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How to make a compelling financial case for turning B and C-level staffing into an A-level Staffing Value Chain PowerPoint Presentation
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How to make a compelling financial case for turning B and C-level staffing into an A-level Staffing Value Chain - PowerPoint PPT Presentation


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What B and C-Level Staffing Practices look like The Key Factors that drive Talent Curve shape Translating the Talent Curve into the Bottom Line . How to make a compelling financial case for turning B and C-level staffing into an A-level Staffing Value Chain.

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How to make a compelling financial case for turning B and C-level staffing into an A-level Staffing Value Chain


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    Presentation Transcript
    1. What B and C-Level Staffing Practices look like The Key Factors that drive Talent Curve shape Translating the Talent Curve into the Bottom Line How to make a compelling financial case for turning B and C-level staffing into an A-level Staffing Value Chain The Financial Ca$e for Best Practice Staffing Our Theme: Quantify the Opportunity

    2. What B and C-level Staffing looks like Recruiters not sure where to source the best people Resume sorts and telephone screens soak up hundreds of line and staff hours. Hiring Managers use favorite questions in ‘Gut Check’ interviews, ignoring what they learned in interview training Candidates fill out dozens of items that tap general personality traits weakly (or not) linked to performance

    3. What B and C-level Staffing delivers Too few candidates, OR too much money spent on low yield sources. High % of false negative and false positive decisions on who to invite and hire (not to mention the high labor cost). Candidates gain a poor first impression of the company leading to offer rejection. It takes over 30 (and even 60-90 in some cases) days to fill jobs

    4. Why executives tolerate B and C-level Staffing deliverables They are not given a clear picture of what it costs (both outlay and opportunity costs) to acquire “their most important assets” with B and C-level staffing methods. Analyzing the Staffing Value Chain via Talent Curve Analysis delivers the numbers executives need to make the right investments in staffing.

    5. Talent Curve Analysis of the Staffing Value Chain • Talent is distributed normally among candidates, who vary in the dollar value of their future job performance. • Funnel Power and Decision Accuracy determine the shape of your Talent Curve. • Funnel Power is the number of candidates per decision point at each step in the staffing process. You input the funnel shape. • Decision Accuracy is fixed by published research. • The Talent Curve Simulator generates 1000 sample hires to reveal the shape of the Talent Curves for your current and for Best Practice staffing methods.

    6. What we know about Decision Accuracy from applied research .00 - .05 Graphology, Numerology, Astrology .05 - .15 Resume Ratings .15 - .20 Unstructured 1-on-1 interviews .20 - .24 Traditional reference checks .30 - .35 Panel Interviews .35 - .40 Validated Personality Tests .50 - .55 Cognitive Ability Tests .50 - .55 Structured Behavior-based Interviews .60 - .65 Ability Test plus Structured Interview .65 - .70 Ability Test plus Work Simulation

    7. The Personal Value Simulator reveals how Decision Accuracy impacts hiring value • Simulates the annual performance value of 100 candidates. • Click through 10-50 hires, one at a time, to witness the impact of Decision Accuracy on new hire performance. • Shows which candidates get picked by the traditional vs. Best Practice staffing methods you select. • Free from PAN and BDT

    8. The Talent Curve Simulator compares current and Best Practice Staffing Value Chains • Define the staffing context (the jobs, the number of hires, and average tenure). • Define up to six decision points for the Best Practice and Current Practice you want to compare. • Simulates the 100,000 candidates sometimes needed to make 1000 hires. • Displays the shape of the Talent Curve at each point.

    9. The Talent Curve Simulator translates Talent Curve shapes into Bottom Line Impacts • Talent Curve shape defined as % of Stars, Achievers, Keepers, Problems, and Mistakes at each decision point. • Utility analysis transforms the curves into average increase in performance value, compared to random hiring– per hire and total.

    10. The Confidence to Act Download the FREE white paper (Beyond Staffing ROI: Talent Curve Analysis and the Bottom Line) Download the FREE Personal Value Simulator and check out the power of Best Practice staffing methods. Individualized financial and staffing system design consulting available from BDT (in conjunction with HRSmart solution deployments). Purchase the Talent Curve Simulator and produce Talent Curve charts and bottom line forecasts that convince your executive to make the right staffing investments. Satisfaction Guaranteed or money refunded.