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Betty Ann Gwatkin VP, Human Resources Northeastern Vermont Regional Hospital & Michael Bartkus Vice President - SkillSurvey, Inc. How to Improve Candidate.

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Presentation on theme: "Betty Ann Gwatkin VP, Human Resources Northeastern Vermont Regional Hospital & Michael Bartkus Vice President - SkillSurvey, Inc. How to Improve Candidate."— Presentation transcript:

1 Betty Ann Gwatkin VP, Human Resources Northeastern Vermont Regional Hospital & Michael Bartkus Vice President - SkillSurvey, Inc. How to Improve Candidate Quality with Reference-Checking

2 What is the Problem?

3 Most candidates do a nice job presenting themselves during interviews – All are team players – All show up for work and don’t text, or sit on Facebook all day – Most are ethical and always do the right thing Most candidates are well rehearsed in the question/response mode – Books, job seeker sites – Experience interviewing all the time What happened to old fashioned reference checking?

4 The Art of a Reference Check Historically – One of the most important steps – Hiring managers talked to previous managers How are they day to day? Nuances? What challenges do they have and what can I do to make them A+ players? The new millennium – Legal issues – HR cracks down and bans reference checking – Outsource the process – check the box – Phone mail tag, email tag, phone mail tag, days and days of time.

5 Bad Hires have an Impact Varies by organization and by job role – Hard dollar cost – base salary, benefits, on board training, exit costs – Internal team turmoil – Customer satisfaction – Compliance (HR and Finance as examples) For Sales roles – Cost of lost revenue – Asset is time – time is lost forever Impact of a Bad Hire

6 1 minute 5 minutes 10 minutes 2 seconds A Unique Way to Look at Reference Checking

7 Phone interview Face to Face Personality / Behavior Assessments Resume From Candidate Perspective – Today’s Approach I’m terrific I work really hard, weekends too! I interview well I’m a Team Player Recruiter Candidate

8 From Reference Perspective – Today’s Approach He’s terrific I would hire him again, yes! He works hard He’s a Team Player Phone interview Face to Face Personality / Behavior Assessments Resume Recruiter Reference

9 A New Perspective – The New Paradigm Dependability Interpersonal Skills Personality Work Ethic Teamwork Integrity References Phone interview Face to Face Personality / Behavior Assessments Resume Recruiter SkillSurvey Pre-Hire 360™

10 Betty Ann Gwatkin VP, Human Resources Northeastern Vermont Regional Hospital

11 Background on our Organization – A 25-bed community, not-for-profit, acute care, critical access hospital located in historic Northeast Kingdom – The only hospital in Vermont designated as Baby Friendly™ by the United Nations – Approximately 200 hires per year – “People are our greatest asset at NVRH. Our employees are valued for their caring, compassion, knowledge, skills, and expertise.” History of Reference-Checking at NVRH – Requires 2-3 references – Recruiting team performed the reference checks – Process was time intensive with minimal value being derived from the information collected Northeastern Vermont Regional Hospital

12 Goals in seeking a new way – Efficiency Eliminate phone calls, reallocate that time elsewhere Speed up turnaround of the reference check process – Better quality information On-boarding and new hire development ideas – Improve quality of hire Avoid potentially bad hires before we make them Why SkillSurvey? – 12 years of experience – Proven track record of measurable results – Science (validated surveys and EEOC compliance) – Ease of use Northeastern Vermont Regional Hospital

13 Results – Past 12 Months

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18 10.3% of Candidates Scored Medium Low or Lower 87.1% of References Responded! And in.72 Business Days 4.28 References Responded per Candidate Business Impact

19 Sample Reports

20 Candidate #1 – Validated (high scoring)

21 Validated Candidate

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29 Candidate #2 – Developmental Needs (lower scoring)

30 Candidate with Developmental Need

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38 Michael Bartkus Vice President – SkillSurvey, Inc. How Does it Work?

39 1 minute 5 minutes 10 minutes 2 seconds

40 Enter Candidate Data

41 Step 1a: Select Survey Send email to candidate

42 Survey Availability Job Level ► ▼ Job Family Entry- Level HourlyClericalProfessionalSupervisorManagerExecutive General Production Sales Marketing IT Operations Customer Service R&D Admin Finance Legal HR Engineering Education Healthcare

43 Sample Libraries: Sales, IT, Customer Service, Healthcare, Finance, etc

44 Sample Libraries: Finance, IT, Customer Service, Healthcare, etc

45 Other Libraries: IT, Customer Service, Healthcare, Finance, etc

46 Other Libraries: Customer Service, IT, Healthcare, Finance, etc

47 Other Libraries: IT, Customer Service, Healthcare, Finance, etc

48 Step 1a: Select Survey Send email to candidate

49 From: Your Company Name Recruiting Sent: Thursday, June 6, 2011 To: Patrick T Subject: Your Company Name Selection Process Information Dear Patrick T, Thank you for your continued interest in the Major Account Sales position with your co name. As already explained to you, a critical step in the selection process is reference checking. org name uses web-based reference checking for this purpose. Please click on the link below. It will open a web page where you will input your reference. You will also be able to review a sample of the questions being asked and the email that will be sent to your references. Your references will be emailed a reference survey and their responses will be submitted directly back to SkillSurvey. No one will see your references' individual responses because all responses are electronically aggregated together to produce one summary report. Note that all references will be responding as individuals, not as representatives of any company or organization. Please click on the following link (URL) to begin: http://eref.skillsurvey.com//CandidateUtilities/EOC.aspx? Step 2: Candidate Enters References Automated Email From Recruiter to Candidate Explaining the Process

50 Step 2b: Candidate Inputs References

51 Step 2c: Candidate Confirms References and Signs Legal Waiver Proof of Consent “…I hereby release any such person, their company, and any affiliated officers, directors, agents, and employees from any and all claims I may have arising out of the disclosure of such information…” Proof of Consent “…I hereby release any such person, their company, and any affiliated officers, directors, agents, and employees from any and all claims I may have arising out of the disclosure of such information…”

52 From: Patrick T Sent: Thursday, June 6, 2011 To: Scott Davies Subject: Patrick T Reference Request Dear Scott Davies, I am pursuing a professional development opportunity and I'd like to use you, as well as several other individuals, as a professional reference. All you need to do is complete a short (less than 30 questions), confidential, web-based survey regarding my skills. No one will see your individual responses because the system averages the responses from all of my references together to produce one summary report. To further ensure confidentiality, no report will be produced unless at least 3 people respond. Please note that you will be responding as an individual, not as a representative of any company or organization. Also, I have executed a legally binding agreement that releases you as well as any organization with which you are now affiliated or have been affiliated in the past, from any potential liability for providing this information. The process is quick and easy. Please click on the following link to begin: http://eref.skillsurvey.com/SS.WebUI/RefSurveyDetails.aspx? If you have any questions, you can email me at patrickt@gmail.com. Thank you for your time, Patrick T http://eref.skillsurvey.com/SS.WebUI/RefSurveyDetails.aspx?patrickt@gmail.com Step3a: Automated Email Sent to All References

53 Step 3b: References Receive Automated Email Dear Scott Davies, Thank you for taking the time to respond to Patrick T’s reference request. Before you take the survey, please take a moment to review the information in the form below. If any information is incorrect, please select the appropriate field and make the desired changes. When you are finished, click the continue button at the bottom of the page to save your changes and access the reference survey.

54 The Surveys: Job-Specific, Behaviorally-Based Questions

55 Job-Specific, Behaviorally-Based 55 Would you like to learn more about job openings at Your Co name?

56 SkillSurvey Goes Mobile SkillSurvey Mobile On-the-go access anytime, anywhere Use your iPhone, BlackBerry, Droid, or Windows- enabled Smartphone No hassle for recruiters, candidates, or references

57 Candidate Comparison Report

58 Business Intelligence Dashboard

59 Quick Startup and ROI Solution up and running in less than 2 hours – Setup, training, launch No need for IT involvement Not a long and complex project Provides a quick and easy “win” for recruiting and HR

60 Questions / Discussion Michael Bartkus SkillSurvey, Inc. mbartkus@skillsurvey.com 215-493-0110 Betty Ann Gwatkin Northeastern Vermont Regional Hospital b.gwatkin@nvrh.org 419-557-6826

61 Clients


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