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Frequently
Asked
Ques%ons

5.
Hiring the best and
brightest talent

6.
Today’s Agenda
• Introductions
• Today’s Workforce
• Key Challenges
• Screening for success
• Key Take Away’s
• Questions

7.
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

8.
Today’s Workforce
History & Trends

9.
Work has changed
9
WHO
WHAT
WHERE
WHEN
HOW

10.
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

11.
Act Now or Get Left Behind
#disruption
The digital disruption has
already happened, you are
either the disruptor or disrupted.

12.
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

13.
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

14.
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?

15.
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.

16.
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

17.
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%

18.
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%

19.
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.

20.
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 suiteTraditional ATS
As our workforce changes, our methods
must change too
What got you here will not get
you there.

22.
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

23.
Screening for Success

24.
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

25.
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

26.
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

27.
• $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

28.
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
itemsContent
1200+ job and skill
specific ready-to-
use assessments
ATS integrated
for seamless
candidate experience
Required Assessment Capabilities for
Successful Recruiting

29.
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

30.
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

31.
• 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

32.
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

33.
Tips
for Success

34.
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.

35.
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
.

36.
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.
.

37.
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.

38.
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).

39.
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.

40.
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

41.
Questions?

42.
Register for the next webinar!
Out of Sight but not Out of Mind: Driving
Engagement and Productivity With Absence
Management
Tuesday, October 31, 2017
Webinars start at 2 p.m. Eastern / 11 a.m. Pacific
Register for all upcoming Workforce Webinars at
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