Why personality matters

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Roderick Wright
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1 Why personality matters In graduate recruitment 15 March 2017

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 2017 Korn Ferry. All rights reserved 5

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

7 Graduate assessment methods Phase 1 Phase 2 Phase 3 Phase 4 Administration Screening Administration Screening GPA Sertification Etc Psychology Test Psychometric tools Personality Test Assessment Centre/ Presentation Business case presentation Assessment centre using multiple tools such as in basket, group discussion, etc Medical Test & Interview Interview with user/ management Medical test *Common recruitment process in Indonesia, from various industry

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

9 1. Rise of the Gig Economy, or Me Inc. 2. Programming the Robot: The Changing Roles of the Vital Many 3. Pack your Bags: The Vagabond HQ and Employee 4. Trusted Advisor: How Big Data is Changing the Role of the Recruiter 5. One Platform = True Intelligence 6. Seeing into the Future: Data that Matters Long After Hire 7. Big Data, Big Brother: Keeping Information Safe 8. Culture is the Key to Retaining Employees and Enhancing Business Performance 9. Swipe Left/Swipe Right: Social Media and Recruiting 10. Embrace Diversity to Plug Skills Gap Korn Ferry talent trend predictions for 2017

10 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 10

11 Findings from our study in Indonesia Competency required in facing ASEAN Economic Community Critical Thinking Creativity Communication Skills Problem Solving 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: McKinsey study in ASEAN Economic Communitys 2017 Korn Ferry. All rights reserved 11

Why the need for personality assessments? Personality assessments Assess behavioural style and preferences, i.e. how an individual typically thinks, feels and behaves.

12 Why the need for personality assessments? Personality assessments 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 12

14 The value of doing it right Source: 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 2017 Korn Ferry. All rights reserved 14

15 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. 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 Source: Aberdeen Group, Korn Ferry. All rights reserved 15

17 Management Trainee selection process One of the biggest Islamic banks in Indonesia Before Paper and pencil academic testing and psychology test The results Faster analysis Investment of time and costs New experiences 2016 Korn Ferry. All rights reserved 17

Management Trainee selection process One of the biggest distributor companies Administration test Before Using psychometric for recruitment process Assess

18 Management Trainee selection process One of the biggest distributor companies Administration test Before Using psychometric for recruitment process Assess hundreds participants in a year The results Effective More attractive to millennials Presentation + Interview + Medical Test 2016 Korn Ferry. All rights reserved 18

A tailored approach to assessing personality fit Mapping traits to the clients Competency Framework Map client competencies to personality and

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 competencies and organisational values 2016 Korn Ferry. All rights reserved 19

20 The 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 Establishes a personalised candidate experience Tell me about a time when you have been required to adapt to a sudden and unanticipated change Tell me about a time when you have had to act with minimal planning. How did this impact your work? 2017 Korn Ferry. All rights reserved 20

Assessment debrief Tailored and meaningful feedback Delivered by a qualified Organisational Psychologist Supports hiring manager decision making Kick-starts the

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 2017 Korn Ferry. All rights reserved 21

Easy as 1-2-3-(4-5) 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 Situation: Has the

22 Easy as (4-5) 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 Situation: Has the candidate provided the background or context? Task: Has the candidate explained the task or challenge they were faced with? Action: Are you clear what action the candidate took? Make sure you understand specifically what the candidate did, rather than what others did, or the wider team. Keep asking: What was the candidate s role? What did they do? Results: Has the candidate told you the outcome or results? What reflections do they have about it? 2017 Korn Ferry. All rights reserved 22

25 Q&A

26 Thank you

Why personality matters

Why personality matters In graduate recruitment 1 st December, 2016 Your presenters Maryke Severa Senior Assessment Consultant Matt Chaplin Client Partner, Products 2016 Korn Ferry. All rights reserved