Why personality matters

Transcription

1 Why personality matters In graduate recruitment 1 st December, 2016

2 Your presenters Maryke Severa Senior Assessment Consultant Matt Chaplin Client Partner, Products 2016 Korn Ferry. All rights reserved 2

3 Welcome to the new Korn Ferry 2016 Korn Ferry. All rights reserved 3

4 A total approach to talent 2016 Korn Ferry. All rights reserved 4

5 1. The value that personality data brings to the selection process 2. How to articulate the value and the ROI of personality assessments to stakeholders to win their support 3. How to link assessment in selection with graduate development 2016 Korn Ferry. All rights reserved 5

6 Poll: Do you currently use personality assessment in graduate recruitment?

7 Graduate assessment methods (AAGE Employer Survey, 2015) Selection & Recruitment Techniques 100% 90% 80% 70% 60% 50% 40% 30% 20% 10% 0% 88% Behavioural Interview 79% 76% 68% 51% Panel Interview Aptitiude Testing References Personality Questionnaires 2016 Korn Ferry. All rights reserved 7

8 Poll: How effective do you feel personality assessment data is used in your organisation?

9 Talent trends for Korn Ferry. All rights reserved 9

10 The building tension Business performance & Results Succession planning Innovation Health & Wellbeing Diversity 37% of graduates leave within 5 years 50% say its because they don t fit in 52% of graduates struggle to build relationships at work 42% find it difficult to deal with stress 49% say that senior leaders rarely listen to their ideas 2016 Korn Ferry. All rights reserved 10

11 Our Early Talent study revealed: Graduates today have excellent technical skills but lack the necessary emotional and social skills. 73% 76% 85% of business leaders believe that less than 25% of their graduates have the soft skills they need. of business leaders believe that graduates are not prepared for the working world. of business leaders believe that graduates who don t develop people skills create toxic environment Korn Ferry. All rights reserved 11

12 New study by the Foundation for Young Australians Increase in market demand between : 158% 65% Critical thinking Creativity Study concluded: For young people to engage with a complex world of work they need to develop soft skills. Soft skills are a powerful predictor of long-term job success. Source: Korn Ferry. All rights reserved 12

13 Why use personality assessments Personality assessment: Assess behavioural style and preferences, i.e. how an individual typically thinks, feels and behaves. Are an effective predictor of performance at work. Personality drives performance Personality influences the way people behave, which in turn impacts their performance and success in the role Korn Ferry. All rights reserved 13

14 The cost of getting it wrong 2016 Korn Ferry. All rights reserved 14

15 Cost The value of doing it right High cost effectiveness Low Prediction of performance (%) References Unstructured interview High Ability tests Personality questionnaire Competency based interview Low cost effectiveness Assessment centres Based on Schmidt & Hunter (2006) meta-analytic review of validation studies and Talent Q (2008) analysis of average direct and indirect costs of assessment for UK organisations 2016 Korn Ferry. All rights reserved 15

16 The value of personality Best in class companies 2x as likely to provide hiring managers with insights into whether graduates are good cultural fit for jobs or not. (Aberdeen Group, 2015) Challenge 20-60% turnover in year 1 40% turnover in year 2 Solution Understand what success looks like Understand the traits and characteristics of success Use data-driven insights to predict performance Result Decreased turnover by 30% Reduced team turnover under graduate managers Reduced recruitment costs (time and $) Global Supermarket Graduate Program 2016 Korn Ferry. All rights reserved 16

17 Case study 2016 Korn Ferry. All rights reserved 17

18 Graduate selection process Current project with a large property development organisation Integrated into selection process following video interview stage Utilised personality and ability assessments to support decision making 2016 Korn Ferry. All rights reserved 18

19 A tailored approach to assessing personality fit Mapping Traits to the clients Competency Framework Map client competencies to personality and abilities assessments Use candidate results to determine fit against the required graduate competencies and organisational values 2016 Korn Ferry. All rights reserved 19

20 The Graduate interview Digging deeper into individual results Tailored interview questions allow the client to probe into red-flag areas Creates a more robust interview process and meaningful questioning for candidates Tell me about a time when you have been required to adapt to a sudden and unanticipated change Establishes a personalised candidate experience Tell me about a time when you have had to act with minimal planning. How did this impact your work? 2016 Korn Ferry. All rights reserved 20

21 Assessment debrief Tailored and meaningful feedback Delivered by a qualified Organisational Psychologist Supports hiring manager decision making Kick-starts the professional development of successful graduate applicants Establishes targeted areas for development to guide the program for the longer term 2016 Korn Ferry. All rights reserved 21

22 Easy as (4-5) Page 3 Step 1: Think about the role you are recruiting for Step 2: Ask questions around these competencies Step 3: STAR model Step 4: Take notes Step 5: Rate candidate Page Korn Ferry. All rights reserved 22

23 The Talent Q assessment suite 2016 Korn Ferry. All rights reserved 23

24 Manager-friendly reports 2016 Korn Ferry. All rights reserved 24

25 Q&A

26 Thank you