You can listen to today’s webinar using your computer’s speakers or you may dial into the teleconference. If you would like to join the teleconference, please dial 1.650.479.3208 and enter access code: 927 005 418 # You will be on hold until the seminar begins. The Evolution of Reference Checking into a Strategic Hiring Solution #TMwebinar
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The Evolution of Reference-Checking Into a Strategic Hiring Solution
Research from SHRM shows that 96 percent of human resources professionals check references, yet less than 25 percent of those checks are able to produce adequate information beyond employment verification. What happened to reference-checking? This session will examine where the reference-checking function has come from in the past — when it was a formality that was checked off and completed over the phone — to its evolution now as an opportunity to collect 360-degree feedback that predicts performance and retention. Learn how technology has introduced a way for talent acquisition professionals to capture behavioral feedback from five references in two days for each job candidate, and how to avoid the 5 to 8 percent of candidates who score low with references. Also, see an overview of how this technology infuses consistency, reliability and validity into each reference check and obtains scores that identify developmental needs of candidates.
What will participants learn?
How to improve quality-of-hire by avoiding 10 to 15 percent of candidates who score low with references. How to capture behavioral feedback from five references in two days for each candidate. How to infuse compliance, consistency, reliability and validity into each reference check. How to identify developmental needs of each candidate. How to provide information to hiring managers that influences decisions.
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You can listen to today’s webinar using your computer’s speakers or you may dial into the teleconference.
If you would like to join the teleconference, please dial 1.650.479.3208 and enter access code: 927 005 418 #
You will be on hold until the seminar begins.
The Evolution of Reference Checking into a Strategic Hiring Solution
#TMwebinar
Speaker: Brian GilbertDirector of Business DevelopmentSkillSurvey
• Lack of consistency for hiring managers• Managers looking for differences in candidates• Probing questions driven by previous managers’ comments
Low Scores Guide Targeted Questions
Improve Efficiency – Time and Money
Recruiters Sou
rce Ca
ndidates
Screen to top 3 candidates
• Improve efficiency – time and money
• Six Sigma From 60 work weeks to 4.8
0
10
20
30
40
50
60
Telephone SkillSurvey
Work weeks to reference check
2,272 job candidates
Solution resulted in a 92% Reduction in Time Spent reference checking
Exclusive Case Study: Improved Efficiency – Time and Money
Passive Sourcing by the Numbers
Job opening
100
Candidates
300
References
1,500
An organization has 100 job openings
3 candidates apply on average for each job = 300candidates
3 candidates SkillSurveyed and provide 5 references each = 1,500 potential contacts
65% of the 1,500 contacts opt in to learn about future career opportunities. 1,500 x .35 = 525 + passive candidates
1 2 3 4
Talent Pipeline and Funnel• Multiplier Effect Based on Number of Candidates Screened
• Builds Automatically
Industry Professionals with Whom To Network and Source
• “Great People Know Great People”
• “Warm Lead” vs. “Cold Lead”
Science Compliance Risk
Risk and Compliance Management
Increase Compliance and Consistency
• It is all about the science ‐ Validity of survey questions – Do the questions validate what you are actually asking?
– Do the questions help predict future behavior?
– Are the questions being asked in a way that reduces risk?• Sample question – What high school did you go to?
• SkillSurvey reference feedback shows no differences between sub‐groups– Helps support your efforts to remain EEOC and OFCCP compliant
• Standardized process
• Clear ROI for Finance and Budgets– Quality of Hire
– Turnover
– Efficiency
– Passive Sourcing
• Elevate Recruitment’s Role
Why You and a Better Process?
1 minute
5 minutes
10 minutes
2 seconds
Survey AvailabilityJob Level ►
▼Job Family Entry-Level
Hourly Clerical Professional Supervisor Manager Executive
General
Production
Sales
Marketing
IT
Operations
CustomerService
R&D
Admin
Finance
Legal
HR
Engineering
Education
Healthcare
Step 1: Enter Candidate Data
Step 1a: Select Survey
Send email to candidate
Sample Libraries: Finance
Other Libraries: IT
Other Libraries: Customer Service
Other Libraries: Healthcare
Step 1a: Select Survey
Send email to candidate
From: Your Company Name Recruiting Sent: Thursday, June 6, 2011To: Patrick TSubject: Your Company Name Selection Process Information
Dear Patrick T, Thank you for your continued interest in the Major Account Sales position with your co name. As already explained to you, a critical step in the selection process is reference checking. org name uses web-based reference checking for this purpose.
Please click on the link below. It will open a web page where you will input your reference. You will also be able to review a sample of the questions being asked and the email that will be sent to your references. Your references will be emailed a reference survey and their responses will be submitted directly back to SkillSurvey. No one will see your references' individual responses because all responses are electronically aggregated together to produce one summary report.
Note that all references will be responding as individuals, not as representatives of any company or organization.
Please click on the following link (URL) to begin: http://eref.skillsurvey.com//CandidateUtilities/EOC.aspx?
Step 2: Candidate Enters References
Automated Email From Recruiter to Candidate Explaining the Process
Step 2c: Candidate Confirms References and Signs Legal Waiver
Proof of Consent“…I hereby release any such person, their company, and any affiliated officers, directors, agents, and employees from any and all claims I may have arising out of the disclosure of such information…”
The Surveys: Job‐Specific, Behaviorally‐Based Questions
Job‐Specific, Behaviorally‐Based
Would you like to learn more about job openings at Your Co name?
Drive Warm Candidates to Career Page
Step 4: Aggregate Reference Responses into Actionable Intel
Validated Candidate – Good Fit
Validated Candidate – Good Fit
Pause or Avoid this Candidate – Low Scoring
Professionalism
Interpersonal Skills
Patient Satisfaction ‐ HCAHPS
Verbatim Comments
Verbatim Comments
Passive Candidate Database
• Clear ROI for Finance and Budgets– Quality of Hire
– Turnover
– Efficiency
– Passive Sourcing
• Quickly Implement and Easy “Win” for HR
• Elevate Recruitment’s Role in the Organization
Why You and a Better Process?
About Us: SkillSurvey
• 400,000 + Candidates in 2012 – 60% + Increase
– Candidates in 2011 – 247,000+– Almost 1,500,000 people experienced the SkillSurvey process
• 600+ customers
• 290+ surveys in current inventory – Cynthia Hedricks, PhD, Chief Analytics Officer
– 68 Surveys for Healthcare, 18 Surveys for IT roles, 12 for Sales roles, 9 for Customer Service roles, 19 for Finance roles
• Inventor of web‐based reference checking with a patent pending
Financial Services & Insurance
Engineering & Construction
Consumer Products & Retail
Energy & Utilities HR Related
Gov, Non-Prof & Edu Services & IT Pharma & Medical