Hire for Best Possible Outcomes using Talent Hacking & Culture-Fit Analytics

Hire for Best Possible Outcomes using Talent Hacking & Culture-Fit Analytics

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  Mark Rome /mark_rome@hotmail.com 1 Hiring for Best Possible Outcomes Talent Hacking with Culture Fit Analytics Mark Rome
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  Mark Rome /mark_rome@hotmail.com 2 Key Takeaways Takeaway 1 – Improved matching of job candidates with the team & work environment improves retention, lowers the cost of hiring, and optimizes performance Takeaway 2 – Talent hacking with culture fit analytics is a data driven strategy that aids employers in hiring for best possible outcomes • Employers gain a holistic view of job candidates – their skills, personality, and optimal work environments • Improved matching of job candidates with team & work environment • Greatly expand the pool of qualified job candidates that fit within the organizational culture and can deliver desired outcomes Takeaway 3 – Job candidates have an effective alternative to submitting countless resumes to non-standard job descriptions to find the best fit • Job applicants gain improved visibility into the employer’s team & work environment
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  Mark Rome /mark_rome@hotmail.com 3 Value Proposition Employers • Hire the ideal employees • Hire for best possible outcomes (rather than best that apply) Job Seekers • Secure long-term, meaningful employment with the ideal employers • Lower the barriers to entry into the job market
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  Mark Rome /mark_rome@hotmail.com 4 Recruiting Challenge Recruit Faster • Employee turnover can cost employers up to 40% of their annual profit • 1 in 3 new hires don’t fit within the company’s culture • Roughly 60% of terminated employees have a tenure of less than 2 years Retain Longer
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  Mark Rome /mark_rome@hotmail.com 5 Hiring Strategies 5 Jamie Dimon, CEO, JP Morgan Chase • Doesn’t even need to interview you to know who you are. • He’d rather interview all the people around you to get the “book” on you. Richard Branson, CEO, Virgin • He’ll tell you it’s all about a culture fit. • “Most skills can be learned, but it is difficult to train people on their personality.” What are Soft Skills Soft skills are characteristics an employee possesses that might not be in a job description, but are essential for performing well in the workplace.
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  Mark Rome /mark_rome@hotmail.com 6 Work is the Family you Choose 6 Most important consideration when hiring • Whether or not the team can actually work alongside the job candidate • If you can prove to be a great fit for the business, you become part of the solid foundation that has been tasked with carrying out the company’s mission • If you’re not aligned with the company’s culture and values, the lack of synergy can disrupt the working relationship and derail the mission • If you haven’t found the right fit yet, keep looking until you find somewhere you truly belong
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  Mark Rome /mark_rome@hotmail.com 7 Interactive Recruiting Interactive Resumes Job candidates interact with prospective supervisors & team members Hiring managers & team members interact with job candidates’ former supervisors, co-workers & colleagues Interactive Team & Work Environment
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  Mark Rome /mark_rome@hotmail.com 8 Talent Hacking with Culture Fit Analytics Talent Hacking • Employers gain a multi- dimensional view of job candidates • Job candidates gain a multi- dimensional view of the Employers’ work environment • For optimal matching of job candidates to work environments Culture Fit Analytics
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  Mark Rome /mark_rome@hotmail.com 9 Virtual Employee Records Replace Resumes 9 Skills Team-Ability Past Performance Work Environment Team Members Virtual Employee Record Virtual Employee Records replace non-standard Resumes ResumeResume
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  Mark Rome /mark_rome@hotmail.com 10 Job Candidates 10 Skills Team-Ability Past Performance Work Environment Team Members Virtual Employee Record Subordinate Supervisor Employers gain a multi-dimensional view of Job Candidates connecting with supervisors, subordinates & professional contacts
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  Mark Rome /mark_rome@hotmail.com 11 Team & Work Environment 11 Leadership Projects Resources Performance Team Members Team & Work Environment Team Member Team Member Job candidates gain a multi-dimensional view of the Employers’ work environment
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  Mark Rome /mark_rome@hotmail.com 12 Opportunity in HR – Recruit & Retain Job Candidates Better Intelligence – Skills (hard & soft) – Qualifications – Accomplishments – Team-ability – Past work environments – Performance references – Adaptability – Flexibility Corporate Culture Better Insight – Job assignments – Project assignments – Resource constraints – Leadership style – Bureaucratic / political considerations – Co-worker(s) • Skills (hard & soft) • Qualifications • Team-ability External ViewExternal View Internal ViewInternal View
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  Mark Rome /mark_rome@hotmail.com 13 Best that Apply Job Postings • Skills (Hard) • Responsibilities • Qualifications • Certifications • Years of Experience • References Disadvantage Employers risk hiring individuals that can’t deliver desired outcomes and/or fit within their culture. Best Possible Outcomes Mini-Project Profiles • Capabilities (Proven) • Performance Level • Accomplishments • Skills (Hard & Soft) • Responsibilities • Qualifications • Certifications • Career Plan Advantage Employers can attract & retain individuals that fit within their culture and improve corporate performance. Hiring Alternatives
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  Mark Rome /mark_rome@hotmail.com 14 Stakeholders Job Applicants • Unemployed & underemployed • Seeking career advancement, better pay & benefits, more responsibility, longer term employment Employers • Attract qualified candidates • Reduce the time to fill job openings Recruiters • Seek insight & intelligence into pool of qualified candidates
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  Mark Rome /mark_rome@hotmail.com 15 Job Targeting Techniques Mini-Project Job Targeting • Help employers – Improve returns on human capital investments – Hire for the best possible outcomes, rather than hire the best that apply – Reduce the cost per hire – Reduce the time to fill open positions – Offer effective alternative to non-standard resumes • Help job seekers – Secure longer term, meaningful employment – Secure career opportunities best suited to achieve life goals – Lower the barriers to entry into the job market for applicants – Offer effective alternative to non-standard job descriptions
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  Mark Rome /mark_rome@hotmail.com 16 Learning more about Applicants Expanded Tools & Techniques for Job Seekers • Mini Project Development – Templates & samples to help job seekers create mini projects that demonstrate their capabilities to prospective employers • Targeted Audience – Generic • Industry, Size of Company (# of employees, annual revenue, etc.), Location, etc. – Specific • Company, Company Leaders/Managers, Job Title, etc. • Go Behind Closed Doors – Solicit feedback from current employees or individuals that have previously worked for targeted employers, and have worked for select leaders & managers
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  Mark Rome /mark_rome@hotmail.com 17 Mini Project Template Process Flow Process Steps Data Elements Job Scenario Process A Process B Process C Process D Process E Process F Report X Report Y Data A Data B Step 1 Description ----------------------------- Step 2 Description ----------------------------- Step 3 Description ----------------------------- Step 4 Description ----------------------------- Career Millennials use process steps and data elements to complete project outlined in the Job Scenario
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  Mark Rome /mark_rome@hotmail.com 18 Mini Project Results Assess candidates’ core competencies and abilities to achieve desired outcomes Best Possible Outcomes • Competencies & Capabilities • Performance Level • Accomplishments • Skills (Hard & Soft) • Responsibilities • Qualifications • Certifications • References from former supervisors/leaders/mentors • Career Plan Hiring Managers – Informed Decisions Process A Process B Report B Data A Step 1 Description Step 2 Description Step 3 Description Step 4 Description Score: 96% match
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  Mark Rome /mark_rome@hotmail.com 19 Benefits 1. Reduce hiring costs 2. Reduce training costs 3. Improve retention & reduce employee turnover 4. Automate & streamline the recruiting process • Replace ineffective job postings • Replace ineffective, non-standard job descriptions 1. Build talent pools with the ideal candidates • Reduce time to fill open positions • Reduce and/or eliminate poor hiring decisions • Replace Applicant Tracking Systems (ATS) and key word search with machine learning 1. Eliminate errors & omissions resulting from manual data entry and duplicate data entry between ATS, HRIS and other internal systems 2. Improve job applicant data integrity • Verify applicant information • Eliminate applicant misinformation
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  Mark Rome /mark_rome@hotmail.com 20 Contact Mark Rome • 25(+) years finance, accounting & operational leadership • 2 startups with successful exits (IPO / acquisition by PE) (602) 358-9586 mark_rome@hotmail.com