Most successful Founders / CEOs spend as
much as 30% of their time in Org Building. Some
of the best ones spend as much as 50% and
consider it their #1 Strategic Priority and Focus
TARUN DAVDA
9

10. THE NEED
BUSINESS IMPACT
Stay Ahead of
Competition
Keep Attrition &
Engagement in
Check
The Secret to Success
- A Well Thought Out
Hiring Plan
Reduce Your
Time to Fill
Expect the
Unexpected
Avoid Panic Hiring

12. Most start-ups fail because of their
inability to build great teams.
TARUN DAVDA

13. As many as
80-85% candidates
seeking high-level jobs and
40-45%
looking for ones lower down the order are
using the online medium to
hardsell their professional and
academic achievements.
However...
Source: http://bit.ly/29LqHSt

14. 53%
of all job applications
contain inaccurate
information
49%
of the hiring managers
surveyed had caught a job
applicant fabricating some
part of his/her resume.
Source: http://bit.ly/2aqt2U8

15. Reference Checks & Background Checks
Two Different Worlds Altogether
BACKGROUND CHECK
Objective
Look up and gather job-relevant criminal,
commercial, and financial records of an
individual
Modus Operandi
Check Employment Records, Educational
Records, Criminal History
REFERENCE CHECK
Objective
A means of protecting against in another type
of liability – that of hiring a poor performer.
Modus Operandi
Validate Candidate’s Personality via Peer
Recommendations, Leadership abilities &
Like Quotient

17. Development can help great people
be even better - but if I had a dollar
to spend, I'd spend 70 cents getting
the right person in the door.
PAUL RUSSELL
“

18. It costs
$7,000
to replace a salaried employee,
$10,000
to replace a mid-level employee, and
$40,000
to replace a senior executive.
Source: http://bit.ly/29R7zrV

19. 66% of employers said they experienced negative
effects of bad hires.
Of these employers, 37% said the
bad hire negatively affected
employee morale.
Another 18% said the bad hire
negatively impacted client
relationships.
And 10% said the bad hire caused a
decrease in sales.
Source: National Business Research Institute: http://bit.ly/29JgM4n

20. BLIND
REFERENCE CHECKS
The New Age Talent Advisor’s
Shining Armor
Help Filter Profiles that *Look Great* but
in reality aren’t
Helps put a Structured SWOT together
Helps you focus on the Fit
Helps the interviewer prioritize where to
focus and probe during the interview
Recruiting
Process at Matrix
Role Definition
Talent Advisor to
source profiles.
Run BRCs
If good, schedule
interviews
Else, back to
sourcing.

21. 46% of 2000 new hires
failed within 18 months
for attitudinal reasons.*
A candidate’s past workplace
behavior is a clear indicator of his
or her future workplace behavior.
References provided by former
supervisors and co-workers can
help predict the likely success of
a potential employee.
Source: *Hiring for Attitude” by Mark Murphy, 2012, LeadershipIQ

22. DOWNLOAD CHECKLIST
http://belo.ng/brc-checklist

24. Hiring Above the Mean vs
Hiring Above the Min
TARUN DAVDA

25. 75%
of the demand to
hire new employees
is simply to replace
workers who have
left the company.
43%
of respondents cited
the need to fill the
positions quickly as
the main reason that
bad hires are made
Source: http://bit.ly/2adiCek

26. Hiring Above the Mean Vs Hiring Above the Minimum
A Players Bring in A
Players.
B Players Bring in C Players.
Which results in a significant drop in
average capability.

28. I am convinced that nothing we do is
more important than hiring and
developing people. At the end of the day
you bet on people, not on strategies.
LAWRENCE BOSSIDY
“

29. Be a Trusted Talent Advisor to Your Business Leaders
Build the Opportunity Description, not
the mandate.
Establish Candidate Persona
Partner with Hiring Managers on the
what’s and why’s of their Ideal
Candidate
Persistence yields Results
Go beyond *just skills*.

31. Leaders don't flock.
You have to find them one at a
time.
ROSS PEROT
“

32. Embrace the Sniper Approach from Guerrilla Warfare
Increase probability of hiring A-players
Minimize the chances of Bad Hires
Case Study:
Hire 5 Leaders in 45 Days:
CFO, CMO
Head of Customer Success
Head of Operations & Strategy
Head of Digital Marketing

34. Hiring is now widely recognized as a core
skill that a founding team must have, in
addition to product-tech and sales -
marketing.
DAVID SKOK
“

35. Recruiting & Deal Sourcing draw similar parallels
DEAL SOURCING
Successful VCs have a specialized
Outbound Origination Program
Successful VCs Create investment
opportunities, instead of waiting
for opportunities to appear
Use Deal Signals to Source Deals
RECRUITING
Forward thinking firms are embracing
Outbound Hiring for Niche & Senior roles.
Successful firms use unique practices
like leveraging Hiring Managers Networks
to find Hidden Gems
Use Passivity Signals & Machine
Learning to track Top Talent Movement

36. THE 8 COMMANDMENTS TO
HIRE GAME-CHANGERS
1. Optimize your hiring strategy
2. Recruitment is everyone’s priority
3. Know your candidate
4. Validate decisions with data
5. Never settle for good enough
6. Invest in people, not resumes
7. Know your target talent pool
8. Always be learning

37. WEBINAR HOST FEATURED GUEST FEATURED GUEST
Aadil Bandukwala
Social Talent Evangelist
Belong.co
@aadil
Tarun Davda
Managing Director
Matrix Partners India
@tarun_davda
Alex Peter
VP Human Capital
Matrix Partners India
@alexpeter1201