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[STRATEGIC]
TALENT ACQUISITION
TIED TO YOUR BOTTOM LINE
Candidates RIGHT for the JOB
and RIGHT for your BUSINESS

1

© Development Dimensions International, Inc., MMXIII. All rights reserved.
How do you identify and
engage candidates who’ll

continue

to augment your business?

2

© Development Dimensions International, Inc., MMXIII. All rights reserved.
Think Beyond the Job—

THINK STRATEGICALLY

3

© Development Dimensions International, Inc., MMXIII. All rights reserved.
To create a new, more
strategic paradigm,
you’ll need employees
who can:
• Fill broader capability gaps
• Get up-to-speed quicker
• Learn, develop, and advance
faster
• Fit within your company
culture
4

© Development Dimensions International, Inc., MMXIII. All rights reserved.
To Find and Retain These Employees,
Get More Strategic with Your:
•
•
•
•

Competency Management
Pre-employment Testing
Interviewing
Onboarding

5

© Development Dimensions International, Inc., MMXIII. All rights reserved.
#1
[Strategic]
Competency
Management
6

© Development Dimensions International, Inc., MMXIII. All rights reserved.
#1

[Strategic] Competency Management

Know what is needed
to succeed
• Define ideal candidates with the future in mind.
• Look beyond technical skills and knowledge;
define a set of competencies that
complement and drive your company’s
unique cultural values.
• Ensure a legally defensible selection system
right from the start.
7

© Development Dimensions International, Inc., MMXIII. All rights reserved.
#2
[Strategic]
Pre-employment
Testing
8

© Development Dimensions International, Inc., MMXIII. All rights reserved.
#2

[Strategic] Pre-employment Testing

Put candidates to
the TEST…
• Administer a series of tests for an
accurate prediction of behavior and
non-technical competencies.
• Improve efficiency with high-volume
screening.
• Target organizational fit.
9

© Development Dimensions International, Inc., MMXIII. All rights reserved.
#3
[Strategic]
Interviewing

10

© Development Dimensions International, Inc., MMXIII. All rights reserved.
#3

[Strategic] Interviewing

Take the

GUESSWORK OUT

56%

of managers
FOLLOW THEIR GUT

•

Make hiring decisions based on
relevant job criteria, not instinct.

BUT…

•

Structure interviews for competencybased data collection.

•

Patrol websites such as
Glassdoor.com to learn what
candidates and employees are
saying about your interview process.

50%

of hiring decisions
DON’T WORK OUT!
11

© Development Dimensions International, Inc., MMXIII. All rights reserved.
#4
[Strategic]
Onboarding

12

© Development Dimensions International, Inc., MMXIII. All rights reserved.
#4

[Strategic] Onboarding

One-size-fits-all Training

24%

of hiring managers
USE HIRING
PROCESS DATA
to inform new hires’
development

13

Won’t Fit or Stick
•

Personalize each development plan
to align with employees’ career and
succession planning.

•

Equip managers with the coaching
skills needed to guide employees’
smooth and successful transitions.

© Development Dimensions International, Inc., MMXIII. All rights reserved.
LET’S RECAP!

14

© Development Dimensions International, Inc., MMXIII. All rights reserved.
You can

find and retain
employees by:

• Defining the candidate for the FUTURE of your business.
• Choosing assessments that accurately PREDICT behavior.

• Trusting your instincts, but decide with DATA.
• PERSONALIZING onboarding for maximum engagement,
abbreviated ramp-up, and accelerated productivity.

15

© Development Dimensions International, Inc., MMXIII. All rights reserved.
KEEP IN MIND…
Best-in-class talent acquisition separates the
well-performing from the best-performing companies.
Talent acquisition functions—especially recruiting—
drive revenue growth and contribute more to ROI.
Fortune’s 100 Best Companies to Work For
outperformed the S&P 500 8 out of 10 Years

Sources: 2012 BCG/WFPMA proprietary Web survey and analysis.

16

© Development Dimensions International, Inc., MMXIII. All rights reserved.

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Strategic Talent Acquisition Tied to Your Bottom Line

  • 1. [STRATEGIC] TALENT ACQUISITION TIED TO YOUR BOTTOM LINE Candidates RIGHT for the JOB and RIGHT for your BUSINESS 1 © Development Dimensions International, Inc., MMXIII. All rights reserved.
  • 2. How do you identify and engage candidates who’ll continue to augment your business? 2 © Development Dimensions International, Inc., MMXIII. All rights reserved.
  • 3. Think Beyond the Job— THINK STRATEGICALLY 3 © Development Dimensions International, Inc., MMXIII. All rights reserved.
  • 4. To create a new, more strategic paradigm, you’ll need employees who can: • Fill broader capability gaps • Get up-to-speed quicker • Learn, develop, and advance faster • Fit within your company culture 4 © Development Dimensions International, Inc., MMXIII. All rights reserved.
  • 5. To Find and Retain These Employees, Get More Strategic with Your: • • • • Competency Management Pre-employment Testing Interviewing Onboarding 5 © Development Dimensions International, Inc., MMXIII. All rights reserved.
  • 6. #1 [Strategic] Competency Management 6 © Development Dimensions International, Inc., MMXIII. All rights reserved.
  • 7. #1 [Strategic] Competency Management Know what is needed to succeed • Define ideal candidates with the future in mind. • Look beyond technical skills and knowledge; define a set of competencies that complement and drive your company’s unique cultural values. • Ensure a legally defensible selection system right from the start. 7 © Development Dimensions International, Inc., MMXIII. All rights reserved.
  • 8. #2 [Strategic] Pre-employment Testing 8 © Development Dimensions International, Inc., MMXIII. All rights reserved.
  • 9. #2 [Strategic] Pre-employment Testing Put candidates to the TEST… • Administer a series of tests for an accurate prediction of behavior and non-technical competencies. • Improve efficiency with high-volume screening. • Target organizational fit. 9 © Development Dimensions International, Inc., MMXIII. All rights reserved.
  • 10. #3 [Strategic] Interviewing 10 © Development Dimensions International, Inc., MMXIII. All rights reserved.
  • 11. #3 [Strategic] Interviewing Take the GUESSWORK OUT 56% of managers FOLLOW THEIR GUT • Make hiring decisions based on relevant job criteria, not instinct. BUT… • Structure interviews for competencybased data collection. • Patrol websites such as Glassdoor.com to learn what candidates and employees are saying about your interview process. 50% of hiring decisions DON’T WORK OUT! 11 © Development Dimensions International, Inc., MMXIII. All rights reserved.
  • 12. #4 [Strategic] Onboarding 12 © Development Dimensions International, Inc., MMXIII. All rights reserved.
  • 13. #4 [Strategic] Onboarding One-size-fits-all Training 24% of hiring managers USE HIRING PROCESS DATA to inform new hires’ development 13 Won’t Fit or Stick • Personalize each development plan to align with employees’ career and succession planning. • Equip managers with the coaching skills needed to guide employees’ smooth and successful transitions. © Development Dimensions International, Inc., MMXIII. All rights reserved.
  • 14. LET’S RECAP! 14 © Development Dimensions International, Inc., MMXIII. All rights reserved.
  • 15. You can find and retain employees by: • Defining the candidate for the FUTURE of your business. • Choosing assessments that accurately PREDICT behavior. • Trusting your instincts, but decide with DATA. • PERSONALIZING onboarding for maximum engagement, abbreviated ramp-up, and accelerated productivity. 15 © Development Dimensions International, Inc., MMXIII. All rights reserved.
  • 16. KEEP IN MIND… Best-in-class talent acquisition separates the well-performing from the best-performing companies. Talent acquisition functions—especially recruiting— drive revenue growth and contribute more to ROI. Fortune’s 100 Best Companies to Work For outperformed the S&P 500 8 out of 10 Years Sources: 2012 BCG/WFPMA proprietary Web survey and analysis. 16 © Development Dimensions International, Inc., MMXIII. All rights reserved.