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Effective Hiring Selection Process

Christina LeBlanc
Christina LeBlanc

The document outlines a 4 point approach to an effective hiring selection process: 1) Applicant tracking system and pre-screening to filter candidates and evaluate skills through preliminary interviews 2) Assessment testing of job-related skills to predict performance and increase retention 3) Research-based behavioral interviews to accurately evaluate candidates based on past behavior and predict future success 4) Background verification to safeguard the company against issues and decline 12% of offer acceptances due to criminal records, false information or other problems

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Effective Hiring Selection Process 4 Point Approach
4 Point Approach to an Effective Hiring Selection Process Applicant Tracking System and Pre-Screening Assessment Testing Research Based Behavioral Interview Background Verification Why 4 Points: Competition is at an ultimate high combated with a low and savvy Talent Pool, accurately assessing candidates can reduce hiring errors by 60-70% (Source 1).
Applicant Tracking System and Pre-Screening Evaluation Recruit faster, reduce errors and streamline process: Applicant Tracking System a functional ATS can be used to filter out unqualified people through: Disqualification Questions Basic Criteria Indicators Ranking System Pre-Screening by evaluating candidates through a core competency pre-screening technique, only top tiered candidates move through to the next step Gauge interest, skills, abilities, and experience Evaluate through preliminary Behavioral Descriptive Interview Technique Candidates are ranked by consistent response matrix Responses and profiles presented to Hiring team for review Top candidates proceed to next step Benefits: Improves accuracy, consistency, and efficiency 3-4 times more effective than using traditional formats alone (Sources 1 & 2)
Assessment Testing Increase retention and diminish risk while reducing cost: Cost Effective - quality and speed are innate Objective, fair, and consistent reduces risk of unfair treatment Convenient taken anywhere at anytime Job-fit assessment scoring directly indicates performance level - High Scoring Insurance Agents sold more than double $189,515 vs. $74,004 (Source 1) Drop off rates show lack of candidate commitment while interested candidates have a sense of added commitment once on-boarded (Source 1) Companies that do not employ assessment tests, currently state a satisfaction of hires as 1 in 4 (Source 3). Assessment results allow you to evaluate candidates based on company culture criteria (e.g. entrepreneurial spirit) Benefits: Everything you learn about an employee through the assessment process can be cycled back into retention (Source 3).
Research Based Behavioral Interview Evaluate candidates through measures that directly correlate to future success and productivity: One-on-one unstructured interviews averaged only 19% predictive accuracy Structured panel interviews only rose to 35% accuracy Research-based behavioral interviews achieved an accuracy of over 80% (Source 4) Behavioral Interviews used by Fortune 100 Companies: AT&T Allstate Pepsi Bottling Group Benefits: When Talent and Retention are key to the success of the business hiring right is crucial. These methods are adaptable & transferable
Example BDI Question and Ranking
Additional Examples Describe a situation in which you were able to use persuasion to successfully convince someone to see things your way. Give me a specific example of a time when you had to conform to a policy with which you did not agree. Tell me about a time when you had to go above and beyond the call of duty in order to get a job done. Tell me about a time you were able to successfully deal with another person even when that individual may not have personally liked you (or vice versa). Give me an example of a time when you used your fact-finding skills to solve a problem.
Background Verification Effective Policies in place today can save you in the future Pre-employment Verification can safeguard a company against future issues inside the workforce: Lawsuits Theft Workplace Violence 12% of offer accepted candidates are declined based on background results (Source 1): 5-6% due to criminal 2-4% due to false employment or education 1-4% due to motor vehicle records or credit problems Resources: There are varying levels of background checks offered by vendors to fit your individual company needs
Sources Source 1: Workforce Management Study Best Practices in Employee Screening (sponsored by HireRight, Inc. Taleo. Assess Systems) Source 2: The Proper Interview: Behavioral descriptive method three times more reliable by: FIONA McNAIR CALGARY HERALD EDMONTON Source 3: Are assessment tests right for you? by: Lisa Nass www.SHRM.com Source 4: Interviewing Tips by: Michael C. Cahill Career Guidance Center www.govjobs.net Source 5: Selection Assessment Methods: A guide to implementing formal assessments to build a high quality workforce by: Elain Pulakos http:// www.shrm.org/foundation/assessment_methods.pdf

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Effective Hiring Selection Process

  • 1. Effective Hiring Selection Process 4 Point Approach
  • 2. 4 Point Approach to an Effective Hiring Selection Process Applicant Tracking System and Pre-Screening Assessment Testing Research Based Behavioral Interview Background Verification Why 4 Points: Competition is at an ultimate high combated with a low and savvy Talent Pool, accurately assessing candidates can reduce hiring errors by 60-70% (Source 1).
  • 3. Applicant Tracking System and Pre-Screening Evaluation Recruit faster, reduce errors and streamline process: Applicant Tracking System a functional ATS can be used to filter out unqualified people through: Disqualification Questions Basic Criteria Indicators Ranking System Pre-Screening by evaluating candidates through a core competency pre-screening technique, only top tiered candidates move through to the next step Gauge interest, skills, abilities, and experience Evaluate through preliminary Behavioral Descriptive Interview Technique Candidates are ranked by consistent response matrix Responses and profiles presented to Hiring team for review Top candidates proceed to next step Benefits: Improves accuracy, consistency, and efficiency 3-4 times more effective than using traditional formats alone (Sources 1 & 2)
  • 4. Assessment Testing Increase retention and diminish risk while reducing cost: Cost Effective - quality and speed are innate Objective, fair, and consistent reduces risk of unfair treatment Convenient taken anywhere at anytime Job-fit assessment scoring directly indicates performance level - High Scoring Insurance Agents sold more than double $189,515 vs. $74,004 (Source 1) Drop off rates show lack of candidate commitment while interested candidates have a sense of added commitment once on-boarded (Source 1) Companies that do not employ assessment tests, currently state a satisfaction of hires as 1 in 4 (Source 3). Assessment results allow you to evaluate candidates based on company culture criteria (e.g. entrepreneurial spirit) Benefits: Everything you learn about an employee through the assessment process can be cycled back into retention (Source 3).
  • 5. Research Based Behavioral Interview Evaluate candidates through measures that directly correlate to future success and productivity: One-on-one unstructured interviews averaged only 19% predictive accuracy Structured panel interviews only rose to 35% accuracy Research-based behavioral interviews achieved an accuracy of over 80% (Source 4) Behavioral Interviews used by Fortune 100 Companies: AT&T Allstate Pepsi Bottling Group Benefits: When Talent and Retention are key to the success of the business hiring right is crucial. These methods are adaptable & transferable
  • 6. Example BDI Question and Ranking
  • 7. Additional Examples Describe a situation in which you were able to use persuasion to successfully convince someone to see things your way. Give me a specific example of a time when you had to conform to a policy with which you did not agree. Tell me about a time when you had to go above and beyond the call of duty in order to get a job done. Tell me about a time you were able to successfully deal with another person even when that individual may not have personally liked you (or vice versa). Give me an example of a time when you used your fact-finding skills to solve a problem.
  • 8. Background Verification Effective Policies in place today can save you in the future Pre-employment Verification can safeguard a company against future issues inside the workforce: Lawsuits Theft Workplace Violence 12% of offer accepted candidates are declined based on background results (Source 1): 5-6% due to criminal 2-4% due to false employment or education 1-4% due to motor vehicle records or credit problems Resources: There are varying levels of background checks offered by vendors to fit your individual company needs
  • 9. Sources Source 1: Workforce Management Study Best Practices in Employee Screening (sponsored by HireRight, Inc. Taleo. Assess Systems) Source 2: The Proper Interview: Behavioral descriptive method three times more reliable by: FIONA McNAIR CALGARY HERALD EDMONTON Source 3: Are assessment tests right for you? by: Lisa Nass www.SHRM.com Source 4: Interviewing Tips by: Michael C. Cahill Career Guidance Center www.govjobs.net Source 5: Selection Assessment Methods: A guide to implementing formal assessments to build a high quality workforce by: Elain Pulakos http:// www.shrm.org/foundation/assessment_methods.pdf