The document discusses predictive hiring and identifying grit in candidates. It summarizes a case study that found the top predictors of performance for early career salespeople were rigor, grit, and having worked in project management rather than sales or customer support. Hiring based on these predictors and a candidate's fit to a company's profile could increase the number of top performers and boost revenue by over $6 million per year.

1. Identifying Grit: A.I. &
Predictive Signals For
Quality of Hire
Kristen Hamilton, CEO
@kristen_hammy
Josh Jarrett, CPO
@josh_jarrett

2. 1. Predictive Hiring and How it Helps Your Business
2. New Signals of Performance in the Innovation
Economy
3. Case Study: Predictors in Sales Teams
© 2017. Koru Careers, Inc. Proprietary & Confidential.

3. What Are the Top Predictors in Early Career Sales?
3
“Top performers played sports in college”
“Polished communications predicts sales
success”
“Top performers have a track record in
sales or customer support jobs”
“College degrees should be required for
most sales positions”
“Grit is critical in most sales roles”
“Theater majors make good sales people”
© 2017. Koru Careers, Inc. Proprietary & Confidential.

4. 4 BEFORE…

5. 5 …AFTER

6. 6
BEFORE…

7. 7
BEFORE…

8. 8
BEFORE…

9. PERSONA
FIT PREDICTORS
POLISH
FINANCIAL
SERVICES
RIGOR
ALL POTENTIAL PREDICTORS
% of Above Avg. Performers by Fit Score
FITSCORE
67 - 100 48%
31 - 66 33%
0 – 30 14%
GPA
COLLEGE
RANK
PRESIDENT, CAPTAIN OR TREASURER
Undergraduate leadership experience
GRIT
Tenacious and resilient in fast paced, ambiguous work
environments
OWNERSHIP
Takes initiative in service of others
FINANCIAL SERVICES OR CONSULTING
Past industry experience
CONSULTING
PRESIDENT,
CAPTAIN OR
TREASURER
TEAMWORK
OWNERSHIP
GRIT
IMPACT
IMPACT
Prioritizes time and actions to drive business
value
TEAMWORK
Collaborates effectively with diverse teams
CLASSES
OTHER
INDUSTRIES
OTHER
ROLES
CURIOSITY
FINANCIAL ANALYSTYOUR COMPANY FIT PROFILE
Well-Rounded Wendi
Junior Financial Analyst
…AFTER

10. …AFTER

11. 11 …AFTER© 2017. Koru Careers, Inc. Proprietary & Confidential.

12. 12 …AFTER© 2017. Koru Careers, Inc. Proprietary & Confidential.

13. Why Does This Matter?
Performance
10% increase in high
performing hires drives
$3M+ revenue
1
Retention
The cost of a bad hire
is 100-300% of their
salary
2
Diversity
Diverse companies
are 35% more likely to
outperform their peers
3
Brand
The 95% of
applicants you don’t
hire form your
employment brand
4
© 2017. Koru Careers, Inc. Proprietary & Confidential.

14. Predictive
Hiring
Traditional
Hiring
• Research-based signals
• Customized predictive models
• Recommendation engine
• Analytics + continuous
feedback
• Poor signals
• Manual resume screening
• Unstructured interviewing
• Biased process
• Lacks data
Winners in Predictive Hiring Will Be Winners in the War for Talent
© 2017. Koru Careers, Inc. Proprietary & Confidential.

15. Lazslo Bock
Former Sr. VP of People Operations
Google
G.P.A.’s ARE WORTHLESS AS A
CRITERIA FOR HIRING […] we
found that they don’t predict
anything.
We care a lot about soft skills -
leadership, humility, collaboration,
adaptability and loving to learn and re-
learn.
We’re Relying on the Wrong SignalsWe Are Relying On The Wrong Signals
© 2017. Koru Careers, Inc. Proprietary & Confidential.

16. What Drives Performance in Today’s Workplace?
Impact
Skills
Technical
Skills
Raw
Intelligence
© 2017. Koru Careers, Inc. Proprietary & Confidential.

17. Tenacious and resilient in fast-paced, ambiguous
work environments.
GRIT
© 2017. Koru Careers, Inc. Proprietary & Confidential.

18. Analytical, data-driven,
and exhaustive.
RIGORGRIT
© 2017. Koru Careers, Inc. Proprietary & Confidential.

19. Communicates professionally,
confidently, and authentically.
RIGORGRIT POLISH
© 2017. Koru Careers, Inc. Proprietary & Confidential.

20. Prioritizes time and actions to drive business value
to meet the goals of the organization.
RIGORGRIT POLISH IMPACT
© 2017. Koru Careers, Inc. Proprietary & Confidential.

21. A quick learner, customer empathetic, creative and
innovative.
CURIOSITY
RIGORGRIT POLISH IMPACT
© 2017. Koru Careers, Inc. Proprietary & Confidential.

22. Collaborates effectively
with diverse teams.
TEAMWORKCURIOSITY
RIGORGRIT POLISH IMPACT
© 2017. Koru Careers, Inc. Proprietary & Confidential.

23. Collaborates effectively
with diverse teams.
CURIOSITY
RIGORGRIT POLISH IMPACT
TEAMWORK
© 2017. Koru Careers, Inc. Proprietary & Confidential.

24. Takes initiative in service of others.
Growth mindset.
TEAMWORKCURIOSITY
RIGORGRIT POLISH
OWNERSHIP
IMPACT
© 2017. Koru Careers, Inc. Proprietary & Confidential.

25. TEAMWORKCURIOSITY
RIGORGRIT POLISH
OWNERSHIP
IMPACT
THE PERFORMANCE SKILLS FOR THE
INNOVATION ECONOMY.
© 2017. Koru Careers, Inc. Proprietary & Confidential.

26. 26
Case Study: Predictors of Performance in Salespeople

27. 27

28. Sales Benchmark Project
© 2017. Koru Careers, Inc. Proprietary & Confidential.

29. What Are the Top Predictors in Early Career Sales?
29
“Top performers played sports in college”
“Polished communications predicts sales
success”
“Top performers have a track record in
sales or customer support jobs”
“College degrees should be required for
most sales positions”
“Grit is critical in most sales roles”
“Theater majors make good sales people”
© 2017. Koru Careers, Inc. Proprietary & Confidential.

30. Curiosity
A quick learner,
customer
empathetic, and
innovative
Top Early Career Salespeople Stand out in Rigor and Grit
Rigor
Analytical, data-
driven, and
exhaustive
Teamwork
Collaborates
effectively with
diverse teams
Impact
Prioritizes time
and actions to
drive business
value
Polish
Communicates
professionally,
confidently, and
authentically
Ownership
Takes initiative
in service of
others
Grit
Tenacious and
resilient in fast-
paced work
environments
Difference in Impact Skills between Top and Bottom Performing Salespeople
e.g., Top performers score 19% higher on Koru’s Rigor scale than low performers +19%
+14%
+4%
-8%
+/- 0%
-4% -3%
6x more likely to
have worked >40
hrs/wk in colleges
10-30% more likely
to have taken Stats,
Accounting,
Finance, and Calc
© 2017. Koru Careers, Inc. Proprietary & Confidential.

31. Customer
Service
Difference in Prior Work Experience between Top and Bottom Performing
Salespeople
e.g., Top performers are 82% more likely to have prior Project Management experience than low performers
+82%
+45%
-31%
-24%
-9%
Restaurant/
Hospitality
Sales/Busines
s Development
Education,
Gov’t, or
Nonprofit
Project
Management
Top Salespeople worked in Project Management, not Sales or Support
Examples:
Coordinator,
Operations Assistant,
or Project Manager
© 2017. Koru Careers, Inc. Proprietary & Confidential.

32. Foreign
Language
Difference in Course Taking between Top and Bottom Performing Salespeople
e.g., Top performers are 92% more likely to have taken Theater courses than low performers
+92%
+50%
Psychology Communicatio
n
Thesis/
Capstone
Theater
Top Salespeople Have Completed Theater Courses and a Thesis/Capstone
+14%+13%
+9%
Accounting
+10%
© 2017. Koru Careers, Inc. Proprietary & Confidential.

33. EXAMPLE: Hiring to your company’s fit profile could boost top performers
FIT
FIT
FIT
Social Sciences/Liberal Arts Majors
Ownership
2.7 – 3.0 GPA
Grit
Curiosity
Labor & Construction
Education/Nonprofit/Gov’t
Foreign Language and Thesis courses
Associate’s degree / some college
Teaching/Training
Project Management
Example Sales Fit Profile
FitScore
High Fit = High Performance
62%
35%
19%
Percent who are high performers
© 2017. Koru Careers, Inc. Proprietary & Confidential.

34. Hiring to Fit Profile Drives ROI
More High
Performers
+23%
Incremental
ARR per
Year
$6.9MM
© 2017. Koru Careers, Inc. Proprietary & Confidential.

35. kristen@joinkoru.com
@Kristen_Hammy
josh@joinkoru.com
@JoshJarrett
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KORU7™ IMPACT SKILL
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