Korn Ferry · NYSE:KFY
Korn Ferry — Graduate assessment webinar (March 2016)
34 slides from Korn Ferry's conference presentation, Mar 3, 2016
Slide 1: How to Build a Winning Graduate Assessment Process
HOW TO BUILD A WINNING GRADUATE ASSESSMENT PROCESS 3 MARCH, 2016
Slide 2: Your Presenters
YOUR PRESENTERS Matt Chaplin Phil Harrington Paula Gepp Head of Business Development, Assessment Consultant, Director, Fusion Graduate © 2015 Hay Group. All rights reserved Korn Ferry Hay Group Korn Ferry Hay Group Consultancy 2
Slide 3: Today's Takeaways
TODAY’S TAKEAWAYS 1. What behaviours are needed in today’s workplace and how to identify them 2. How to best measure graduate potential using the latest assessment methodologies 3. Linking this to on-boarding and development © 2015 Hay Group. All rights reserved 3
Slide 4: © 2015 Hay Group. All rights reserved
© 2015 Hay Group. All rights reserved 4
Slide 5: Poll: Why Do You Hire Graduates?
POLL: WHY DO YOU HIRE GRADUATES? People who can solve today’s problems OR People who have the potential to be the senior leaders of the future (who can lead the resolution of future problems) © 2015 Hay Group. All rights reserved 5
Slide 6: Leadership 2030: The Altro-Centric Leader
LEADERSHIP 2030: THE ALTRO-CENTRIC LEADER The future will call for leaders It calls for leaders whose who choose not to see primary focus is a concern themselves as heroes, as for others rather than headlines and who do not put themselves their egos first. © 2015 Hay Group. All rights reserved 6
Slide 7: Competencies of the Altro-Centric Leader
COMPETENCIES OF THE ALTRO-CENTRIC LEADER 1. Inner strengths 5. Execution • Ego-maturity • Bounded autonomy • Intellectual curiosity • Senior team & emotional leadership openness • Empathy 4. Stakeholder 2. Values interaction • Ethical standards • Meaning-making • Concern for • Cross-boundary diversi
Slide 8: The State of Talent Assessment in Australia and NZ
THE STATE OF TALENT ASSESSMENT IN AUSTRALIA AND NZ 60% 45% 43% Of HR respondents believe Of HR respondents believe Of HR respondents believe they make good hiring they use best practice in they regularly adapt hiring decisions. making hiring decisions. processes to meet new requirements. © 2015 Hay
Slide 9: Talent Trends 2016
TALENT TRENDS 2016 Candidates are in the driver’s seat Investment hiring to edge out competition Smart data to source and develop talent Streamlined HR technologies enabling centralized global recruitment Candidate Concierge Experience Talent from within will be realized as a true asset Graduate rec
Slide 10: What Do Graduates Want?
WHAT DO GRADUATES WANT? Personal Well-being Security Growth Autonomy Service Supporting © 2015 Hay Group. All rights reserved Source: Hay Group, Future of Young Hires, 2016 10
Slide 11: What Selection Methods Are Being Used
WHAT SELECTION METHODS ARE BEING USED 73% of respondents said that they use cognitive/aptitude testing as part of the selection and recruitment process 42% of respondents use personality testing as part of the selection and recruitment process © 2015 Hay Group. All rights reserved Source: 2016 AAGE
Slide 12: Why Assessment at All?
© 2015 Hay Group. All rights reserved WHY ASSESSMENT AT ALL? 12
Slide 13: We Have the Potential!
WE HAVE THE POTENTIAL! On average, Australian graduates obtain higher scores than the general graduate population on verbal, numerical and logical reasoning. 60.00 58.00 56.00 54.00 52.00 50.00 Graduates Overall Graduate Population 48.00 46.00 © 2015 Hay Group. All rights reserved 44.00 42.00 40.00
Slide 14: What About Personality?
WHAT ABOUT PERSONALITY? Australian graduates tend to be more; Conscientious, Consultative, Methodical, Relaxed and Supportive But far less; Creative, Decisive and Action-oriented, and Influential 8.00 7.00 Average Sten Score 6.00 5.00 4.00 3.00 Graduates 2.00 General Population © 2015 Hay Group.
Slide 15: Gender Differences
GENDER DIFFERENCES On average, females score higher on: Communicative, Conscientious, Consultative, Flexible, Resilient, Socially Confident, and Supportive On average, males score higher on: Achievement oriented, Analytical, Conceptual, Creative, Decisive and Action-oriented, Influencing, Method
Slide 16: The Business Case for Psychometrics
THE BUSINESS CASE FOR PSYCHOMETRICS Prediction of performance (%) Low High High cost effectiveness References Ability tests Personality questionnaire Unstructured interview Cost Competency based interview © 2015 Hay Group. All rights reserved Low cost effectiveness Assessment centres Based on Schmid
Slide 17: Poll: Are You Using the Right Selection Methods?
FULL PAGE PIC WITH CAPTION POLL: Do you feel that you are using the right selection methods to select graduates for your organisation? © 2015 Hay Group. All rights reserved Caption: Document Name, Author Name, Month 2014 17
Slide 18: Common Questions
COMMON QUESTIONS What recruitment activities and assessments should be included? Where in the process should each activity take place? How should the results of each activity be used to ensure best practice and ROI? © 2015 Hay Group. All rights reserved 18
Slide 19: Where Do You Start?
FULL PAGE PIC WITH CAPTION WHERE DO YOU START? 1. Understand Success- what does success looks like for your organisation? 2. Build a Success Profile– a profile of the candidate most likely to succeed in your organisation 3. Design the process – which assessment activities (recruitment stages) will h
Slide 20: Typical Graduate Assessment Process
TYPICAL GRADUATE ASSESSMENT PROCESS 1. Online application screening – Via your applicant tracking system 2. Cognitive abilities assessments – Elements ability assessments 3. Telephone/Video interview – Confirm suitability and motivation 4. Personality assessment – Dimensions personality assessment 5
Slide 21: Making It a Positive Experience
MAKING IT A POSITIVE EXPERIENCE Practice questions, general information on psychometric assessments Dedicated candidate microsite: www.trytalentq.com Local helpdesk No plugins or software required, works off all popular web browsers, including mobile and tablet devices Promoting fair asses
Slide 22: Can You Get Value Out of This Investment?
CAN YOU GET VALUE OUT OF THIS INVESTMENT? ROI of recruitment process – Over 80% of managers rated graduate performance as meeting to exceeding expectations – 4% reduction in grievances lodged – 9% improvement in retention of graduates after 1 year – 11% reduction in hours spent supporting graduate
Slide 23: Adaptive Ability Testing - How It Works
ADAPTIVE ABILITY TESTING - HOW IT WORKS Faster More accurate This route would achieve More secure an overall higher score P O P P O P O Level of difficulty This route O would achieve an overall © 2015 Hay Group. All rights reserved lower score 23
Slide 24: Making Personality Assessment Practical
MAKING PERSONALITY ASSESSMENT PRACTICAL Dimensions is a modern personality assessment system Measures 15 key personality traits important at work Multiple reporting outputs for various talent management applications Less than 25 minutes to complete Powerful role profiling system to better in
Slide 25: Role Profiling Using Dimensions
ROLE PROFILING USING DIMENSIONS In-built role-profile wizard Trained users can quickly and easily create bespoke profiles to determine fit Candidate profiles compared with role profile to show likely fit, with free custom interview guide to accompany the role match profile Most suitable for; Grad
Slide 26: So You've Made Your Hire, What Now?
SO YOU’VE MADE YOUR HIRE, WHAT NOW? Put your data to work Save time and save money Align with your L&D/OD team and share data Appropriate for high potential programs © 2015 Hay Group. All rights reserved 26
Slide 27: Graduates Expect On-Going Development
GRADUATES EXPECT ON-GOING DEVELOPMENT Perfect for Team Development - Allows you to view reports for a range of individuals collectively © 2015 Hay Group. All rights reserved Designed for coaching 27
Slide 28: Assessing for Drives and Motivation
ASSESSING FOR DRIVES AND MOTIVATION © 2015 Hay Group. All rights reserved 28
Slide 29: Our Tips for a Winning Graduate Assessment Process
OUR TIPS FOR A WINNING GRADUATE ASSESSMENT PROCESS 1 2 3 Be clear on why you’re hiring Align your graduate program with your Use valid, objective tools that provide © 2015 Hay Group. All rights reserved graduates and what organisation and robust data and you’re looking for. talent strategy. insights
Slide 30: Q&A: Please Type Your Questions into the Chat Box
Q&A: PLEASE TYPE YOUR QUESTIONS INTO THE CHAT BOX © 2015 Hay Group. All rights reserved 30
Slide 31: Offer for Attending This Webinar
OFFER FOR ATTENDING THIS WEBINAR Simple pricing structure (AUD) 1 unit = $20 (normally $25) Elements ability assessments = 1 unit per test (verbal, numerical and logical = 3 units) Dimensions personality questionnaire = 2 units per person – Includes 1 of 2 ‘report bundles’ Free Role Profile
Slide 32: Offer for Attending This Webinar
OFFER FOR ATTENDING THIS WEBINAR Example You’re hiring 10 graduates 500 candidates to assess using verbal and numerical ability – 500 x 2 units (1 each for verbal and numerical ability) – = 1,000 units 40 candidates to assess using personality questionnaire prior to assessment centre – 40 x 2
Slide 33: Provide Feedback
PROVIDE FEEDBACK Did you enjoy this webinar? Let us know here: https://www.surveymonkey.com/r/GraduateWebinarMarch2016 © 2015 Hay Group. All rights reserved 33
Slide 34: Thank you
Thank you © 2015 Hay Group. All rights reserved © Korn Ferry 2016. ALL RIGHTS RESERVED.
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