Optimizing Talent Placement for Business Success

1. [Candidate Selection to Right Seat Placement] [Krisi Barker] [Capstone Presentation]

2. “Business success is measured in talent – the right talent for the right job.” – Jim Collins “Get the people on the bus, the wrong people off the bus, and the right people in the right seats.” – Jim Collins

3. So Many Choices… • Today we are in an employers market • Employers are overwhelmed with resumes • Employers are turning to various screening methods http://www.youtube.com/watch?v=qCf-uDYjh6k

4. Personality Testing… • What is personality? • Define From 2 Perspectives • First – Inside or Identity/Values • Second – Outside or Reputation • What are personality tests? • Depends on the questions being asked • Measuring fit to the organization • Questions on inside identity • Measuring job performance • Questions on reputation and past performance

5. History of Personality Testing… • World War I & II • Germans lost the war • Better officer candidates • America followed • Mental Hospital in Minnesota • Developed a physiological test to diagnose mental patients • Companies hired physiologists for help in hiring process • Jung’s Theory • Type indicator was basis for most personality testing • Myers- Briggs • World War II changed the workforce • Pioneered assessments for hiring women

6. Personality Tools Available… Keirsy Temperament Sorter Myers-Briggs Behavioral Styles DISC

7. Understanding Communication Styles… • Can you guess what the personality type for each of these would be?

8. Right Seat Placement… Why are traditional hiring practices not working? • Fails to detect motivational fit for the job • The applicant exaggerates to get the job • The employer relies on past experience as an indicator of success • Most interviewers are not properly trained to interview • Hiring decisions are being made on intuition and not fact

9. Trouble With Personality Testing… • Do they work? • Can they be faked? • Should ethics be considered?

10. Steps to Finding the Right Person… • Define the requirements of the position carefully • Look for repeated patterns of success • Tap in to that specific network and not just incoming resumes • Find a pre-screening platform that focuses on the capabilities needed • Actively look for passive seekers (working but not officially looking) • Don’t settle - make the right hire http://www.youtube.com/watch?v=VOapLkmhYG4

11. Conclusion… • Use the tools available • Continually tweak the process • Evaluate based on true fit with position and company