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The Whitehouse Report - Predicting Productivity in the Workplace
- 1. Predicting Productivity in the Workplace Lets Talk
- 2. Cost of a bad hire Recent research papers put the cost of a bad hire anywhere from 1 to 5 times the annual salary for the position depending on the significance of the role within the company. Lets Talk
- 3. Traditional Methods Making a decision to hire someone based on reading their resume and relying on ‘impressions’ gained at a face-to-face interview is fraught with danger… In a recent survey: — 20% of job-seekers admitted their resumes contained lies. — 27% admitted their resumes contained exaggerations. — 21% said they loaded keywords to trick automated resume scanning. Lets Talk
- 4. Why use TWR? 1) Reduce your initial recruitment cost by ~ 60% 2) Reduce the time required for screening and interviewing by ~ 70% 3) Reduce your staff turnover 4) Reduce the cost of Training and Development 5) Improve productivity and overall staff moral So “What’s in it for ME” (WIIFM) Lets Talk
- 5. WIIFM? The Whitehouse Report allows CEO's, Managers, Leaders and HR Professionals to predict peoples performance based on their inherent Values and Characteristics and the unique environment in which they will be working. TWR can provide a cost effective and scientifically proven, on-line tool that can help you select the best person for a specific job role in less time and at less cost. In other words using TWR as part of your recruitment process will have a very positive effect on your organisations bottom line. Lets Talk
- 6. How does TWR work? 1) Company creates online benchmark profile using up to three high achieving employees. 2) Applicants first complete an online Values and Characteristics survey as part of the application process. 3) Applicants outcomes are compared to the benchmark profile. 4) Applicants that best match the benchmark profile then progress to complete a comprehensive survey. 5) TWR verifies validity of Values & Characteristics and outcomes of the applicants functioning aspects. TWR makes recommendations for face-to-face interviews from an individuals outcome. Lets Talk
- 7. Sample benchmark profile Lets Talk
- 9. How easy is TWR to use? • We recently surveyed 67 candidates for apprenticeships on behalf of a client with branches throughout New Zealand. • It took less than 30 minutes to compare all candidates initial outcomes and make recommendations. • TWR recommended 27 individuals complete the comprehensive survey. • After reviewing their outcomes TWR recommended 13 for face to face interviews. Lets Talk
- 10. The Result? • TWR identified 40 individuals that didn’t match the benchmark profile or used ‘impression management/manipulation’ to influence the outcomes. • Two candidates offered apprenticeship's wouldn’t have progressed past the first stage using traditional methods. • The company saved over 150 man hours (by a panel of four staff) of face-to-face interview time nationally by only having to focus on 13 TWR recommendations. All 13 were offered a position. Lets Talk
- 11. Results are Reliable and Valid! • The Whitehouse Report surveys both an individuals General Behavior System (GBS) and their Inner Interactive System (IIS) based on the intensity of the effect of their environment, therefore we are able to verify manipulation and impression management. • The Whitehouse report scores a 0.91 (91%) in the Coefficient Alpha measurement for reliability and World Variation Standards of Measurement for validity. Lets Talk
- 12. Your Next Step For a completely confidential discussion about how we can help you save many thousands of dollars on • Recruiting the right people • Training the right people • Predicting peoples performance Please contact New Zealand: Glen Tapara - 021 904 590 glen@thewhitehousereport.co.nz Australia: Red Redinbaugh - 0400 645 263 red@thewhitehousereport.com.au Lets Talk
Editor's Notes
- The Whitehouse Report has evolved over the last 10 years or so and can now - with a very high degree of accuracy - predict a person’s performance in a given environment. TWR uses an online survey to measure the intensity of the effect that a defined environment has on the functioning of each unique individual. Written in ‘plain English’ the results of The Whitehouse Report surveys allow almost anyone to match an individual’s Values and Characteristics against a pre-determined benchmark.In other words by analysing the results of the survey we can predict if an individual is going to have a positive or a negative effect on the productivity and profitability of your organisation.
- The formula for calculating all of the costs involved… from the point where the decision has been made to recruit someone until the time the new employee becomes a fully productive part of the organisation will, to a large extent, be unique to each organisations circumstance. We have created a spreadsheet to help you calculate those costs for your organisation that I would be happy to share with you.Depending on your acquisition strategies, use of an outside recruitment company, application process, assessment methodologies, interviewing protocols, reference checking, quality of hire, retention rates etc. will determine just how much TWR can save you on your yearly recruitment costs
- One of the biggest challenges facing SME's, HR Managers and the Recruitment Industry is that a candidate for a job may have all the right words in their resume and seem like a perfect fit during a face to face interview and yet fail to perform up to expectations on the job or fail to integrate well into the culture of the organisation. Then the whole time consuming and costly recruiting process needs to start all over again
- A60% reduction in $$ is based on NOT using an outside recruitment company. A 30% to 40% reduction in $$ can be expected even if you are not using a recruitment company at the present.Based on pre-screening every applicant before even looking at 1 resume.Hire the right person the first time and they will stay much longer. Staff turnover not only triggers the entire recruitment cycle again, it also means a loss of expertise and knowledge and may harm morale.A motivated and committed new Team member is going to learn faster and reach their potential quicker than a person who is a mis-fit or just working for wages.A new staff member should be a welcome addition to the Team not a burden that everyone else has to compensate for. The quicker they become productive the quicker you begin to recoup your investment in hiring and training them.How many times have you found yourself reading resumes or interviewing candidates that are obviously not goingto be a good fit in your organisation? What else could you have been doing with that time?
- Some people still make the decision to hire or promote an individual based on their past experience (aka work skills) their own story of how good they are (aka a resume) and one or more face to face meetings (aka interviewing skills) while completely ignoring the effect the working environmenthas on the productivity of the individual.People fail to perform up to expectations in a particular role - or in many cases just up and leave a job entirely - because of poor fit… either they did not fit the job or the job did not fit them.
- We create the benchmark on your behalf and it only takes between 20 and 30 minutes for your current staff to complete the initial Values and Characteristics survey.This is done via a link embedded in your website or job advert so the candidates think they are dealing directly with you NOT TWR.You can make the initial comparison of up to 60 candidates in less than 30 minutes. The full survey covers much more about how the candidate is actually functioning and also allow us to confirm the validity of the initial V&C results.Not only do you interview just the top 2 or 3 candidates, based on the results of the full survey you will know exactly where to focus your questions.
- This is an actual benchmark profile created by combining the results obtained from surveying three current employees of ‘Company ABC’.
- The benchmark profile is on the left and four candidates profiles are very easily compared to it. The first 2 candidates were recommended for a face to face interview. Candidate 3 was not recommended because the profiles didn’t match and candidate 4 obviously used impression management to try and influence the outcome.(Candidate 4 had three scores of 99, two scores of 97 and a ‘Risk’ score of 85. Therefore it becomes easy to determine that there are other candidates that are more suitable for the role.)
- Show the sample report at this time and indicate that you can go through it in more detail later.
- Of the 67 applicants we were able to eliminate approximately 60% by simply pre-screening them before wasting any time or effort. One of the successful candidates would have not been given the chance for an interview because on paper he was “too old” and another has a name that immediately identifies his ethnic origin and the panel’s own cultural prejudice would have caused them to over look the application. The client also saved many thousands of dollars on reduced travel and accommodation costs for the panel of interviewers and the candidates not to mention the man hours involved that could be more productively used else where.
- The 3 biggest challenges with current ‘personality profiling’ ,employment questionnaires or face-to-face interviews is;They are based on what the candidate chooses to display – much like an actor on a stage – which we call the GBS. The GBS can be controlled or modified at will by the individual to influence a situation.They do NOT take into account the IIS which provides a clear view of each individual’s inner values and characteristics (IIS) where the domain of the real individual lives and is what's really causing them to function the way that they do. The IIS cannot be changed or modified easily by the individual.There is no way to verify the truthfulness of the responses. TWR overcomes all 3 of these hurdles.We use a scientifically valid and proven method to identify individuals who are, or have the potential to become, either 'high risk' or 'high performers'.Much like a thermometer measures the temperature of the air (the environment) - but has no effect on the temperature of the air - The Whitehouse Report measures the effect the environment has on the functioning aspectsof the individual.