Using Employee Profiling To Win The War For Talent . Presented By David Reynolds Executive General Manager – Consulting Chandler Macleod Australasia. Session Objectives. Define Employee Profiling Explain its growing popularity and use
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Presented By David Reynolds
Executive General Manager – Consulting Chandler Macleod Australasia
“We expected that Good to Great leaders start out by setting a new vision and strategy.
We found out instead that they first got the right people on the bus, the wrong people off the bus, the right people in the right seats – and then they figured out where to drive it”.
Good to Great – Jim Collins
Understanding the individual
Understanding the organisation
TOP THIRD PERFORMERS MAKE YOU MONEY
MIDDLE THIRD PERFORMERS MAINTAIN STATUS QUO
BOTTOM THIRD PERFORMERS LOSE YOU MONEY
Q:”If you knew at the time of hire what you now know, would you rehire?
A: 32% of current staff would not be rehired!
The person “looks right and is right”
- obvious hire, can demand higher salary
The person “looks wrong and is right”
- missed opportunity
The person “looks wrong and is wrong”
- risk avoided
The person “looks right and is wrong”
- management problemThe Case for Employee Profiling
Cognitive or intellectual abilities. Some are learned or formalised, others are more innate.
Knowledge, Skills and Experience
This information is gathered through standard recruitment steps
Behaviour in a particular situation and the use of personal resources
Based on habits, feelings, attitudes and emotions
Effects both performance and job satisfaction
EngagementThe Formula For Behaviour
= fn ( X )
“We expected that Good to Great leaders start out by setting a
new vision and strategy.
We found instead that they first got the right people on the bus, the wrong people off the bus, the right people in the right seats - and then they figured out where to drive it.”
Good to Great, Jim Collins
% Importance of Success FactorsTom Peters
Jim’s “Right People”…
Tom’s “Passionate People”…
Performance & Productivity: the constant effort to increase the number of stars, get the best from the core and move low performers as fast as you can
= fn ( X )
CM developed the ESP, a leading edge system that provides information on the strenghts and weaknessess of an individual in relation to different roles in the organisation
The ESP provides a report that includes:
Understanding the job fit of a candidate and their potential for different roles in your organisation
Suitability of candidate for other roles (across and higher up the organisational structure)
Suitability of candidate for a particular role in their organisation
Provision of management and training advice in case there is a gap between job requirements and the candidate’s profile
The ability to listen and understand spoken instructions
Entry Level - Skilled