Tom Quayle's presentation from our Building capability 2013 conference. 'Get your business to take people seriously, articulating the value outcomes of better selection'

1. “Changing the Conversation”
How to articulate the Value Outcomes of
better Selection
Hello…

2. “People are our most
important asset”
Heard this one
before?

3. 6/10
L+D managers agree that
training budgets are the first
to be cut when times are
hard

4. 52%
Of employers currently
trying to reduce recruitment
costs

5. Perceived
Value
Actual
Behaviour
The Disconnect…

6. WHAT THIS IS NOT WHAT THIS IS NOT
WHAT THIS IS WHAT THIS ISWHAT THIS IS
BEHAVIOUR
BEHAVIOUR
BEHAVIOUR £

7. Today
1 32
Addressing
the problem
statement
Examples
of Value
Conversations
Changing your
behaviour

8. SYSTEMS PROCESSES
OTHER
PEOPLE
££
£
The
Problem

9. 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

10. 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

11. Cost Per Hire
Time To Hire
Shortlisted CVs
Performance Rating ?
Hiring Manager Satisfaction?
Employee Satisfaction ?
Share Price?
Attrition?
Customer Satisfaction?
Measuring Value

12. ROI = (V – V ) / If c
Try this…
Potential
future value
created
Current
value being
created
Investment
required

13. A single
mishire
costs UK
Plc 4-14x
the base
salary…
Example 1

14. Example 2
Values
Motivations
Behaviours
Intellect
Experience
Hard To
Change
Easy To
Change
75%
Accurate
25%
Accurate

15. Example 3
Time
Quota
$
Q 1 Q 2 Q 3 Q 4 Q 5 Q 6 Q 7 Q 8
Authoritative Persuasiv
e
Venture
r
PromotionalScientific
Craftsman Diligence Specialis
t
Operationa
l
ReActive
Altruistic
Control
Social InterestProActive
Altruistic
Creative
Analytical
Individuali
st

16. Example 4

17. 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

18. 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!

19. Implications
• Business value is clearly articulated
• Value outcomes are the measurement
• What Good Looks Like is clearly defined

20. Implications

21. 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
FOCUS
TodayTomorrow
Try this!
The Do.Model™

22. ADDING
SUPPORTING
IMPROVING
DOING
VALUE TO MY ROLE
Low High
FOCUS
TodayTomorrow
Try this!
The Do.Model™

23. The Do.Model™
% %TODAY TOMORROW

24. What are you
going to do
next?

25. Tom Quayle
T: 07514 090283
E: tomq@thechemistrygroup.com
Tw: @tquayle
Follow us on Twitter: twitter.com/chemistrygroup
http://thechemistrygroup.com
Thanks…