Can Pre Employment Screening & Background Checks Create a Solid Talent Management Foundation?

WELCOME

About Julie

Julie Johnson, PHRThe Devine Group

Professional Services Consultant

jjohnson@devinegroup.com

513.792.1436

Agenda About Julie

About The Devine Group

Global Challenges

Describing Competencies

Building Competency Models

Sample Competency Models

THE DEVINE GROUP OVERVIEW

Who We Are: A talent management solutions firm

– Established in 1970

– Qualified staff of I/O Psychologists, Senior HR Specialists, Labor Economists & Psychometricians

What We Do: Strengthen HR practices to enhance business strategies

– Hiring Solutions: build assessments for selection & onboarding

– Development Solutions: build assessments for development, coaching & succession

– Organization & Team Solutions: build teams & organizational culture planning

Who We Work With: Serving more than 5000 firms across the globe

– Organizations of all sizes

– Significant experience in all industries

– Entry level to C-level

GLOBAL CHALLENGES

GLOBAL CHALLENGES

GLOBAL CHALLENGES

of employee turnoveris due to bad hiring decisions

Ranking on the HR priority list to create/implement competency models

Of businesses rely on employees’ competencies to make decisions about the workforce

of organizations identify sourcing as the greatest challenge they face in their talent acquisition efforts

Of new hires fail within the first 18

months. Of that 89% due to lack of

soft skills, only 11% hard skills

46%

62%

46%

12th

Cost to replace a bad hire

$25,000 –$300,000

80%

CHALLENGES AND FOCUS OF HR IN 2014

CEB 2014 Global Assessment Trends Report

DESCRIBING COMPETENCIES

Competency Model

collection of competencies that together define successful performance in a particular work setting

Competencymeasurable skills, attitude or attributes that can be closely aligned to organizational strategy

DESCRIBING COMPETENCIES

Influence Initiative

Decisiveness Conflict Management

Goal Orientation Competitive Style

Assertiveness Closure

Leadership EffectivenessAchieves with distinction, persevering despite resistance

and influencing others

DESCRIBING COMPETENCIES

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Agree?

BUILDING COMPETENCY MODELS

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Start with the end in mind

BUILDING COMPETENCY MODELS

Prepare

Build the Framework

Collect Information

Implement

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4

BUILDING COMPETENCY MODELS

Prepare1

• Define the purpose

• Create a competency framework team

BUILDING COMPETENCY MODELS

Collect Information2

• Collect Information– Observe

– Interview

– Questionnaire

– Analyze the work

SAMPLE QUESTIONNAIRE

BUILDING COMPETENCY MODELS

Build the Framework

3

• Group the statements

• Refine the subgroups

• Identify & name the competencies

• Validate & refine

BUILDING COMPETENCY MODELS

Link to business objectives

Set proficiency levels

Reward the competencies

Provide coaching and training

Keep it simple

Communicate

BUILDING COMPETENCY MODELS

Assess workforce competency gaps

Implement competency-based recruiting and hiring

Create competency-based training and development

Integrate competencies into career pathing

Expand performance management to include competencies

BENEFITS & BUSINESS IMPACT OF COMPETENCY MODELS

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In Dollars

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& Sense

SAMPLE COMPETENCY MODEL

Nurse Adapting to Change & Stress

Approachability

Dependability

Emotionally Objective

Executing for Results

Leveraging Technology

Maintaining Self Awareness & Impact

Openness to Learning

Relating to Customers

Self-Sufficiency

SAMPLE COMPETENCY MODEL - THE THREE PILLARS

COMPETENCIES ACROSS THE EMPLOYEE LIFE CYCLE

QUESTIONS