A Framework for Improving and Measuring Quality of Hire (Rob McIntosh)

Avanade Confidential – Do Not Copy, Forward or Circulate© Copyright 2011 Avanade Inc. All Rights Reserved.


Qualityof

Hire

http://davepear.com/blog/wp-content/uploads/2008/12/elephant-in-the-room.jpg


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CareerXroads FY12 Quality of Hire survey of Recruiting Leaders 75.6% do not or minimally track Quality of Hire. Out

of the Companies that do only 16.1% used test scores during the interview and assessment process.

According to the 2012 survey, Inc. 500 CEOs feel that the difficulty of finding good employees hinders growth more than anything else. They gave “finding talented workers” a severity rating of

3.31 out of 5(66%), putting it ahead of other obstacles like “keeping up with demand” and “domestic competition.”

A 2012 Corporate Executive Board Survey on How effectively does your recruiting

organization measure quality of hire? shows more than 86%don’t measure or do

it very well.

A recent HCI Study found 77% of survey respondents cited Quality of Hire as the most ‘important’ metric to their jobs

and function, and yet only 34% subsequently said they had ‘access to reliable data’ needed to form this metric.

A Staffing.org Impress the CEO Survey of C-Level executives rated new hire quality as the #1 most important HR

performance metric out of 20 possible metrics. It was rated 9.6/10

http://davepear.com/blog/wp-content/uploads/2008/12/elephant-in-the-room.jpg


Can’t find Answers

Qualityof

Hire

I can’t control the outcomes past hire!

Employee’s get headhunted away….Poor onboarding experience….Poor employee performance….Employee’s get reassigned….

Bad career manager….Not a cultural fit…

Boring work….Etc…..

http://villagescribe.com.au/wp-content/uploads/2011/08/too-hard-basket.jpg

http://www.google.com/url?sa=i&rct=j&q=&esrc=s&frm=1&source=images&cd=&cad=rja&docid=wj6Mcb4OU-2irM&tbnid=jBrM_DmeZDocQM:&ved=0CAUQjRw&url=http://forgetmenotdreams.blogspot.com/2012/04/dog-ate-my-homework.html&ei=ptg5UZaXBoHE9gSmqIDoBQ&bvm=bv.43287494,d.eWU&psig=AFQjCNGk6uuMrmnXFMNv6pojJw5eHT-qnw&ust=1362831883487382


Qualityof

Hire

Can’t find Answers?

I can’t control the outcomes past hire!

Employee’s get headhunted away….Poor onboarding experience….Poor employee performance….Employee’s get reassigned….

Bad career manager….Not a cultural fit…

Boring work….

Feels like trying to ‘Boil the

Ocean’

http://villagescribe.com.au/wp-content/uploads/2011/08/too-hard-basket.jpg

http://media.smashingmagazine.com/wp-content/uploads/2012/05/ocean.jpg

http://media.smashingmagazine.com/wp-content/uploads/2012/05/ocean.jpg


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‘Boil the Teacup’ not the Ocean

byFinding the key

Anchors!


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Avanade Data

Ahead

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http://www.google.com/url?sa=i&rct=j&q=&esrc=s&frm=1&source=images&cd=&cad=rja&docid=PMium3FMtnhUZM&tbnid=m1RcZGQ-Xx79EM:&ved=0CAUQjRw&url=http://www.summit-equipment-outlet.com/detour-ahead-sign-36-x-36-inch-superbright.html&ei=yRNDUefqNo3a8wSSkoGoDQ&psig=AFQjCNGyVCm5tZuqEiR3EE50qK44pDAYxg&ust=1363436833794925

http://www.google.com/url?sa=i&rct=j&q=&esrc=s&frm=1&source=images&cd=&cad=rja&docid=fsMvpN3eLfygRM&tbnid=qtnqJDfgDeJ7_M:&ved=0CAUQjRw&url=http://freedomfighterradio.net/2012/10/25/wikileaks-publishing-dod-100-classified-or-otherwise-restricted-files-from-the-united-states-department-of-defense-for-gitmo-cia-prisons/&ei=ZRNDUd2BL4f68gTDn4GgDg&bvm=bv.43828540,d.dmg&psig=AFQjCNE229fNXhkR870AHaUAaZKtO5_t7A&ust=1363436592823856


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Competency AssessmentChallenges

“We do a pretty good job of assessing a candidates Technical capability but we are challenged at Consistently evaluating the candidates softer skills”

Quality vs. Quantity

Scalability and Capability

Proactive vs. Reactive Recruiting

Attrition Data Points‘Voice of the customer’feedback: Common themes

Major Theme


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Additional Business ValueCreating a Scenario in our WFP tool, a positive shift in attrition by 4.2%

Positively impacts Company Revenue by 3.2% (40million))

Modeled Forecasting Example:

338 less

leavers


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“Why was Solomon recognized as the wisest man in the world? Because he knew more stories (proverbs) than anyone else. Scratch the surface in a typical boardroom and we’re all just cavemen with briefcases, hungry for a wise person to tell us stories.” —Alan Kay, Vice President at Walt Disney

“Stories are the single most powerful weapon in a leader’s arsenal.”—Howard Gardner, Harvard University

Build your Stories to the Foundational key Anchors!

Perform

anceAttrition

Avanade

11Avanade Confidential – Do Not Copy, Forward or Circulate© Copyright 2011 Avanade Inc. All Rights Reserved.

=

Avanade Quality of Hire (QoH) Mission Statement

Creation of a worldwide interview assessment methodology that consistently measures a candidate’s Avanade competencies,

behavior's, technical capability and cultural fit, against each of our workforces.

The result is Improved new hire Performance and helps Reduce Attrition in the first 12 month’s of employment.


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Quality of Hire Plan/Framework


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Avanade QoH Assessment FrameworkQuantity

QualityBetter Fit Lower Attrition Higher Performer

Add Avanade

Competencies

on Careers

Pages +

Interview tips

Business Intake & Sourcing Strategy Discussion

Final In-person interviews

Candidate Online Assessment (Psychometric Test Pilot VP+ only)

Business Technical & Functional Assessment (2nd)

Business Competency Assessments (1st)

Recruiter Pre-Screen (Competency + Functional)

Job Application Quality Pre-Screening Questions


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Competency/Behavioral Based Interviewing

Structured interviews such as competency-based interviewing have been found to be

more than twice as effective than unstructured interviews at predicting a candidate’s performance within a given

role.

[source: CBI-Smart.com]

Very labour intensive to do correctly.

Time to document the question+

Time to document the answer+

Can take forever to collect the proper feedback

Pro’sCon’s

I don’t have time


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45minute Online self serve Role play videos on good and bad

assessment techniques Anchors Competency/Behavioral

Based Interviewing to our own company competency based framework

All interviews must complete and pass test certification

.

Traditional Training Approach

1. Interviewing 101 Certification

2. Diversity and Inclusion (Module)

3. Experienced Advanced Interviewers(Module)

Teach someone

to Fish!

http://img4-2.allyou.timeinc.net/i/2009/06/post-it-note-l.jpg?400:400


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Embracing Transparency!

http://www.trendlineinteractive.com/wp-content/uploads/2011/05/businessman-and-transparency-sheet-blank.jpg


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Hiring managers are not always completely forthcoming with candidates. In fact, more than

30% of hiring managers admit they were less than accurate when describing day-to-day

job experiences to candidates.

New hires confirm these inaccuracies, with almost 40% of new hires reporting that they

received less-than accurate information about the job when they were applying.

In addition, new hires who are not confident that they made the right decision are 22%

less engaged and 46% less likely to stay with the organization than their peers who feel

they made the right call.

White Paper StudyWin-Win Selection Decisions

Setting Expectations – Unmanaged Attrition


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Structured Plan

Consistency of

engagement

Educate business

on strategic go-to-

market solutions



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Interview/Assessment Scheduling Process


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Avanade Competency Assessment Interview Guides


Communication Style

Income and Class Level

Educational Achievement

Work Style

Religion

Thinking StyleFirst Language

Sexual Orientation

Gender Identity

Military Status

Organizational Role and Level

Work Experience

Geographic Location

Family Status

Age

Sex

Race

Disability

Size

Ethnicity

Gender Expression

AvanadeDiversity Tree

broadening understanding visually

D&I Phase 1 - QoH

% Targets = Total Hires by Avanade and workforce are Women

50% of Director+ Interview slates contain Women and include a Avanade female interviewer.


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.

Measurement will require multiple data points going forward to help inform directional improvement in QoH.

Performance QoH Metric = (APR + AE + HMS + ER) / N

APR = Avg. Performance Rating for new employees in first 12 months

AE = Employee Performance as a % of Achieves Expectations of performance in first year.

HMS = Annual Hiring Manager Survey Q:“Overall quality of New Joiners”

ER = % of Employee Retention first 12 months of employment.

N = Number of indicators used.

Example total Avanade QoH Metric:

APR= 68% + AE= 94% + HMS= 80% + ER= 90% / N = 4

QoH = 83%

Avanade QoH Metric’s and KPI’s

http://success-works.com/userfiles/image/Graphics/Metrics.jpg


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Avanade Quality of Hire (QoH) KPI’s


Note:

Blank = Data

set too small



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Data Compression & Perception

Highest = 83%

Lowest = 62%

Performance Management

New Hires


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Performance Management

Data Compression & Perception

Highest = 83%

Lowest = 62%

New Hires

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Revised - Avanade Quality of Hire (QoH) KPI’sRetention/Attrition

Performance Promotions

Business Satisfaction

1

2 3

4


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Lesson’s Learned so far……

Don’t underestimate the amount of

change management

required!

Don’t Over engineer the

solution. Make it Easy to

communicate, understand and

apply!

(See Cheese).

…It takes time to successfully

measure QoH progress

Quality of Hire…

http://www.baxiran.com/wp-content/uploads/file/who-moved-my-cheese.jpg

http://drbristol.files.wordpress.com/2010/12/mouse-trap-game.jpg

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28Avanade Confidential – Do Not Copy, Forward or Circulate© Copyright 2011 Avanade Inc. All Rights Reserved.

Thank you

Q & A

A Framework for Improving and Measuring Quality of Hire (Rob McIntosh)

Business

poor onboarding

bad career

poor employee

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candidates