The End of an Era: The Time has Come to Demote the Resume

The End of an Era:

The Time Has Come to Demote the Resume

November 27, 2014 Presenter: Edwin Jansen [email protected] @EdwinJnsn

CharityVillage Webinar

Today’s Agenda

The Problems in Hiring

Predictive Validity of Selection Methods

Challenges & Solutions

Special Announcement!

Remaining Q&A

Ask Questions!

Interactive Polls!

Poll Do you currently use resume screening as the initial step in your screening process?

–Yes

–No

“How Can We Connect More People

with Meaningful Work?”

We Have a Matching Problem

What’s Behind the Problem?

Sourcing

Screening

Selection

Shortlisting

Meta-Analysis of 19 Selection Methods

The Validity and Utility of Selection Methods in Personnel Psychology: Practical and Theoretical Implications of 85 Years of Research Findings.

John E. Hunter

Frank L. Schmidt

Poll Which of the following do you think have been proven to be the most predictive of future success in a job?

– Structured Interviews

– Psychometric Tests

– Skills & Experience Scoring

– Work Sample Tests

Predictive Validity of Selection Methods

Sources: The Validity and Utility of Selection Methods in Personnel Psychology: Practical and Theoretical Implications of 85 Years of Research Findings. John E. Hunter, Frank L. Schmidt, 1998.

John E. Hunter

Frank L. Schmidt

1. Work Sample Tests (.54)

2. Structured Interviews (.51)

3. General Mental Ability (.51)

4. Peer Ratings (.49)

5. Job Knowledge Tests (.48)

6. Skills & Experience Scoring (.45)

7. Job Tryout (.44)

8. Integrity Tests (.41)

9. Unstructured Interviews (.38)

10. Assessment Centers (.37)

11. Biographical Data (.35)

12. Conscientiousness Tests (.31)

13. Reference Checks (.26)

14. Resume/Job Experience (.18)

15. Resume/Point Method (.11)

16. Resume/Education (.10)

17. Personal Interests (.10)

18. Graphology (.02)

19. Age (-.01)

Correlation Scale trivial small moderate large very large nearly perfect perfect

0 0.1 0.3 0.5 0.7 0.9 1

Conclusion

MULTIPLE

VALID SELECTION METHODS

John E. Hunter

Frank L. Schmidt

Use Multiple Valid Selection Methods

Sources: The Validity and Utility of Selection Methods in Personnel Psychology: Practical and Theoretical Implications of 85 Years of Research Findings. John E. Hunter, Frank L. Schmidt, 1998.

John E. Hunter

Frank L. Schmidt

Correlation Scale trivial small moderate large very large nearly perfect perfect

0 0.1 0.3 0.5 0.7 0.9 1

Selection Methods Validity (r) Multiple R

Work sample tests 0.54 0.63 Integrity tests 0.41 0.65

Conscientiousness tests 0.31 0.60 Structured interviews 0.51 0.63 Unstructured interviews 0.38 0.55

Job knowledge tests 0.48 0.58 Job tryout procedure 0.44 0.58

Peer ratings 0.49 0.58

Skills & Experience Scoring 0.45 0.58

Predictive Validity for Overall Job Performance of General Mental Ability (GMA) Scores Combined with a Second Predictor Using (Standardized) Multiple Regression

Organizations use the resume (.18) the

initial screening

9/10

Why is Resume Screening So Bad?

Missing Info Misleading

Manual

The 3 Mistakes of Resume Screening

1. All are Missing Key Information

“Yes, I think I have good people skills.

What kind of idiot question is that?”

The 3 Mistakes of Resume Screening 2. They Are Misleading

78% misleading

53% falsified

“My resume is not all lies.

My name is correct!”

Source: SHRM, ADP, Accu-Screen, 2012

The 3 Mistakes of Resume Screening

3. They are Manual

“Upon further review of your resume,

I’m sorry I wasted my time.”

(.18) = Big Chance of ‘False’

True Positive

False Positive

False Negative

True Negative

Screening

Job Success Good Bad

Good

Bad

The Challenge

How can we cost-effectively insert validated methods into

the initial screening and shortlisting process?

“How Can We Address Our Matching Problem and Connect More People with Meaningful Work?”

Predictive Applicant Tracking System

Validly assess & score unlimited candidates

Takes 30-70% less time than resume screening

Fitzii + CharityVillage

Launching January

Talent Predictor

1. Qualifications

“Actually, the ‘ability to smell fear’ is not one of the qualifications

we’re looking for.”

Skills, Experience, Achievements

2. Personality Fit

Validated Science 15 million tests in 30 years

Normative, not ipsative

125 nonprofit job profiles

“According to our personality test you are best suited to retirement.”

Predictive & objective

“For me, it’s not just a job, it’s a way of life.”

3. Work Environment Fit

Identify Red Flags for Interviewing

Better Shortlist Drives Better Hiring

Save Time

Eliminate Resume Spam No Time on Poor-fits Screen Top Scoring First

“I feel as if I’m more than just a resume.”

“It was actually kinda fun to fill this out.”

“Best application process I have experienced.”

Better Applicant Experience

Rating Percentage

1% 1% 9%

39% 50%

Total 100%

Please rate your own experience in applying for this job. The feedback will not be attached to you application, but will be used solely to help refine and improve the application process.

89%

“We compared this assessment against our own resume screening and came away with a high

degree of confidence in the shortlisting process.”

-Joanne Rousseau, HR Manager

Experiment

Resume vs Predictive Screening

76 applicants

Manual resume screening 1st

Results

Save hours of screening time

Avoid wasted interviews

Found & hired a ‘false negative’

Previous Posting

Director, Employer Relations

Formal job ad

Underwhelming applicants

New Posting

Director, Employer Programs

Compelling job ad with program mgmt

50+ applicants, many well qualified

“The assessment really helped us to better screen candidates, and the new

job description and title were key to [our hire’s] interest - she saw it the last time

we posted and took a pass.” - Margaret Eaton, Executive Director

CharityVillage Mission

To help strengthen the nonprofit sector in Canada

Leverages NFP strengths

Out-recruit the corporations

Better hiring = higher engagement

Poll

I anticipate posting a job in December and I may be interested in using an early release of Talent Predictor:

Yes, please consider me for the early release in December

No thanks