Practical Strategies for Powerful Candidate Selection

Practical Strategies for Powerful Candidate Selection
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Practical Strategies for
Powerful Candidate
Selection

Rusty Lindquist
V P H C M S T R A T E G Y & I P
B A M B O O H R
Michelle Reed
C M O
S K I L L S U R V E Y

HR today sits smack-dab in the middle of
the most compelling competitive battleground
in business, where companies deploy and
fight over that most valuable of resources—
workforce talent.
Matthew D. Breitfelder
HBR: “Why did we ever go into HR”

“This is a war for talent”
Steven Hankin
McKinsey & Company
Unemployed
4.7%
May, 2016
EMPLOYED!
95.3%
Talent Deficit

Among the jobs that 39-44 year olds
began, one third ended in less than a year
– Forbes
v1yr
Cost of replacing an employee is between
90% - 200% of their annual salary.
– SHRM
v
90-
200%
91% of Millennials expect to stay with your
company fewer than three years.
– Future Workplace
v91%
Average tenure for Millennials is 2 years
(5 years for Gen X and Gen Y)
– Payscale
v
43%
v2yrs
Shrinking Tenure

Accelerating Half-Life of
Hard-Skill Relevance

Increased Competition

HUMAN CAPITAL
is quickly becoming the
only sustainable source
of competitive advantage.
Alfred Marshall
economist

– Ram Charan
Best-selling Author & Business Advisor

What are hard skills?
What are soft skills?
And why should we care?

A closer look at
hard skills

Hard skills are skills where the
rules stay the same regardless of
which company, circumstance or
people you work with.
https://bemycareercoach.com/soft-skills/hard-skills-soft-skills.html)

Soft skills are more
important
20%
Soft skills are just as
important as hard skills
77%
Would hire for
strong soft skills
67% 9%
Would hire for
strong skills

It is no longer what you do that matters most and sets you
apart from others, but how you do what you do.
What are soft skills?

Where hard skills are about
the what, soft skills are
about the how.

Feedback related
to past work performance is
the single best predictor of
future job success

Which soft skills are the right
soft skills?

It’s all about context.
Understanding the dynamics of the team, division, or
department where the candidate will be placed.
• What are this team’s strengths and weaknesses?
• What skills does the team have in abundance?
• What skills are lacking from the team?

Soft-Skills are the truest
predictors of success

of newly hired
employees will fail within
18 months
* Source: “Hire for Attitude” Forbes, January 23, 2012 † Source: “Hiring for attitude: Research &
tools to skyrocket your success rate” Mark Murphy, Leadership IQ, 2012
for lack of soft skills – such
as professionalism or ability
to get along with others
Resign yourself to
this reality
89%46%

18th Century 19th Century 20th Century 21st Century
Agricultural Age
(farmers)
Industrial Age
(factory workers)
Information Age
(knowledge workers)
Conceptual Age
(creators and empathizers)
Affluence
Technology
Globalization
High
Low
Abundance
Automation
Asia
Dan Pink
A Whole New Mind

* Source: CareerBuilder
Flexible
51%
Self
Motivated
66%
Strong
Work Ethic
73%Dependable
73%
Positive
Attitude
72%
Team-Oriented
60%
Organized
57%
Works Well
Under Pressure
57%
Effective
Communicator
56%
Confident
46%
Hiring managers want more

SOFT SKILLS
are the oil that makes
the hard-skills machine
run smoothly.

Behavioral interviewing:
Making it work

Traditional Interviews
 What are your strengths and weaknesses?
 Why are you interested in working for us?
 Where do you see yourself in the next 5 years?
 What did you like about your last job?

Behavioral Interviews
 Describe a time you had to ask a number of questions and
actively listen to fully understand a customer's issue.
(Responsiveness)
 What was the most challenging customer problem you had to
solve and how did you solve it? (Problem solving)
 Describe a recent situation when you had to handle an angry
customer. (Unflappability)

Interviewing For Fit

People are infectious,
so when hiring, ask yourself
how will they infect your
organization, for good or bad.

Signal to Noise Ratio

Following a national survey of job
seekers and HR professionals, 43%
said that “cultural fit” was the single
most important determining factor
when making a new hire.
-Millennial Branding & Beyond.com
Culture First

Cultural Undercurrents

Keep Records

Hidden bias: How it works.
How to prevent it.

First.
Be consistent.

Second.
Open the door.

Third.
Test your conclusions.

Finding Their Superpower

Thank you!
Receive a free job posting on our ATS and full HRIS for one week.
We will contact everyone within the next few days to set this up.
BambooHR
Improve your selection process through feedback from references on soft-skills
Try it out for free: www.skillsurvey.com/tryit
SKILLSURVEY

Questions?
Rusty Lindquist
V P H C M S T R A T E G Y & I N S I G H T S
B A M B O O H R
@ r u s t y l i n d q u i s t
r u s t y @ b a m b o o h r . c o m
w w w . l i n k e d i n . c o m / i n / r u s t y l i n d q u i s t
Michelle Reed
C H I E F M A R K E T I N G O F F I C E R
S K I L L S U R V E Y
@ r e e d m i c h e l l e 1 3
m r e e d @ s k i l l s u r v e y . c o m
w w w . l i n k e d i n . c o m / i n / r e e d m i c h e l l e 1 3

Practical Strategies for Powerful Candidate Selection

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