How to Improve Quality-of-Hire and Efficiency using Web 2.0 Reference-Checking

Revolu'onized Assessments for Business

SkillSurvey Pre-‐Hire 360™

1 minute

5 minutes

10 minutes

2 seconds

About Us: SkillSurvey

•  Inventor of web-‐based reference checking with a patent pending •  Providing Reference SoluEons since 2002 •  25,200+ Candidates in September

–  September 2010 – 14,200+ –  151,000+ people experienced the SkillSurvey process

•  490+ customers •  220+ surveys in current inventory

–  Cynthia Hedricks, PhD, Chief AnalyEcs Officer –  18 Surveys for IT roles, 12 for Sales roles, 9 for Customer Service roles, 19 for

Finance roles, 68 Clinical and Healthcare related roles

Financial Services & Insurance

Engineering & Construction

Consumer Products & Retail

Energy & Utilities HR Related

Gov, Non-Prof & Edu Services & IT Pharma & Medical

Manufacturing

Healthcare

Sample Clients & Partners

Customers for Today’s Audience

Quality of Hire Behaviors

TradiEonal Phone Checking

Phone interview

Face to Face

Personality / Behavior Assessments

Resume

From Candidate PerspecEve – Today’s Approach

I’m terrific

I work really hard, weekends too!

I interview well

I’m a Team Player

Recruiter Candidate

Phone interview

Face to Face


Resume

From Reference PerspecEve – Today’s Approach

She’s terrific

I would hire her again, yes!

She works hard

She’ a Team Player

Recruiter Reference

Phone interview

Face to Face


Resume

A New PerspecEve – The New Paradigm

Dependability

Interpersonal Skills

Personality

Work Ethic

Teamwork

Integrity

References

Recruiter

Comparison SkillSurvey Solution Typical Phone Check

More references 5+ business references 50% of which are former or

current Supervisors

2 to 3

Faster 1 to 2 days 3 to 5 days

Guide Hiring Managers Previous managers assisEng in leading interview

No

Pauses a hiring decision 5% -‐ 10% of candidates < 1% of candidates

Passive sourcing tools 5 references per candidate – warm leads

2-‐3 on paper or in ATS – not uElized

Compliant/Legal Risk Supports compliance with EEOC and OFCCP

Uncertain/Inconsistent

Why You and SkillSurvey?

•  Improve –  Quality of Hire –  Hiring Manager’s Interview EffecEveness –  Efficiency –  Passive Sourcing

•  Drive –  Compliance and Consistency

•  Elevate Recruitment’s Role

Improve Quality of Hire

0 10 20 30 40 50 60 70 80

Minimal

Moderate

Great

Percent

Dev

elop

men

tal N

eed

SkillSurvey References Perceive That 10% or more of Candidates Have Great Developmental Need

Avoidable, High Risk Candidates = over $420k in savings annually (see next slide)

Coachable, Moderate Risk Candidates = Interview and on-‐boarding assistance

Hard ROI Example

Johns Manville, a Berkshire Hathaway company, is a leading manufacturer and marketer of premium-quality building insulation, commercial roofing, roof insulation, and specialty products for commercial, industrial, and residential applications.

q  293 Candidates entered in 2010 q  30.33% with a moderate or great developmental need – medium or lower scoring q  With SkillSurvey, avoided 6 hires at $70,000 salaries q  Bad hire avoidance of a little less than 5% of external hires q  Approximate $420,000 Cost Savings

Improve Hiring Manager’s Interview EffecEveness

•  Lack of consistency for hiring managers •  Managers looking for differences in candidates •  Probing quesEons driven by previous managers’ comments

Low Scores Guide Targeted QuesEons

Improve Efficiency – Time and Money

Recruiters Sou

rce Cand

idates

Screen to top 3 candidates

•  Improve efficiency – 'me and money • Six Sigma

ü  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

Use of SkillSurvey Pre-‐Hire 360® Resulted in a 92% Reduc'on in Time Spent Reference Checking

Improve 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 = 300 candidates

3 candidates SkillSurveyed and provide 5 references each = 1,500 potential contacts

85% of the 1,500 contacts opt in to learn about future career opportunities. 1,500 x .85 = 1,275 passive candidates

1 2 3 4

Talent Pipeline and Funnel • MulEplier Effect Based on Number of Candidates Screened

• Builds AutomaEcally

Industry Professionals with Whom To Network and Source

•  “Great People Know Great People”

• “Warm Lead” vs. “Cold Lead”

Increase Compliance and Consistency

•  SkillSurvey reference feedback shows no differences between sub-‐groups –  Helps support your efforts to remain EEOC and OFCCP compliant

•  Standardized process •  Eliminates risk

– In a decentralized environment, recruiters tend to do things their own way


•  Clear ROI for Finance and Budgets –  Quality of Hire –  Turnover –  Efficiency –  Passive Sourcing

•  Quickly Implement and Easy “Win” for HR •  Elevate Recruitment’s Role

1 minute

5 minutes

10 minutes

2 seconds

Step 1: Enter Candidate Data

Step 1a: Select Survey


Send email to candidate

Other Libraries: IT, Customer Service, Healthcare, Finance, etc

Survey Availability Job Level ►

▼Job Family Entry- Level Hourly Clerical Professional Supervisor Manager Executive

General ü ü ü ü ü ü ü

Production ü ü ü ü ü

Sales ü ü ü ü ü ü ü

Marketing ü ü ü ü ü

IT ü ü ü ü ü ü ü

Operations ü ü ü ü ü Customer Service ü ü ü ü ü ü

R&D ü ü ü ü

Admin ü ü ü ü ü ü

Finance ü ü ü ü ü ü

Legal ü ü ü ü ü ü

HR ü ü ü ü ü ü

Engineering ü ü ü ü ü

Education ü ü ü ü

Healthcare ü ü ü ü ü ü ü


Send email to candidate

From: Your Company Name Recruiting Sent: Thursday, June 6, 2011 To: Patrick T Subject: 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 2b: Candidate Inputs References

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 informaEon…”

From: Patrick T Sent: Thursday, June 6, 2011 To: ScoZ Davies Subject: Patrick T Reference Request Dear ScoZ Davies, I am pursuing a professional development opportunity and I'd like to use you, as well as several other individuals, as a professional reference. All you need to do is complete a short (less than 30 ques'ons), confiden'al, web-‐based survey regarding my skills. No one will see your individual responses because the system averages the responses from all of my references together to produce one summary report. To further ensure confiden'ality, no report will be produced unless at least 3 people respond. Please note that you will be responding as an individual, not as a representa've of any company or organiza'on. Also, I have executed a legally binding agreement that releases you as well as any organiza'on with which you are now affiliated or have been affiliated in the past, from any poten'al liability for providing this informa'on. The process is quick and easy. Please click on the following link to begin: hZp://eref.skillsurvey.com/SS.WebUI/RefSurveyDetails.aspx? If you have any ques'ons, you can email me at [email protected]. Thank you for your 'me, Patrick T

Step3a: Automated Email Sent to All References

Step 3b: References Receive Automated Email

Dear Scop Davies, Thank you for taking the Eme to respond to Patrick T’s reference request. Before you take the survey, please take a moment to review the informaEon in the form below. If any informaEon is incorrect, please select the appropriate field and make the desired changes. When you are finished, click the conEnue bupon at the bopom of the page to save your changes and access the reference survey.

The Surveys: Job-‐Specific, Behaviorally-‐Based QuesEons

The Surveys: Job-‐Specific, Behaviorally-‐Based QuesEons

Would you like to learn more about job openings at Your Co name?

Drive Warm Candidates to Career Page

SkillSurvey Goes Mobile

SkillSurvey Mobile •  On-‐the-‐go access anyEme, anywhere

•  Use your iPhone, BlackBerry, Droid, or Windows-‐

enabled Smartphone

•  No hassle for recruiters, candidates, or references

Step 4: Aggregate References into a PreHire 360


Candidate and Reference Response Data

Reference Information Corrected


IP Address Alert for Review


Validated Candidate – Good Fit

Pause or Avoid this Candidate – Low Scoring

Professionalism

Interpersonal Skills

Problem Solving and Adaptability

Personal Values

VerbaEm Comments

Candidate Comparison Report

Business Intelligence Dashboard

Passive Candidate Compiler

Integrated Link to LinkedIn, Zoom info

Passive Candidate Compiler – Daily Sourcing Update

Quick Startup and ROI

•  SoluEon up and running in less than 3 hours –  Setup, training, launch

•  No need for IT involvement •  Not a long and complex project •  Provides a quick and easy “win” for recruiEng and HR


•  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 OrganizaEon

How to Improve Quality-of-Hire and Efficiency using Web 2.0 Reference-Checking

Business

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