“Changing the Conversation” How to articulate the Value Outcomes of better Selection Hello…
Oct 21, 2014
“Changing the Conversation”
How to articulate the Value Outcomes of better Selection
Hello…
“People are our most important asset”
Heard this one before?
6/10 L+D managers agree that
training budgets are the first to be cut when times are
hard
52% Of employers currently
trying to reduce recruitment costs
Perceived Value
Actual Behaviour
The Disconnect…
WHAT THIS IS NOT WHAT THIS IS NOT
WHAT THIS IS WHAT THIS IS WHAT THIS IS
BEHAVIOUR
BEHAVIOUR
BEHAVIOUR £
Today
1 3 2
Addressing the problem
statement
Examples of Value
Conversations
Changing your behaviour
SYSTEMS PROCESSES
OTHER
PEOPLE
£ £
£
The Problem
How quickly do YOU need
them?
How many hires do
YOU need?
What EXPERIENCE do they need?
What budget do YOU have?
The Problem
The Problem
The Problem
The Problem
What would happen if WE
hired the wrong people?
What would truly great hires
do for OUR business?
What would hiring the right people do
to OUR market share/revenue…
What would WE be able to do that WE can’t do now when we hire the right
people?
Value Conversations
Cost Per Hire
Time To Hire
Shortlisted CVs
Performance Rating ?
Hiring Manager Satisfaction?
Employee Satisfaction ?
Share Price?
Attrition?
Customer Satisfaction?
Measuring Value
ROI = (V – V ) / I f c
Try this…
Potential future value
created
Current value being
created
Investment required
A single mishire costs UK Plc 4-14x the base salary…
Example 1
Example 2
Values
Motivations
Behaviours
Intellect
Experience
Hard To Change
Easy To Change
75% Accurate
25% Accurate
Example 3
Time
Quota
$
Q 1 Q 2 Q 3 Q 4 Q 5 Q 6 Q 7 Q 8
Authoritative Persuasive
Venturer
Promotional Scientific
Craftsman Diligence Specialist
Operational
ReActive Altruistic
Control
Social Interest ProActive Altruistic
Creative Analytical
Individualist
Example 4
Data Gather
30% Attrition 1 in 3 new starters
failed probation
Low Performance in sales team
Happy Place
Create a sales team capable of selling
multi-product, new
product and multi-year solutions
Value Statement
£1,000,000 increased revenue from new product
and multi year deals
HR
Finance Business Sponsor
Measurement
Multi year: £700K to £1,600K
New products:
£700K to £2,500K
Business Case By investing
£100,000 in building a more accurate
recruitment process, we will deliver £1m
of value
Sales Director HR
Sales Director
CEO
CFO
Describing the Value
Today
Projected
£5.5m saving (3 yrs)
Back
then…
What does “Great” look like for Advisor and Guru roles?
Values
Motivations
Behaviours
O2 wanted “fan generators” in their new look stores…
Identify Resourcing Challenges
high volume
labour intense
measured experience, not ‘fit’
And designed a
new recruitment
process “toolkit”!
New hires delivering
FAN scores of over
91%
Increased Candidate
Experience!
Implications • Business value is clearly articulated
• Value outcomes are the measurement
• What Good Looks Like is clearly defined
Implications
ADDING
SUPPORTING
IMPROVING
DOING
Extra projects / Broader tasks outside my responsibility / Self development
Tomorrow’s number / Are we continuously improving? / Networking and building relationships with broader
stakeholders / tomorrow’s revenue / Analysing marketplace and candidate
trends
Internal meetings / Admin tasks Emails / Using systems/ Updating
reports
Today’s number / Candidate meetings / Interviews / Updating and prepping hiring managers / Attending update
meetings
VALUE TO MY ROLE Low High
FO
CU
S T
od
ay
Tom
orrow
Try this!
The Do.Model™
ADDING
SUPPORTING
IMPROVING
DOING
VALUE TO MY ROLE Low High
FO
CU
S T
od
ay
Tom
orrow
Try this!
The Do.Model™
The Do.Model™
% % TODAY TOMORROW
What are you going to do
next?
Tom Quayle T: 07514 090283 E: [email protected] Tw: @tquayle Follow us on Twitter: twitter.com/chemistrygroup http://thechemistrygroup.com
Thanks…