Why personality matters In graduate recruitment 15 March 2017
Why personality matters
In graduate recruitment
15 March 2017
© 2017 Korn Ferry. All rights reserved 2
Presenters
Bita BudiarianiPrincipal Consultant
Dewi TobingPrincipal Consultant
© 2016 Korn Ferry. All rights reserved 3
We are Korn Ferry
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A total approach to talents
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1. The value that personality data brings to the selection process
2. How to articulate the value and the ROI of personality assessments to stakeholders to win their support
3. How to link assessment in selection with graduate development
Poll: Do you currently use personality assessment in graduate recruitment?
Graduate assessment methods
Administration Screening
Psychology Test
Assessment Centre/ Presentation
Medical Test & Interview
Phase 1 Phase 2 Phase 3 Phase 4
Administration Screening
• GPA
• Sertification
• Etc
• Psychometric tools
• Personality Test
• Business case
presentation
• Assessment centre
using multiple tools
such as in basket,
group discussion, etc
• Interview with user/
management
• Medical test
*Common recruitment process in Indonesia, from various industry
Poll: How effective do you feel personality assessment data is used in your organisation?
Korn Ferry talent trend predictions for 2017
1. Rise of the Gig Economy, or “Me Inc.”
2. Programming the Robot: The Changing
Roles of the Vital Many
3. Pack your Bags: The Vagabond HQ –
and Employee
4. Trusted Advisor: How Big Data is
Changing the Role of the Recruiter
5. One Platform = True Intelligence
6. Seeing into the Future: Data that Matters
Long After Hire
7. Big Data, Big Brother: Keeping
Information Safe
8. Culture is the Key to Retaining
Employees and Enhancing Business
Performance
9. Swipe Left/Swipe Right: Social Media and
Recruiting
10. Embrace Diversity to Plug Skills Gap
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Our Early Talent study revealed:
Graduates today have excellent technical skills
but lack the necessary emotional and social skills.
of business leaders believe that less than 25% of their graduates have the soft skills they need.
of business leaders believe that graduates are not prepared for the working world.
of business leaders believe that graduates who don’t develop people skills create toxic environment.
73%
76%
85%
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Competency required in facing ASEAN Economic Community
Findings from our study in Indonesia
Critical
ThinkingCreativity
Communication
Skills
Problem
Solving
Source: McKinsey study in ASEAN Economic Communitys
Study concluded
▪ For young people to engage with a complex world of work, they need to develop soft skills.
▪ Soft skills are a powerful predictor of long-term job success.
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Personality drives performance
Personality influences the way people behave, which in turn impacts their performance and success in the role.
▪ Personality assessments
− Assess behavioural style and preferences, i.e. how an individual typically thinks, feels and behaves.
− Are an effective predictor of performance at work.
Why the need for personality assessments?
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The cost of getting it wrong
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The value of doing it right
Source: Based on Schmidt & Hunter (2006) meta-analytic review of validation studies and Talent Q (2008) analysis of average direct and indirect costs of assessment for UK organisations
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Best in class companies 2x as likely to provide hiring managers with insights into whether graduates are good cultural fit for jobs or not.
The value of personality
Challenge• 20 - 60% turnover in year 1
• 40% turnover in year 2
Solution• Understand what success looks
like
• Understand the traits and
characteristics of success
• Use data-driven insights to
predict performance
Result• Decreased turnover by
30%
• Reduced team turnover
under graduate managers
• Reduced recruitment costs
(time and $)
Source: Aberdeen Group, 2015
Global Supermarket Graduate Program
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Case study
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One of the biggest Islamic banks in Indonesia
Management Trainee selection process
The results
• Faster analysis
• Investment of time and costs
• New experiences
Before
Paper and pencil academic testing and
psychology test
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One of the biggest distributor companies
Management Trainee selection process
The results
• Effective
• More attractive to millennials
Before
• Using psychometric for recruitment
process
• Assess hundreds participants in a year
Administration test
Presentation
+
Interview
+
Medical Test
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Mapping traits to the clients’ Competency Framework
A tailored approach to assessing personality fit
▪ Map client competencies to personality and abilities assessments
▪ Use candidate results to determine fit against the required competencies and organisational values
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Digging deeper into individual results
The interview
▪ Tailored interview questions allow the client to probe into ‘red-flag’ areas
▪ Creates a more robust interview process and meaningful questioning for candidates
▪ Establishes a personalised candidate experience
“Tell me about a time when you
have been required to adapt to a
sudden and unanticipated change”
“Tell me about a time when you
have had to act with minimal
planning. How did this impact your
work?”
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Tailored and meaningful feedback
Assessment debrief
▪ Delivered by a qualified Organisational Psychologist
▪ Supports hiring manager decision making
▪ Kick-starts the professional development of successful graduate applicants
▪ Establishes targeted areas for development to guide the program for the longer term
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Easy as 1-2-3-(4-5)
▪ Step 1: Think about the role you are recruiting for
▪ Step 2: Ask questions around these competencies
▪ Step 3: STAR model
▪ Step 4: Take notes
▪ Step 5: Rate candidate
Situation: Has the candidate provided the background or context?
Task: Has the candidate explained the task or challenge they were faced
with?
Action: Are you clear what action the candidate took? Make sure you
understand specifically what the candidate did, rather than what others did,
or the wider team. Keep asking: What was the candidate’s role? What did
they do?
Results: Has the candidate told you the outcome or results? What reflections
do they have about it?
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The Talent Q assessment suite
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Manager-friendly reports
Q&A
Thank you