Proven Steps in Hiring and Retaining The Right People

#HiringRightPeople

PROVEN STEPS IN HIRING AND RETAINING THE RIGHT PEOPLE

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! Todays Topic: Proven Steps in Hiring and Retaining the Right People

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Identifies what is really required for success in any given job – in terms of:

(1) Learning(2) Reasoning(3) Communication (4) Problem Solving(5) Behaviors(6) Occupational Interests

A Clear Target for Success…

...against which people can be graphically and quantifiably compared, has implications for...

! Selection! Development! Coaching! Management! Succession Planning

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TODAY’S PRESENTER

HEINTJIE SANTOS

Assessment Solution Expert | Director, Profiles Asia

Connect with me

HS@profiles.com.sg

www.linkedin.com/in/heintjiesantos

@Profiles_Asia

www.profiles.com.sg

The GLOBAL LEADER in Employee Assessment Solutions

Creating Value for Our Clients

We support our clients through the full employee life-cycle, helping them identify the best people for their jobs and then developing them to their fullest potential.

700 OFFICES WORLDWIDE

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The GLOBAL LEADER in Employee Assessment &

Talent Management Solutions

Established in 1991

WORLDWIDE PRESENCE

45,000 CLIENTS

50 MILLION USERS

33 LANGUAGES

50,000,000 MILLION USERS

Diverse Base of Marquee Customers

Customer Highlights

! 11,000+ Active Customers! Includes Most Fortune 500 Global Companies

Clients We’ve Served

Why We Are Here?

Proven steps in identifying and hiring the right people the first time.

How to maximize employee productivity and retain your top performers

ROI Case Study

?Have you ever hired someone who looks good on paper….

BUT END UP AS A DISAPPOINTMENT!

Selection Process

Skill Fit

Checking the PAST

(1)Experience,(2)Education(3)Training,(4)Certification(5)etc.

However…

People have a tendency to embellish their qualifications

Shocking HR Statistics: FALSE INFORMATION…

53% of all job applications contain inaccurate information.

49% of managers caught a job applicant fabricating resume.

34% of all application forms contains lies.

*Sources: CareerBuilder.com Survey (2008), Gurtin vs. Nurse Connection, et. Al. (2002), Human Resources Management (2008), Recruiting Times, Society of Human Resources Management (2003), Two Wrongs May Mean No Rights, by Barbara Kat Repa, Nolo.com, (2001), U.S. Department of Labor, Wall Street Journal (2003). http://info.profilesinternational.com

Chances are good that up to 66% of your company’s hiring decisions will prove to be mistakes in the first

twelve months.- Peter Drucker

(1) Dishonesty(2) Incompetence(3) Incompatibility

Reasons People Fail3The Top

Selection Process

Checking the PAST

Skill FitExperience, Education, Training,

Certification etc.

Reviewing the PRESENT

Company Fit

Selection Process

Checking the PAST

Certification etc.

Company FitAttitudes,

Selection Process

Checking the PAST

Certification etc.

Company FitAttitudes, Values ,

Appearance, Demeanor etc.

Interview

She studied in the same University

I went!

Interview

Impressive! she talks and speaks just Like Me.

Interview

My Gut Feel is she will be do great in

this job.

Interview

“63% of all hiring decisions are made during the first 4.3 minutes of an

interview.”- SHRM

Shocking HR Statistics: BAD HIRES…average cost of a bad hiring decision can equal 30% of the first year’s earnings!

costs of replacement….

Shocking HR Statistics:

TURNOVER…

Salaried Employee

Senior Executive

Mid-Level Employee

S$11,000 S$52,000

S$260,000

THINK OF THE COST OF YOUR

LAST HIRE…

Aside from salary and benefits…

there’s the cost of advertising for the job, the investment in

training and…..

the price of getting a new worker up to speed.

Cornerstones of Performance

Predicting Superior Performance

JOB MATCH

Certification etc.

Company FitAttitudes, Values ,

Demeanor, Appearance,

Demeanor etc.

Checking the PAST Reviewing the PRESENT

DID YOU KNOW?

Interviews only has a

14% success rate in

identifying superior people!

Heads or Tails?

Source - Professor Mike Smith, University of Manchester, August 1994 John E. Hunter and Ronda F. Hunter, Validity and Utility of Alternative Predictors of Job Performance, Psychological Bulletin, Vol. 96, No.1, 1984, p. 90; Robert P. Tett, Douglas N. Jackson, and Mitchell Rothstein, Personality Measures as Predictors of Job Performance: A Meta-Analytical Review, Personnel Psychology,Winter 1991, p.703. Michigan State University’s School of Business.

Interview Reference check Personality Test Abilities Test Occupational Interest Job Matching0%

% OF HIRING SUCCESS

14%26%

% OF HIRING SUCCESS

14%26%

% OF HIRING SUCCESS

14%26%

38%54%

% OF HIRING SUCCESS

14%26%

38%54%

% OF HIRING SUCCESS

14%26%

38%54%

66%75%

% OF HIRING SUCCESS

KNOW“The TOTAL PERSON”

75%up to

to increase hiring success

PEOPLE0are0like0…

This is what YOU SEE

PEOPLE0are0like0…

Real0side0of0PEOPLE

10% Good But Limited Information

Education, Experience and Skills

10% Good But Limited Information

Education, Experience and Skills

90 % Essence of the “Total Person”

" Thinking Styles" Behaviors" Occupational Interest" Job Fit

ORGANIZATIONAL PHENOMENON IN HIRING PEOPLE

“A” Players Hire – “B” Players

ORGANIZATIONAL PHENOMENON IN HIRING PEOPLE

“A” Players Hire – “B” Players

“B” Players Hire – “C” Players

“C” Players Hire – “D” Players

until it becomes……

“Z” Company

Clowns Inc.

BOZO EXPLOSION

HOW DO WE SOLVE THIS PROBLEM ?

PROVEN STEPS TO HIRE AND

For every people in your organization you should ;

IDENTIFY KNOW DEVELOP

1. RESULTS

2. POTENTIALS

1. RESULTS

2. POTENTIALS

3. COMPETENCIES

IDENTIFY OBJECTIVE MEASURES

1. RESULTS

Identify OBJECTIVE Measures

" Project Delivered On time, On Budget

1. RESULTS

" Project Delivered On time, On Budget" Sales Per Month, Quarter or Annum

1. RESULTS

" Project Delivered On time, On Budget" Sales Per Month, Quarter or Annum" Average Profit Margin Per Account

1. RESULTS

" Project Delivered On time, On Budget" Sales Per Month, Quarter or Annum" Average Profit Margin Per Account" Team Calls Handled Per Month

1. RESULTS

" Project Delivered On time, On Budget" Sales Per Month, Quarter or Annum" Average Profit Margin Per Account" Team Calls Handled Per Month" Units Manufactured Per Month

1. RESULTS

" Project Delivered On time, On Budget" Sales Per Month, Quarter or Annum" Average Profit Margin Per Account" Team Calls Handled Per Month" Units Manufactured Per Month" Supervisors/Managers Rating etc…

1. RESULTS

2. POTENTIALS

KNOW WHO HAS THE POTENTIALS

We need to ask 3 Questions?

2. POTENTIALS Know Who Has The Potentials

Can they do the Job

How will they do the Job.

Can they do the Job

How will they do the Job.

Are they motivated to do the job?

ProfileXT® (PXT) Insights Measures "The Total Person”

10987654321

Thinking0Style

OccupaGonal0Interests

Behavioral Traits

Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning

EnterprisingFinancial/AdminPeople ServiceTechnicalMechanicalCreative

Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment

Can the person deal with the mental

demands of their position

10987654321

Thinking0Style

Behavioral Traits

Are comfortable with the demands of the environment they

work in

10987654321

Thinking0Style

Behavioral Traits

Are comfortable with the demands of the environment they

work in

Love their job and are motivated to do it

The JobMatch™ Pattern(Success Profile)

Shaded areas indicate the JobMatch patternThe JobMatch patterns show requirements for the job in your company

Dark areas indicate the JobMatch patternYellow boxes show the candidate’s scores

Good Match

QuestionableMatch

Shaded areas indicate the JobMatch patternYellow boxes show the candidate’s scores

Having done this, we can show you - graphically and

quantifiably - to what degree current

employees ,or candidates for recruitment or promotion

match that standard.

ProfileXT® (PXT) Insights

A Clear Target for Success…Solution used throughout the employee life-cycle! Selection ! On-Boarding! Coaching! Development! Management! Succession Planning & Strategic

Workforce Planning

Considering the costs of Hiring and Developing People…

You simply cannot afford to start with someone who is

not likely to succeed.

3. COMPETENCIES

DEVELOP COMPETENCIES

What is it that these people who has the Potentials , needs to do

to be successful.

Develop Competencies

What is it that these people who has the Potentials , needs to do

to be successful.

3. COMPETENCIES

Develop Competencies

People don’t quit jobs…

They quit people!

People don’t quit jobs…

They quit people!

…and the people they quit are usually managers!

(1) Communication(2) Leadership(3) Adaptability(4) Relationships(5) Task Management(6) Production(7) Development of Others(8) Personal Development

Our research has shown that these are key competencies for manager/leaders success:

CheckPoint 360 Competency Feedback System

The 8 Universal Management Competencies and their 18 Skill Sets

Checkpoint 360 Insights

Reports that talks to the Managers for their

Individual Development

Reports that talks to the Boss for Coaching

the Managers

ARE YOU EVER TIRED OF NOT SEEING AND NOT KNOWING THE RETURN ON INVESTMENT (ROI) ON YOUR TRAINING AND DEVELOPMENT

ACTIVITIES

Checkpoint 360 Insights

CASE STUDIES(Real-Life Client Result)

CASE STUDIES

Chemical Industry

Insurance Industry

Medical DeviceManufacturing

Industry

It’s a shift from ‘low performer thinking’ to ‘maybe they are not in the right job, and we

should find them a better fit.’

It is a mentality shift, and (by applying data from the PXT®), I can figure out that if poor job fit is the case, I can help them go into a

different job and do better.

Challenge

Before implementing the ProfileXT® the average sales per sales rep was $169,409.

Results:After one year of implementation with the ProfileXT®, annual sales increased to an average of $233,952 per sales rep.

The ProfileXT® assessment increased the Bard Medical’s Critical Care sales by $64,543 per sales rep, a 28% annual increase.

GLOBAL INSURANCE COMPANY

Challenge

! Identify top performers! Improve selection process! Sustain a turnover rate below industry

average

Results:

Reduced voluntary turnover rate to just 6% , well below the 10% industry average. Furthermore, professional-level employees,representing a substantial portion of the company’s talent and

investment, show a turnover rate of only 1.6%.

"We now make more informed hiring decisions. Selecting people who will stay with us longer. But it doesn't end there, Profiles products have become an important part of our culture. We use the terminology and

the concept in our performance review, our recruiting decisions and everyday discussion.

if we took the product away from our managers, we would be dealing with some disappointed internal guest."

Corporate HR ManagerHospitality and Resort Industry

PROVEN STEPS TO HIRE AND RETAIN THE RIGHT PEOPLE

1. RESULTS

2. POTENTIALS

1. RESULTS

2. POTENTIALS

3. COMPETENCIES

#HiringRightPeople

PROVEN STEPS IN HIRING AND RETAINING THE RIGHT PEOPLE

Put the right person in the right job,

train and motivate them, give them an opportunity

for advancement, and your company

will grow and prosper

J.W. Marriott”

TODAY’S PRESENTER

HEINTJIE SANTOS

Assessment Solution Expert | Director, Profiles Asia

Connect with me

HS@profiles.com.sg

www.linkedin.com/in/heintjiesantos

@Profiles_Asia

www.profiles.com.sg

Receive a Complementary Critical Job Study!Let us show you firsthand how our solutions can benefit your company.

It’s as easy as, 1, 2, 3!

Select a Critical Job! Assess Job Incumbents! Complementary Job Study!

Critical Job Study!

Identifies what is really required for success in any given job – in terms of: (1) Learning

(2) Reasoning(3) Communication (4) Problem Solving(5) Behaviors(6) Occupational Interests

A Clear Target for Success…

...against which people can be graphically and quantifiably compared, has implications for... ! Selection! Development! Coaching! Management! Succession Planning

Receive a Complementary Critical Job Study!

Would you like to receive a complementary critical job study?

Have an immediate need ? Call us at +65 65717031URL: www.profiles.com.sg

A. Yes

Contact Us

Profiles Assessment Asia (Pte.) Limited An Authorized Strategic Business Partner of Profiles International

14 , Robinson Road, #08-01A, Far East Finance,Singapore 048545Email: info@profiles.com.sg Telephone: 65717031Fax: 63334636

Website: http://www.profiles.com.sg

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