Practical Strategies for Powerful Candidate Selection

Practical Strategies for Powerful Candidate Selection

bamboohr.com 1-866-387-9595

Practical Strategies for Powerful Candidate

Selection



Rusty LindquistV P H C M S T R A T E G Y & I P

B A M B O O H R

Michelle ReedC M O

S K I L L S U R V E Y



HR today sits smack-dab in the middle of the most compelling competitive battleground

in business, where companies deploy and fight over that most valuable of resources—

workforce talent.

Matthew D. BreitfelderHBR: “Why did we ever go into HR”



“This is a war for talent” Steven Hankin

McKinsey & Company

Series1

Unemployed

4.7%May, 2016

EMPLOYED!

95.3%

Talent Deficit



Among the jobs that 39-44 year olds began, one third ended in less than a

year– Forbes

v1yr

Cost of replacing an employee is between 90% - 200% of their annual salary.

– SHRM

v90-

200%

91% of Millennials expect to stay with your company fewer than three years.

– Future Workplace

v91%

Average tenure for Millennials is 2 years (5 years for Gen X and Gen Y)

– Payscale

v43%

v2yrs

Shrinking Tenure



Accelerating Half-Life of Hard-Skill Relevance



Increased Competition



HUMAN CAPITALis quickly becoming the only sustainable source

of competitive advantage.

Alfred Marshalleconomist

–Bersin by Deloitte

– Ram Charan Best-selling Author & Business Advisor



What are hard skills?What are soft skills?

And why should we care?



A closer look athard skills



Hard skills are skills where the rules stay the same regardless of which company, circumstance or

people you work with.https://bemycareercoach.com/soft-skills/hard-skills-soft-skills.html)

https://bemycareercoach.com/soft-skills/hard-skills-soft-skills.html)

https://bemycareercoach.com/soft-skills/hard-skills-soft-skills.html)



Soft skills are more important

20%Soft skills are just as

important as hard skills

77%

Would hire for strong soft skills

67% 9%Would hire for strong skills



It is no longer what you do that matters most and sets you apart from others, but how you do what you do.

What are soft skills?



Where hard skills are about the what, soft skills are

about the how.

Assessing Hard Skills



Feedback related to past work performance is the single best predictor of

future job success

Assessing Soft Skills



Which soft skills are the right soft skills?



It’s all about context. Understanding the dynamics of the team, division, or department where the candidate will be placed.

• What are this team’s strengths and weaknesses?

• What skills does the team have in abundance?

• What skills are lacking from the team?



Soft-Skills are the truest predictors of success



of newly hired employees will fail within

18 months

* Source: “Hire for Attitude” Forbes, January 23, 2012 † Source: “Hiring for attitude: Research & tools to skyrocket your success rate” Mark Murphy, Leadership IQ, 2012

for lack of soft skills – such as professionalism or ability

to get along with others

Resign yourself tothis reality

89% 46%



18th Century 19th Century 20th Century 21st Century

Agricultural Age(farmers)

Industrial Age(factory workers)

Information Age(knowledge workers)

Conceptual Age(creators and empathizers)

AffluenceTechnology

Globalization

High

Low

AbundanceAutomationAsia

Dan PinkA Whole New Mind


bamboohr.com 1-866-387-9595* Source: CareerBuilder

Flexible51%

Self Motivated

66%

Strong Work Ethic

73%Dependable73%

Positive Attitude

72%Team-Oriented

60%Organized

57%Works Well

Under Pressure57%

Effective Communicator

56%

Confident46%

Hiring managers want more

Hard Skills

Soft Skills



SOFT SKILLSare the oil that makes

the hard-skills machinerun smoothly.



Behavioral interviewing: Making it work



Traditional Interviews What are your strengths and weaknesses? Why are you interested in working for us? Where do you see yourself in the next 5 years? What did you like about your last job?



Behavioral Interviews Describe a time you had to ask a number of questions and

actively listen to fully understand a customer's issue.

(Responsiveness) What was the most challenging customer problem you had to

solve and how did you solve it? (Problem solving) Describe a recent situation when you had to handle an angry

customer. (Unflappability)



Interviewing For Fit



People are infectious, so when hiring, ask yourself

how will they infect your organization, for good or bad.



Signal to Noise Ratio



Following a national survey of job seekers and HR professionals, 43% said that “cultural fit” was the single most important determining factor when making a new hire.

-Millennial Branding & Beyond.com

Culture First



Cultural Undercurrents



Keep Records



Hidden bias: How it works. How to prevent it.



First.Be consistent.



Second.Open the door.



Third.Test your conclusions.



Finding Their Superpower



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Improve your selection process through feedback from references on soft-skills

Try it out for free: www.skillsurvey.com/tryit

SKILLSURVEY

Questions?

Rusty LindquistV P H C M S T R A T E G Y & I N S I G H T S

B A M B O O H R

@ r u s t y l i n d q u i s t

r u s t y @ b a m b o o h r . c o m

w w w. l i n k e d i n . c o m / i n / r u s t y l i n d q u i s t

Michelle ReedC H I E F M A R K E T I N G O F F I C E R

S K I L L S U R V E Y

@ r e e d m i c h e l l e 1 3

m r e e d @ s k i l l s u r v e y . c o m

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