There is no doubt predictive analytics can play a big role in helping talent acquisition teams target the best candidates for their organizations. However, without statisticians or business analytics professionals on the team, making sense of all the data can be next to impossible. Learn how recruiting teams can learn more about candidates from the behaviors they display. Gain insight into leading organizations' recruiting processes that enables top talent to find them as opposed to the other way around.

1. Gut Check: Candidate
Behavior Can Predict Quality
of Hire

2. Who is this guy?
● Husband
● Father
● Entrepreneur
● Brazenite
● Penn Stater
● NOVA Local
● Former Millennial Fanboy
@rjhealy
ryan@brazen.com

3. The output of an above average employee is 2X that of a
below average employee
(According to 100 years of research)

4. Today’s hiring processes are terrible predictors of future
employee success.
(According to 85 years of research)

5. Experience
3%

6. Unstructured Interviews
14%

7. Reference Checks
7%

8. The University of Texas Medical
School admits 50 previously
denied students….and

9. So, what are the best ways to predict future success?

10. Cognitive Tests
26%

11. Work Sample Tests
29%

12. Structured Interviews
26%

13. The art of the structured
interview
● One-on-One
● Same questions
● Same order
● Scored immediately
● Compare One answer at a time

14. The performance based
structured interview
● Identify an “Achiever Pattern”
● Understand the “Most Significant
Accomplishment” from each of
their past roles
● Ask the “Problem Solving” question
*Source Lou Adler

15. The Ideal
Candidate
Profile

16. How Did Google Grow?
They hired Rocket Scientists,
Super Bowl Winners and
Olympians.

17. So, go hire some Rocket Scientists, Super Bowl
Winners, and Olympians!

18. Persistence
“I would suggest - and this has been
confirmed by many studies - that
persistence is the single biggest
predictor of future success.”
-Eric Schmidt, Chairman of Alphabet (Google)

19. Don’t give up on your goals or values, but easily
give up on your plans when they are not working.

20. Curiosity
“The combination of persistence and
curiosity is a very good predictor of
employee success in a knowledge
economy.”
-Eric Schmidt, Chairman of Alphabet (Google)

21. The Game Plan
● Cognitive & work sample tests
● Structured interview processes
● Optimized to find persistent
and curious candidates

22. Now that we know how to evaluate candidates,
how can we attract more high-quality talent at the
top of the funnel and evaluate faster?

23. The top of the recruiting funnel has a dominant
effect on your key KPIs
Traffic
Applications
Phone Screens
Interviews
Offers
Time-To-Hire
Cost-Per-Hire
Quality-Of-Hire
Hires

24. Moving job page traffic to applicants has become
increasingly difficult
Traffic
Applications
Phone Screens
Interviews
Offers
Time-To-Hire
Cost-Per-Hire
Quality-Of-Hire
Hires

25. Application conversion rates average 4.2% and
are low in every industry
Mobile
conversions
are tougher
Less than 1%
conversion!
Source: Appcast 2017 Recruitment Media Benchmark Report

26. Candidates who do apply are not qualified
Traffic
Applications
Phone Screens
Interviews
Offers
Time-To-Hire
Cost-Per-Hire
Quality-Of-Hire
Hires

27. 2%
of applicants are brought in for
an interview
*Source: Glassdoor Top HR Statistics

28. Qualified candidates do not
want to apply to your jobs
Barriers to Apply:
➔ Not a good fit
➔ Not enough info on job or company
➔ Poor past experiences
➔ Fear of being rejected
➔ Not mobile optimized
➔ Application form too long
➔ Other

29. An application as the first step
in your recruiting funnel WAS a
great idea
Applications don’t work

30. A conversationas the first step
in your recruiting funnel will
convert more qualified
candidates
Qualified candidates want
conversations

31. A conversationas the first step
in your recruiting funnel allows
you to immediately assess for
persistence and curiosity in a
structured way
Conversations speed up
your process

32. Ditch the application and turn your sourcing
channels into real-time conversations
Career Site
(Jobs)
Email & Text
Leads
External
Job Sites
Direct
Sourcing
Conversations

33. Convert email or text leads
into engaged candidates
Online Events
Convert leads to qualified candidates by
registering for your Online Events

34. <Insert Image Here>
Live Conversations
Lets a qualified candidate chat with a recruiter on demand
Scheduled Conversations
Lets a qualified candidate chat with a recruiter at a later date
Convert more candidates on
your career site

35. Convert more passive
candidates through direct
sourcing
Office Hour Chats
Passive candidates can have a low-barrier
conversation with a recruiter or sourcer on their
time

36. Convert new candidates
from top job sites
Programmatic Job Advertising
Find the best candidates from 2 Billion monthly searches
across the web and converts them into conversations with
your team

37. <Insert Image>
Ericsson
Converted 21% of Engineering
candidates to conversations and
moved 47% of conversations to
the interview stage.
“3 hours of work to net the amount of qualified, interested
candidates that would typically take a week to get through
isn’t bad at all!”

38. KPMG
Hired hundreds of experienced
financial and accounting
candidates at a cost-per-hire of
less than $800. Report that
quality of hire is consistently
above average.

39. Homeadvisor
Moved 40% of conversations
with sales candidates to the
next step of the hiring process

40. Tucson Medical Center
Hired 15% of conversations
with Registered Nurses since
April 2017

41. The New Game Plan
● Start with a conversation to
increase conversion and speed
● Keep all your conversations and
interviews structured
● Optimize to find persistent and
curious candidates
● Don’t forget cognitive & work
sample tests
● Have fun!

42. Thank You
ryan@brazen.com