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ENSURE YOU ARE HIRING THE BEST AND BRIGHTEST TALENT

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ENSURE YOU ARE HIRING THE BEST AND BRIGHTEST TALENT

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At IBM Kenexa, we believe people differentiate great companies. We know that hiring the right people, empowering your people and making decisions based on data yields the best business results. With $4,000 as the average amount U.S. companies spend to fill an open position, and organizations saying they wouldn't rehire 40 percent of their recent hires, you need to make sure you hire the right people from the start. IBM Kenexa Skills Assessments on Cloud delivers a fast, effective method for sifting through large talent pools to determine if an individual has the required skills for a specific job.

Join us to learn about:

Our partnership and integration with Cornerstone to help you incorporate assessments into your hiring.
IBM Kenexa's 1,500 tests, which can be leveraged by hiring teams and managers across industries, job families and job levels to find and qualify the right talent faster.
How other clients have used assessments to hire more like their very best, ensuring top performing hires every time.

At IBM Kenexa, we believe people differentiate great companies. We know that hiring the right people, empowering your people and making decisions based on data yields the best business results. With $4,000 as the average amount U.S. companies spend to fill an open position, and organizations saying they wouldn't rehire 40 percent of their recent hires, you need to make sure you hire the right people from the start. IBM Kenexa Skills Assessments on Cloud delivers a fast, effective method for sifting through large talent pools to determine if an individual has the required skills for a specific job.

Join us to learn about:

Our partnership and integration with Cornerstone to help you incorporate assessments into your hiring.
IBM Kenexa's 1,500 tests, which can be leveraged by hiring teams and managers across industries, job families and job levels to find and qualify the right talent faster.
How other clients have used assessments to hire more like their very best, ensuring top performing hires every time.

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ENSURE YOU ARE HIRING THE BEST AND BRIGHTEST TALENT

  1. 1. 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. Welcome to the webinar!
  2. 2.         Tools You Can Use Audio Control –  A dial in number will not be provided. –  Adjust the volume on your computer or headphones
  3. 3.         Ques%ons  and  Handouts   You  can  submit  ques%ons  by  clicking  on   this  icon  here.             You  can  download  a  PDF  of  the  slide  deck   by  clicking  here.  
  4. 4.         1. May I receive a copy of the slides? YES! Click on the handouts list located on the right 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 or SHRM certified? YES! The HRCI and SHRM certification codes will be sent in the same follow up email as the recording Frequently  Asked  Ques%ons  
  5. 5. Hiring the best and brightest talent
  6. 6. Today’s Agenda •  Introductions •  Today’s Workforce •  Key Challenges •  Screening for success •  Key Take Away’s •  Questions
  7. 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. 8. Today’s Workforce History & Trends
  9. 9. Work has changed 9 WHO WHAT WHERE WHEN HOW
  10. 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. 11. Act Now or Get Left Behind #disruption The digital disruption has already happened, you are either the disruptor or disrupted.
  12. 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. 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. 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. 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. 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. 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. 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. 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. 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. 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. 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. 23. Screening for Success
  24. 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. 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. 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. 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. 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. 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. 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. 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. 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. 33. Tips for Success
  34. 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. 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. 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. 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. 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. 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. 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. 41. Questions?
  42. 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 workforce.com/webinars

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