“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: tomq@thechemistrygroup.com Tw: @tquayle Follow us on Twitter: twitter.com/chemistrygroup http://thechemistrygroup.com

Thanks…