What if your Recruiting was made fool proof using Science?
Unfortunately 2018 has been a difficult year for recruiters. Low unemployment, increased brand awareness, not knowing what questions to use at interviews and using guess work to assess candidate soft skills are cited among the many trials that you face in an ever more competitive market. Shockingly a Career Builder study of 6,000 HR Professional Worldwide (2014) states that the top reasons for hiring badly are hurried hiring (37%) alongside inadequate talent intelligence (21%) . In their 2017 study it emerged that nearly 3 in 4 hiring managers and HR professionals say they’ve hired the wrong person for a position (74%). So what are the experts suggesting we do about these issues?
“People analytics tools will become a “must-have” for HR teams and recruiters.” – Josh Bersin, Deloitte
The current thinking is that recruiters who want to stay relevant will need to up their skills through the use of tools. The vote is in though and ‘the hiring decisions will still be made by human beings’, states Oleg Vishnepolsky Global CTO at Dailymail Online and Metro.co.uk. The question you need to ask is how will you differentiate yourself unless you have an effective recruitment strategy for the back end of 2018? Can you imagine the difference it would make if your Recruitment was 90% successful, scientific + fool proof?
The Cost of a Bad hire is nothing less than 3.5 times annual salary!
Stop for a moment and consider exactly what that 3.5 times annual salary translates to:
- Reduced productivity
- Poor quality work lowers the bar for others
- Disengagement is contagious in a Team.
- Negative impact on clients/customers
- Lost Sales
- Additional Training/ Coaching to remedy issues
- Lost time & money to recruit & train new candidate
The cost to your client’s employee brand and low team morale isn’t even quantifiable. Can you guarantee your clients a more successful outcome than this in 2018? This is where we firmly believe we can help you. For over 30 years we have conducted research into human behaviour, motivators, EQ, Acumen and Skills. We have created 35 million assessments (externally validated) that people all around the globe use to hire, retain and develop the best talent in the world. (See TTI Science of Self). We’ve helped more than 100,000 companies improve the lives and productivity of their Senior Teams, employees and organisations.
We know that the answer lies in you having a structured proven, hiring process. We know that the key is for you to use Tools, reliable data and Science to make it fool proof. Make a promise to yourself and stop using your gut and unfocused interview questions, it’s time to get serious and generate more recurring income from satisfied clients. We believe in empowering people, we want to start with you.
Let me ask you a question? Have you ever tried to shoot a gun at a moving target, or worse one that you couldn’t see at all? It sounds ridiculous I know. But what are Recruiters or HR doing recruiting when they haven’t identified clearly what the job requires? All the psychometric companies agree on this. Before you ever contemplate a psychometric assessment, stop and do a job benchmark. We begin with building a Job Scorecard. We ask our client what exactly is it that the job requires? Key Accountabilities with metrics are the first focus of attention, see our worksheet below.
HBR says- ‘Psychometric tests will not help you if you don’t have well-established measures of job performance’
From here we can build a role benchmark using TTI Behaviours (World famous DISC) Workplace Motivators (Driving Forces), Job competencies and Potential (Acumen Capacity) in one Multiscience report. These can then be ranked in order of importance. Our tools allow you to see what the job requires in terms of a Candidate’s personality attributes, their interpersonal skills, their analytical ability and their leadership skills. You can even tell what they need from a job and whether they will fit the company culture.
Banish use DISC, JP Morgan, Procter & Gamble, Deloitte, Hewlett Packard & Citigroup use psychometrics in their recruitment and selection process.. and you?
The benefits of this scientific recruitment process are that you have a Jobscore card, a Role benchmark and also an ideal candidate profile. This process is done with the recruiting client and means that from the beginning of your campaign, you have clarity and precision when you communicate with your client, when you are posting to social media and advertising for your candidates.
At TTI we have a Job Benchmark system that we train you in which involves consulting with your Subject Matter experts on the role and entering your results onto your Platform to produce your tailored job Benchmark. Not alone does it give you a Job profile but also an Ideal Candidate Profile that you can match up your applicants to and produce a Gap report. With the Gap Report, you can see precisely the difference between your candidate and what the job requires.
Given that 63% of recruiters say that they fail at assessing candidate soft skills and 57% say they fail at understanding candidate weaknesses (2018 Global Recruiting Trends report) , you are now in a position of power as a recruiter. The Gap Report also suggests questions that you can use during the interview which will help you to ascertain if this is the right candidate or not. It’s not guessing, it’s Science. This is the gap between good and great. Why take a chance? If the person has the right hard skills but the wrong attitude, after all the training and on-boarding, they will leave or be asked to leave. You are right back where you started but with a client who has lost all faith in you.
During the last 5 years in a row, TTI we have achieved a 92% success rate using Benchmarking in recruitment. Can you afford not to benchmark when the cost of attrition has been calculated at the very least one year’s salary? Imagine yourself making accurate hiring decisions for your clients? What sort of a difference would a 92% success rate make to your brand, and to your bottom line? And what if we could quickly show you how to do it?
HBR Definitive Guide to Hiring:
‘The most important finding is that improving the quality of assessments is 3 x more profitable than increasing
the size of the candidate pool and 6 x more profitable than getting the chosen candidate to accept a lower
But don’t take our word for it, find out more on our website, we believe in empowering people to reach their potential so you can access our free complete guide to ‘Hiring the Best Employees Every Time. If you are stuck for time or don’t like to read, we produced a Webinar series outlining the whole process that you can also access for free. Do your due diligence and don’t overlook our TTI Research where we focus a huge amount of resources making sure that our assessments are validated and predictable. If you would like to speak to us directly and try out a Job Benchmark email email@example.com
One of our satisfied clients says: ‘The single best decision I ever made in my business career was engaging us to do this process’ – Damian Chesser, CEO, Comet Stone.
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