Your Company's Recruitment Secret

Would you like to win a private Casino party for your company?...ask how at

[email protected]

Anne-Marie OrrockCorporate Canary HR Consulting

FOR YOUR FREE TRIAL OF THE MCQUAIG SYSTEM CALL +61 1300 552 372email: [email protected] Pacific Highway, Crows Nest, NSW 2065blog/rant: www.annemarieorrock.com

www.corporatecanary.com.au

Value: $5,000

mailto:[email protected]

http://www.annemarieorrock.com/

http://www.corporatecanary.com.au/

YOUR COMPANY’SGame Changing Recruitment Secret…(that will leave the competition scratching their heads)





Helps successful companies become elite companies by developing the sophistication of their human resources strategy...

Australia, New Zealand,USA, UK, Dubai, Malaysia, Singapore, Hong Kong, India

Professional Services - Banking & Finance, ICT, Insurance, Retail & Consumer ProductsEducationEngineering & ManufactureHealth Care & MedicalTransport & LogisticsHospitality

18 years experience HR Strategy: Deutsche Bank, OMX NASDAQ, ANZ, PeopleSoft, Symantec, NZI Insurance, Citrix Systems, Ella Bache, Moran Health, Sigma Coach Air

Speaker/Presenter:Australian Industrial Relations SummitAnnual Human Capital HR Directors Summit CeBIT AustraliaSydney Business MonthPublished Author/ Contributing AuthorMedia Commentator

Cost of Hiring Failure

• Do you know your turnover rate?


• 84% companies don’t know their true turnover costs

• Do you know what turnover has cost in the last 12-24 months?


Case Study:In - House Costing

In-house Costs HR Manager

Total Rem (sal + bens + burden) $140,400Salary $120,000Direct On Costs % 17%Direct On Costs $ $20,400Other related costsTraining $4,000Facilities $4,260Staff Amenities $995Admin $1,500Other $4,500Total Costs $155,655

RelatedTurnover Costs

Fill In Calc 10,800Hrs on replacing 4200Lost training on annum 10,000Lost IP/Skill/knowledge 84,240

Recruitment cost/fee 18,954

Orientation 6,800

On-board Productivity Cost2-4 wks 40505-12 wks 945013-20 wks 4725Total 153,219Total In-house Model $308,874


IT Services provider - hired an HR Manager on $120k salary and engagement failed after 13 months


Causes of Turnover

• Insync Australia study of 11,000 employees on turnover from 2010 - 2013 found that Australian companies can influence and control up to 80% of their turnover.



Causes of Turnover

Economy

Company CultureCompany Performance

DemographicsUnrealised Expectations

Job Characteristics

PersonalManagement

Individual Performance Workplace Injury

TechnologyCompetition



Causes of Turnover

Economy

Company Culture

Company Performance

Demographics Unrealised Expectations

Job Characteristics

Personal

Management

Individual Performance

Workplace InjuryTechnology

Competition

Can’t Control Can Control



Causes of Turnover

Company Culture

Company Performance

Unrealised Expectations

Job Characteristics

Personal

Management

Individual Performance

Workplace Injury

Can Control

Poor Hiring Approach



Predictive HiringWhat is Predictive Hiring?

using an effective combination of predictive measurements that increase the ability to accurately indicate future performance.


Table 1: Predictive Scale Of Selection Methods

Graphology (handwriting analysis) 0.01

Typical Employment Interview 0.15

Years Experience/Education 0.19

Reference Checks 0.22

Personality Tests 0.39

Structured Behavioural Interview 0.40

Ability Tests 0.52

the ability to predict future performances increases substantially with structured methods of selection. Source: Hunter & Hunter, 1984, Schmitt, 1984, Thacker & Cattaneo, 1987, Smith, 1988.


Mc Quaig SystemMinimises and Eliminates These Causes By:

Strengthening Your Recruitment & Selection Outcomes

Clear alignment & agreement of the critical criteria for incumbent success across all stakeholders

Providing aligned interview questions to gain essential information before hiring

Providing vital information to help avoid hiring the wrong people that lead to causes of turnover.



Mc Quaig SystemStep One:Define Role (optional)

Job Analysi

s

Complete a brief questionnaire of job

requirements to help focus on main job role

components and behaviours



Mc Quaig System™Step One:Define Role (optional)

Step Two:Develop Combined Job ProfileInternal stakeholders

complete Job Survey to determine the essential

job behaviours and attributes to create a

customised Job Profile for the open role.

Job Survey

®

Job Analysi

s




McQuaig Job Survey creates Interview Question Report based on desired

factors.



Mc Quaig System™








Job Survey

®

Step Three:

Short listed or final candidate completes

Word Survey.

Profile Shortlist

Word Survey

®

Job Analysi

s





factors.

McQuaig Word Survey creates

customised Interview Question Report based on gaps between Job Survey and candidate

profile.

Interview Candidates








Job Survey

®

Step Three:

Short listed or final candidate completes

Word Survey.

Step Four:

Profile Shortlist

Determine Candidates Job Match Result

==

- Job Survey

Word Survey

Word Survey

®

High Risk!

Strong Match

Step Five:Hire Best Candidate!Use customised Reference Check

Question Report to strengthen successful

placement.

Job Analysi

s





factors.

McQuaig Word Survey creates

customised Interview Question Report based on gaps between Job Survey and candidate

profile.

Interview Candidates

Candidate A

Candidate B

CEO

Sales Dir.

Marketing Mgr.

Peer

Candidate A

Candidate B



Mc Quaig System™ Job Fit Report

Preferred Candidate

Balanced/non-commit

Is...

Very...

Extremely...

Mc Quaig System™Dominant Sociable Relaxed Compliant

•Competitive•Goal striving•Risk taker•Will to win/take charge•Focus on big picture issues•Seeks challenge & recognition•Decisive•Wants responsibility for decisions•Focus - big picture conceptualiserExtreme: Aggressive

•Outgoing & sympathetic•Emotional•Interacts easily with others•More oriented towards working with people than with methods & ideas•Friendly •Needs to be liked•Sociable•Expressive•Persuasive•Good motivator & delegatorExtreme: May oversocialise

•Easy going patient & steady, calm, even paced.•Prefers a stable predictable work environment as opposed to constant pressure and deadlines•Good with routine•Reliable•Relaxed•Excels in a paced environment•Does not like changeExtreme: Slow to respond in emergencies

•Conscientious •Co-operative•Detail-oriented & thorough•Likes to work within a well defined structure •Seeks direction•Prefers to ‘do’ than to delegate•Follows company rules and directions•Goes with team majorityExtreme: Perfectionist

Accepting Analytical Driving Independent

•Accommodating•Careful & deliberate•Likes to specialise•Cautious in dealing with difficult issues•Avoids friction with others•Accepting•Easily influenced•Likes routine•Likes detail•Avoids responsibility for work of others•Baulks at unusual or difficult concepts outside area of expertise.

•Factual•Reserved and unemotional•Work oriented & logical•Deals with facts•Leans more toward logic than emotions•Not always diplomatic•Makes logical & practical decisions•Reserved and unemotional•Analytical•Can be direct and insensitive to others•May be critical, negative & suspicious

•Restless/ Energetic•Sense of urgency•Impatient•Prefers a varied and active work environment rather than routine and status quo•Driving•Likes variety•Takes Action•Pushes self and others for results

•Persistent•Strong-minded•Determined•Likes freedom of action•Dislikes working within a restrictive structure•Prefers to be self directed•Decisive (with High D)•Welcomes responsibility & authority•Takes charge & shows initiative•Prefers to be self directed



Mc Quaig System™ Job Fit Report

Preferred Candidate



Mc Quaig System™ Selling Style Report


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16 Cool Ways YOU Can Use McQuaig...

✔

Hiring New Staff

Remote Hiring

Inexperienced/green managers

Promoting Existing StaffCreating New PositionsDefining Role Behaviours

Help Recruiters Shortlist Better CandidatesDeveloping & Motivating Staff

Developing Key Leaders

Assessing Non-Performing EmployeesStrengthening Team CohesionSupport Tool for Coaching Programs

Creating Powerful Sales TeamsRe-deployment Exercises

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✔✔ Optimise Job Postings & Advertising

Succession Planning

• There are 11.5 million people employed in Australia earning $638 billion per year. When you consider that around 2 million Australians are likely to leave their jobs in the next 12 months, staff turnover costs this country around $83 billion every year. A reduction in turnover of just 5% (i.e. from 18% to 13%) could save the Australian economy $23 billion each year

• What would a reduction in turnover of just 5% save your company?


Why Your Company Can’t Afford Not To….


• An average staff turnover rate of 18% costs organisations with 100 employees around $1

million every year. This assumes an average annual salary of $75,000 and a conservative turnover cost per employee of 75% of annual salary


• Over 73% of managers are not formally trained in interviewing, hiring and sound selection techniques, costing companies 8 x more than the avg. market cost of a relevant course per manager.

• Employees salary & turnover is the biggest cost for most employers operating expenses. It is too expensive to leave it to inexperienced or junior managers to make a hiring mistake.

• It’s too long (and costly) to wait for the probation period to realise you’ve made a hiring mistake.

• It’s a crushing, awkward and costly experience to promote the wrong person.

• It’s a waste of your time to interview candidates the recruitment agency sends that are not even close to what you are looking for.



• It’s a waste of your money & time to post job advertisements that are not using the right language to attract the right behaviours and personalities - or repel those that don’t have them.

• You get more out of your people when you know exactly what makes them tick.

• You are wasting time and loosing valuable information using interview questions that are not aligned to what you need to know.

• You can turn some non-performers around, if you know why they are not performing.

• You can’t afford to loose any more sales ….

Why The Works Can’t Afford Not To….

In - House Costing

In-house Costs HR Manager

Total Rem (sal + bens + burden) $140,400Salary $120,000Direct On Costs % 17%Direct On Costs $ $20,400Other related costsTraining $4,000Facilities $4,260Staff Amenities $995Admin $1,500Other $4,500Total Costs $155,655

RelatedTurnover Costs

Fill In Calc 10,800Hrs on replacing 4200Lost training on annum 10,000Lost IP/Skill/knowledge 84,240

Recruitment cost/fee 18,954

Orientation 6,800

On-board Productivity Cost2-4 wks 40505-12 wks 945013-20 wks 4725Total 153,219Total In-house Model $308,874

OR 0.003% of this cost to get it right with The McQuaig System in less than 1 hour*??




5 Reasons To Invest In Your Recruitment Strategy

…and make you feel chuffed!

✔

✔✔✔✔

You will boost retention & reduce turnover costs and problems, saving tens or hundreds of thousands $$$

You will get the right person, in the right job, every time & increase company performance.

You will get better quality candidates & reduce time to fill positions.

You will be doing it better than your competition - or they will do it better than you.It is a win/win for everyone - you, the employee, the team, the company. Happy cows, more milk!

What Do Others Say?


“We were absolutely delighted with the results provided by The McQuaig System™. Anne-Marie Orrock at Corporate Canary offered us a complimentary trial when we were seeking to strengthen our Executive Team. Poor decisions in the past had left us jaded, but The McQuaig Word Survey results provided us with a strong ‘compass bearing’, and a sense of security we had the right person this time. It was the right decision. Turnover reduced and significant cost savings were made with Richard now leading the division. Catherine Cahill - Chief HR Executive

“The one thing that candidates are rarely good at, is seeing or understanding themselves as others do. The McQuaig System™ lets you see inside, like an x-ray, on the behavioural structure of an individual that others experience. Candidates themselves won’t necessarily realise or admit that about themselves”.Bill Knightly - Managing Partner

“It’s definitely been an asset to us. I don’t make hiring decisions until I’ve seen The McQuaig Word Survey® results. It plays an important role in the entire hiring decision process. We just can’t afford to get it wrong.”Laurie McNall - Project Manager, Allied International

“The McQuaig System™ helps support or challenge the risk of our ‘gut instincts’ on whether we are making the right decision”. Maria Graham, Dept. Lotteries & Gaming.

‘I am constantly amazed at the wealth of information The McQuaig System™ has provided us over the years…’Executive, National Bank Financial, USA


• Choose a position to trial

• Choose stakeholders and inform them (guide provided)

• send email to [email protected] to BOOK TRIAL!

• Trial open 5 days

• FREE19 page Job Survey Report & Interview Guide for your position.

• Interview candidates!

What Next?


mailto:[email protected]


Would you like to win a private Casino party for your company?...ask how at

[email protected]


FOR YOUR FREE TRIAL OF THE MCQUAIG SYSTEM CALL +61 1300 552 372email: [email protected] Pacific Highway, Crows Nest, NSW 2065blog/rant: www.annemarieorrock.com


Value: $5,000


Your Company's Recruitment Secret

Business

Transcript of Your Company's Recruitment Secret