Effective Selection that Effective Selection that Impacts the Impacts the Bottom LineBottom Line

Angus Macalister (Partner)Angus Macalister (Partner)

““One in three One in three hiring decisions is hiring decisions is

wrong”wrong”The Australian Financial ReviewThe Australian Financial Review

VisionVisionWhatsWhats

Business StrategyBusiness Strategy

Critical Success Critical Success FactorsFactors

ProcessesProcesses

HowsHows

Cultural StrategyCultural Strategy

ValuesValues

SystemsSystems

CoreCoreCompetenciesCompetencies

Human Resource ConnectionsHuman Resource Connections

Organisational Organisational Structure/Structure/

Job DesignJob Design

Sourcing Sourcing andand

SelectionSelection

Performance Performance ManagementManagement

RemunerationRemunerationDevelopingDevelopingTalentTalent

Core and Job/Role Specific CompetenciesCore and Job/Role Specific Competencies

defines defines competencies as:competencies as:

Clusters of behaviour, Clusters of behaviour,

motivation or knowledge motivation or knowledge

related to success or failure related to success or failure

in a target job/rolein a target job/role

Job Performance =

KnowledgeKnowledge BehaviourBehaviour MotivationMotivation++ ++

Actual Job Performance isActual Job Performance is

Competencies as Competencies as

TargetsTargets

A Common A Common

Language?Language?

Competency StructureCompetency Structure

• NameName

• DefinitionDefinition

• Key actionsKey actions

Competency ExampleCompetency Example

AdaptabilityAdaptability - Maintaining effectiveness in - Maintaining effectiveness in varying environments and with different varying environments and with different tasks, responsibilities and people.tasks, responsibilities and people.

Key Actions, egKey Actions, eg•Adjusts approach to match varied task requirementsAdjusts approach to match varied task requirements•Adjusts behaviour to style of othersAdjusts behaviour to style of others•Adjusts quickly to new responsibilities and tasksAdjusts quickly to new responsibilities and tasks

Assessment for Assessment for SelectionSelection

PersonPerson JobJobKnowledgeKnowledge

& & BehaviourBehaviour

Required Required Knowledge & Knowledge &

BehaviourBehaviour

MotivationalMotivationalNeedsNeeds

Motivational FacetsMotivational FacetsOfferedOffered

PerformancePerformance

ProductivityProductivity &&

TenureTenure

SatisfactionSatisfaction

What CompetenciesWhat CompetenciesDo I Use?Do I Use?

Linked to business strategyLinked to business strategy

Critical to successCritical to success

Difficult to trainDifficult to train

Clear definitionClear definition

Why Use Why Use Competencies?Competencies?

• Maintain focus on key Maintain focus on key criteria for successcriteria for success

• Same criteria for all Same criteria for all applicantsapplicants

• Legally defensibleLegally defensible

• Prevents quick decisions Prevents quick decisions based on partial databased on partial data

Selection/Assessment MethodsSelection/Assessment Methods

MethodMethod EffectivenessEffectivenessJob Simulations Very Good

Assessment Centres Good

Ability Tests OK

Interviews Poor to good depending

on the type of interview

Personality Assessment Poor to moderate

References Poor

Domino’s Nil

Handwriting NilSource: Arnold, Robertson & CooperSource: Arnold, Robertson & Cooper

Which Means Which Means YOURYOURRecruitment Should Include:Recruitment Should Include:

Behavioural InterviewsBehavioural Interviews

Ability/Motivation TestsAbility/Motivation Tests

Job SimulationsJob Simulations

Motivational FitMotivational Fit

A Good Fit =A Good Fit =Increased Job SatisfactionIncreased Job Satisfaction

Decreased TurnoverDecreased Turnover

ApplicantsApplicants

Resume screenResume screen

Telephone InterviewTelephone Interview

Ability TestAbility Test

Face to Face InterviewFace to Face Interview

Job SimulationsJob Simulations

Reference CheckReference CheckOfferOffer

Selection FunnelSelection Funnel

Competency Coverage Competency Coverage

GridGridDimensionsDimensions Resume Resume

ScreenScreen TestsTests Phone Phone ScreenScreen InterviewInterview

Job Job SimulationSimulation

ss

Reference Reference CheckCheck

Customer Customer FocusFocus XX XX XX

InnovationInnovation XX XX

Ability to Ability to LearnLearn XX

Professional Professional KnowledgeKnowledge XX XX XX

Motivational Motivational FitFit XX XX

Your Selection SystemYour Selection System EfficientEfficient

Accurate Accurate

FairFair

Buy-inBuy-in

Positive impressionPositive impression

Individual

Manager Organisation Customer

Who Benefits From Effective Selection

Business/ Bottom Line Business/ Bottom Line ImpactImpact

Minimised start-up timeMinimised start-up time Stops union challengesStops union challenges

Clients say:-Clients say:-

““Halved cost of Halved cost of recruitment”recruitment” ““Best people we have Best people we have ever had”ever had”

SummarySummary Link to business strategy?Link to business strategy? Critical competencies?Critical competencies? Accurate?Accurate? Efficient? Efficient? Clear decision points?Clear decision points? Do others understand it?Do others understand it? Legally defensible?Legally defensible?

Integrated Human Integrated Human Capital SystemsCapital Systems

CompetenciesCompetencies

Caree

r Pla

nning

Training Compen

satio

n

Performance

Management

Selection and

Promotion

Total

Quality

Strateg

icP

lann

ing

Su

ccessio

nP

lann

ing

JML Australia Assists JML Australia Assists Individuals & Individuals & Organisations Organisations Achieve Great Achieve Great

SuccessSuccess