Effective Selection that Impacts the Bottom Line Angus Macalister (Partner)
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Transcript of Effective Selection that Impacts the Bottom Line Angus Macalister (Partner)
Effective Selection that Effective Selection that Impacts the Impacts the Bottom LineBottom Line
Angus Macalister (Partner)Angus Macalister (Partner)
““One in three One in three hiring decisions is hiring decisions is
wrong”wrong”The Australian Financial ReviewThe Australian Financial Review
VisionVisionWhatsWhats
Business StrategyBusiness Strategy
Critical Success Critical Success FactorsFactors
ProcessesProcesses
HowsHows
Cultural StrategyCultural Strategy
ValuesValues
SystemsSystems
CoreCoreCompetenciesCompetencies
Human Resource ConnectionsHuman Resource Connections
Organisational Organisational Structure/Structure/
Job DesignJob Design
Sourcing Sourcing andand
SelectionSelection
Performance Performance ManagementManagement
RemunerationRemunerationDevelopingDevelopingTalentTalent
Core and Job/Role Specific CompetenciesCore and Job/Role Specific Competencies
defines defines competencies as:competencies as:
Clusters of behaviour, Clusters of behaviour,
motivation or knowledge motivation or knowledge
related to success or failure related to success or failure
in a target job/rolein a target job/role
Job Performance =
KnowledgeKnowledge BehaviourBehaviour MotivationMotivation++ ++
Actual Job Performance isActual Job Performance is
Competencies as Competencies as
TargetsTargets
A Common A Common
Language?Language?
Competency StructureCompetency Structure
• NameName
• DefinitionDefinition
• Key actionsKey actions
Competency ExampleCompetency Example
AdaptabilityAdaptability - Maintaining effectiveness in - Maintaining effectiveness in varying environments and with different varying environments and with different tasks, responsibilities and people.tasks, responsibilities and people.
Key Actions, egKey Actions, eg•Adjusts approach to match varied task requirementsAdjusts approach to match varied task requirements•Adjusts behaviour to style of othersAdjusts behaviour to style of others•Adjusts quickly to new responsibilities and tasksAdjusts quickly to new responsibilities and tasks
Assessment for Assessment for SelectionSelection
PersonPerson JobJobKnowledgeKnowledge
& & BehaviourBehaviour
Required Required Knowledge & Knowledge &
BehaviourBehaviour
MotivationalMotivationalNeedsNeeds
Motivational FacetsMotivational FacetsOfferedOffered
PerformancePerformance
ProductivityProductivity &&
TenureTenure
SatisfactionSatisfaction
What CompetenciesWhat CompetenciesDo I Use?Do I Use?
Linked to business strategyLinked to business strategy
Critical to successCritical to success
Difficult to trainDifficult to train
Clear definitionClear definition
Why Use Why Use Competencies?Competencies?
• Maintain focus on key Maintain focus on key criteria for successcriteria for success
• Same criteria for all Same criteria for all applicantsapplicants
• Legally defensibleLegally defensible
• Prevents quick decisions Prevents quick decisions based on partial databased on partial data
Selection/Assessment MethodsSelection/Assessment Methods
MethodMethod EffectivenessEffectivenessJob Simulations Very Good
Assessment Centres Good
Ability Tests OK
Interviews Poor to good depending
on the type of interview
Personality Assessment Poor to moderate
References Poor
Domino’s Nil
Handwriting NilSource: Arnold, Robertson & CooperSource: Arnold, Robertson & Cooper
Which Means Which Means YOURYOURRecruitment Should Include:Recruitment Should Include:
Behavioural InterviewsBehavioural Interviews
Ability/Motivation TestsAbility/Motivation Tests
Job SimulationsJob Simulations
Motivational FitMotivational Fit
A Good Fit =A Good Fit =Increased Job SatisfactionIncreased Job Satisfaction
Decreased TurnoverDecreased Turnover
ApplicantsApplicants
Resume screenResume screen
Telephone InterviewTelephone Interview
Ability TestAbility Test
Face to Face InterviewFace to Face Interview
Job SimulationsJob Simulations
Reference CheckReference CheckOfferOffer
Selection FunnelSelection Funnel
Competency Coverage Competency Coverage
GridGridDimensionsDimensions Resume Resume
ScreenScreen TestsTests Phone Phone ScreenScreen InterviewInterview
Job Job SimulationSimulation
ss
Reference Reference CheckCheck
Customer Customer FocusFocus XX XX XX
InnovationInnovation XX XX
Ability to Ability to LearnLearn XX
Professional Professional KnowledgeKnowledge XX XX XX
Motivational Motivational FitFit XX XX
Your Selection SystemYour Selection System EfficientEfficient
Accurate Accurate
FairFair
Buy-inBuy-in
Positive impressionPositive impression
Individual
Manager Organisation Customer
Who Benefits From Effective Selection
Business/ Bottom Line Business/ Bottom Line ImpactImpact
Minimised start-up timeMinimised start-up time Stops union challengesStops union challenges
Clients say:-Clients say:-
““Halved cost of Halved cost of recruitment”recruitment” ““Best people we have Best people we have ever had”ever had”
SummarySummary Link to business strategy?Link to business strategy? Critical competencies?Critical competencies? Accurate?Accurate? Efficient? Efficient? Clear decision points?Clear decision points? Do others understand it?Do others understand it? Legally defensible?Legally defensible?
Integrated Human Integrated Human Capital SystemsCapital Systems
CompetenciesCompetencies
Caree
r Pla
nning
Training Compen
satio
n
Performance
Management
Selection and
Promotion
Total
Quality
Strateg
icP
lann
ing
Su
ccessio
nP
lann
ing
JML Australia Assists JML Australia Assists Individuals & Individuals & Organisations Organisations Achieve Great Achieve Great
SuccessSuccess