Presented by Kevin Wheeler

How 5 Disciplines & Analytics Can Drive Recruiting

Excellence

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New Challenges for Recruiting 2

We have to Deal with Ambiguity

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Solving problems & challenges never faced before. Being asked to find people with skills we’re never heard of, in unrealistic timeframes, in remote places.

…with Complexity

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Learning how to simplify, find the signal in the noise, reduce to everything to a simpler level.

…with new, complicated Interdependencies

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Learning collaboration, forging alliances, nurturing networks. Crowdsourcing. We can’t do it alone anymore

…And we have to be Creative

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“CEOs identify "creativity" as the most important leadership competency for the successful enterprise of the future.” -IBM's Institute for Business Value, May 2010

Thriving means being open to exploring, experimenting, & building diversity

What is Recruiting Excellence?

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Efficient

Effective

Simple

Innovative

Minimum amountofexpense,minimal staff

Fasttimetopresent, highqualityofcandidates

Greatuserinterface,easytoapply, clearstatusupdates

Usestechnology,pioneers toolsthatimproveefficiency

The Model

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PERSONAL MASTERY

MENTALMODELS

TEAMLEARNING

SHAREDVISION

SYSTEMSTHINKING

RECRUITINGEXCELLENCE

ANALYTICS

BasedonPeterSenge’s5Disciplines

Memes, assumptions, beliefs we hold unchallenged without data.

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MENTALMODELS

We need to understand our

Common Models/Assumptions• Interviews are valid and necessary.• Predictive ability of a carefully given & structured interview is barely

above chance. Of a normal interview – flipping a coin might be as good.

• Length of tenure and time to promotion are solid indicators of quality of hire.• Or are they indicators of group think, old boys networks, and sucking

up?• Hiring managers know best what they need.• How can they anticipate broad organizational changes, strategic

shifts, or disruptive technologies? The old is not always what the future needs.

• Fitting the corporate culture leads to better retention.• What about the impact of negative factors in their current workplace,

ranging from subpar people management to poor corporate performance?

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The idea/concept/vision of what a perfect recruiting process would look like that is shared by all team members.

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SHAREDVISION

We need a

1. Postulate:• Shared visions create synergistic thinking and

work. Visions designed and driven by data are most powerful.

2. Postulate:• Virtually no recruiting functions have any solid,

data-driven visions or measureable goals for continuous improvement.

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The ability/agility of a group to learn and share together.

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TEAMLEARNING

We have to foster

Teams vs. Groups

• Most recruiting functions are groups of disconnected individuals, not a team.• Teams have common goals, share rewards, and are dependent

on each other for success.• What are the competencies, traits and behaviors that lead to

success? How are they distributed in the team?

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Teams

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Increasingly communication is across & between online networks of like-minded people as well as face-to-face.

Collaboration & cooperation are how goals are achieved.

Feedback, learning are generative, collective, peer-driven.

The ability/willingness of each person to strive for mastery of their profession.

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PERSONAL MASTERY

We need to focus on

Seek – Sense - Share

• Building networks• Exploring/experimenting• Constantly gaining new knowledge• Adopting new work tools and technologies

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Seeing with a wide-angle lens rather than a telephoto lens. The ability to integrate the critical elements of an organization and to understand how each impacts the other.

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SYSTEMSTHINKING

And most of all, we need

Analytics is the core

• Dispels myths by confirming or refuting them• Provides the backbone for a vision an d accountability• Provides feedback by capturing individual & team performance• Highlights areas for personal improvement• Illustrates how pieces of an organization affect each other

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Technology is altering the roots of recruiting

Who do we want to attract?

Where are they?

How do we attract & engage

Is the person

qualified?

Competency analysis

Assessments

Social media analytics

Sourcing tools

Performance data

Performance data

U.S. & state statisticsInternetJob listings

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THANKS

YOUR THOUGHTS & QUESTIONS

Follow me on Twitter: @kwheeler