Join Greg Moran, CEO and Founder of Chequed.com, as he discusses the basics of ChequedFit™

If you’d like to learn more, please contact us here

According to Jack Phillips, founder of the ROI Institute, “We should partner with [leaders of other business units], even in a situation where they don’t want us to partner with them necessarily,” he says. “We partner with them to show that we add value, and to help add value in their business units, and their work units.”

If HR doesn’t understand what other business units are doing or what their needs are, how can they effectively fill vacancies? Communication is a key element in for any successful relationship – but especially so between HR and other internal departments. Avoid the jargon of the respective division and focus on how the business units can help each other during new projects or programs. For HR, the trick is to “Present it in terms of what that executive needs, appreciates and supports.” Hiring managers and department heads alike collaboratively develop job descriptions and hiring criteria to prevent miscommunications that will only lead to misaligned hires.

To encourage partnerships between HR and other business units, the heads of HR should work closely with other managers to understand the teams they’re supporting. At the very beginning of every project, HR should ask the question, “How are our activities connected to the business metrics?”

The hiring process is an exciting, yet stressful time for both the candidates and the company. Everyone involved wants to ensure that the best person gets the job, not only for financial reasons, but for company moral as well. When HR works closely with the hiring business unit, the experience is smoother for everyone.

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Changing the Game to Make Every Hire Count

Chequed.com Founder and CEO Greg Moran, and GE’s Global PMO and Process Leader Shahbaz Alibaig, dove headfirst into the matters surrounding the inquiry “How much do you know about your candidates?”, offering listeners firsthand advice on identifying and securing the best candidates.

Establishing the HR-Business Objective Link: Part I

In the first of this two-part series, you’ll hear from five top experts including Paul Kearns, Jack Phillips, Dave Ulrich, Jac Fitz-Ens, andJeff Pfeffer as to why establishing the HR-business objective link is so critical to department and company success. Learn how strategy, bench strength and the right metrics will improve HR operations and make the business impact more apparent.

Chequed.com is the only company to provide pre-hire assessment’s, structured interview guides,automated reference checking and detailed analytics to help improve your Return on Hire™ in one integrated offering.

Learn how a collection of talent selection tools can drive incremental predictability to your hiring process and ultimately:

• Dramatically improve quality of hire
• Simplify your hiring process
• Add data to your selection decisions
• Reduce legal risk from poor hiring practices.

Chequed.com’s Predictive Talent Selection™ suite is comprised of 6 solutions, each of which provides an incremental amount of data to the hiring process.

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As familiar as today’s generations are with a reference to the infamous Miss Cleo, this era of entrepreneurs and start-ups is also no stranger to the concept of predictability. In fact, most of today’s CEOs can likely identify a somewhat accurate definition of the word simply due to their understanding of the English language. See, predictability—or, the degree to which a correct prediction or forecast of a system’s state can be made either qualitatively or quantitatively—stems from the word, predictable. Don’t be fooled though—simply having an idea of the concept does not imply a true understanding of HR predictability or, more specifically, the predictive nature of pre-employment testing software.

One thing that predictability is not, – is a crystal ball.  Recruiters and hiring managers cannot expect talent acquisition software solutions to give them a clear view into the future, revealing exactly which hiring decisions will earn them the most return. Though, by utilizing incremental predictability through tools such as, ChequedReference or ChequedFit, CEOs and hiring managers can dramatically improve what used to be a bias-infused guess to a well-informed decision.

Keep in mind, this is no magic trick; predictability doesn’t just appear out of thin air. By investigating job fit, culture fit and references, and measuring to benchmarks with a foundation in I/O psychology, businesses can objectively learn as much as possible about a job candidate’s likely performance prior to actually making the hire. Acting as your company’s personal psychic, assessment-logic distinguishes information hidden from the normal senses.

So, what does predictability really mean to hiring managers? It means having knowledge of objective and consistent information about the candidates entering your firm’s hiring funnel. It means having the power to eliminate low potential candidates early on and therefore, raise the level of screening for high potential candidates through deeper, more accurate job fit information. Unlike a drawn-out, expensive call to Miss Cleo, leveraging incremental predictability allows you to foresee the future forces of your company efficiently and inexpensively – especially when compared to the cost of a bad hire!

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The Five Most Common Hiring Mistakes – and How to Avoid Them

Our whitepaper outlines the top five mistakes that, in our experience, make companies most vulnerable, and our thoughts on how to avoid them.

The Truth About Predicting Candidate Performance

Imagine if you could tell whether or not a candidate would be a top performer before you hired them. With an innovative combination of technology and behavioral science, such a seeming impossibility is now reality.

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1. TLNT- Being one of the top blogs of 2012, TLNT has posted over 408 informational reads. The main focus of this HR hub is geared specifically to the needs of human resources; legal views, global insights, recruiting tips, webinars, even a radio station, and more!
2. DriveThruHR – Ok, so this is actually a podcast as opposed to a traditional blog, but it has so much valuable information on all things HR. Tincup himself is a fantastic character, but the laid back 30-minute interviews that occur with some of HR’s most talented thought leaders couldn’t possibly be replicated elsewhere. As an added bonus, you can now earn HRCI credits just for listening in to combos that are relevant to you. Win-win.
3. Fistful of Talent – Their site is jam packed with timely, relevant info relating to everything from social media to leadership. Articles are easy to digest, right to the point and, more often than not, include at least one entertaining anecdote. Prefer listening over reading? Check out their podcast.

While there are new blogs being posted each day that may satisfy all wonderings about the HR world, these blogs, combined, will answer and educate readers by presenting a well-rounded view of information and perspectives. Being frequently updated, and already heavily populated, you will never find yourself short of helpful posts that will lead you to a more successful, satisfying HR career.

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Related Content

The Five Most Common Hiring Mistakes – and How to Avoid Them

A company’s competitive edge increasingly will be tied to the quality of its talent. Poor and even average hires will reduce profitability, stunt growth and lead to a vulnerable position relative to competitors. The good news is that companies can learn from the science around pre-employment assessment and reference checking to avoid the mistakes that lead to sub-par hires.

Changing the Game to Make Every Hire Count

In an HCI hosted webinar, Chequed.com Founder and CEO Greg Moran, and GE’s Global PMO and Process Leader Shahbaz Alibaig, dove headfirst into the matters surrounding the inquiry “How much do you know about your candidates?”, offering listeners firsthand advice on identifying and securing the best candidates.

When it comes down to it, though, there are really only 3 causes of poor talent selection:

• Candidate benchmarks lack clarity
• Candidate data is unstructured
• Confusion over optimal screening tools

Discover the real reasons why your talent acquisition strategy isn’t delivering the results that you – or your firm’s executives – want! By learning what’s really holding your department back from outstanding hiring success, you’ll be better equipped to tackle the challenges head on and sooner rather than later.

Fill out the form to download “The 3 Root Causes of Poor Talent Selection”

For instance, research shows that narcissistic people typically do well in human-guided candidate assessments because they know how to turn on the charm. In other words, they know how to smile and schmooze their way through application forms and interviews. Makes sense, right?

But in the real world, not many of us want a sales manager who thinks they are all that. In fact, hiring such a person could lead to a decline in morale among subordinates, which in turn will cause a decrease in both productivity and revenue. Put simply, hiring the wrong sales manager could very quickly sink an otherwise profitable team.

The sales manager is a key position. They are responsible for motivating, challenging and supporting a company’s key business drivers: the sales people. As such, ensuring that we’re hiring a candidate who really is a great fit for the job, and not a serial killer who is masquerading as a genuine leader, is essential. But all of this begs the question, “How do we predict performance?” 

The answer is simple: behavioral science. Now, we know that anything science-related sends most people running for the hills in terror, but the truth is that it’s not that complicated. Behavioral science is the psychology-based understanding of why people do what they do. Behavioral science when applied with industrial/organizational psychology allows for firms to study just what skills, characteristics and competencies make a candidate a perfect fit for a specific position.

When taken one step further and combined with cutting edge technology, recruiters and hiring managers aren’t just able to predict candidate performance, they’re able to weed through large candidate pools much more quickly. This typically occurs through two processes.

First, candidates are screened with automated candidate assessments that are built on job relevant skills. This involves filling out a short questionnaire, the results of which essentially answer the question, “Can this person do the job?” Automated candidate assessments are one of the easiest ways to quickly and effectively screen large numbers of applicants – certainly less time consuming and more accurate than mere resume scans.

For those who meet the required level of skill, the next phase is to engage automated reference checking.  Although the traditional method of reference checking is accurately regarded as little more than an annoying waste of time, reference checking (when done correctly) can give hiring manager’s a clear window into a candidate’s history. After all, reference providers are the people who have worked with this person on good days and bad – they know how they really act.

That being said, getting a reference provider to candidly answer reference checking questions is usually like fighting an uphill battle. After all, why would they risk their relationship with the candidate or their reputation to help out some recruiter they’ve never heard of? However, with behavioral science-based automated reference checking, references are asked a series of validated questions that are difficult to “trick.”

What’s more, the convenience of automated reference checks – they are available online for the reference to complete when they have a free moment – dramatically improves the number of references who respond and their response accuracy. In other words, when you’re not interrupting a reference provider’s busy day, they’re typically happier to take the time to answer your questions and help you ultimately answer the question of “Has this person done the job in the past?”

By engaging both automated candidate assessments and automated reference checks, we can better filter out the crazy candidates (serial killers included) and more accurately identify the top performers who will subsequently drive real business results. If you want a sales manager, you need to hire for a sales manager because not all hiring is created equal.

–

Related Content 

The Five Most Common Hiring Mistakes – and How to Avoid Them

Regardless of the quantity of available jobs, a company’s competitive edge increasingly will be tied to the quality of its talent. Poor and even average hires will reduce profitability, stunt growth and lead to a vulnerable position relative to competitors.

The Truth About Predicting Candidate Performance

Imagine if you could tell whether or not a candidate would be a top performer before you hired them. With an innovative combination of technology and behavioral science, such a seeming impossibility is now reality.

SARATOGA SPRINGS, N.Y. – April 22, 2013 – Chequed.com, Inc., the leading provider of cloud-based Predictive Talent Selection™ solutions, today announced that its chairman and chief executive officer, Greg Moran, will speak at Rensselaer Polytechnic Institute as part of a business analytics event coordinated by the Lally School of Management & Technology. The program will take place on Friday, April 26, 2013, in Troy, N.Y. The session will take place on the Rensselaer campus in the Center for Biotechnology and Interdisciplinary Studies (CBIS) auditorium from 4:00 p.m. to 6:00 p.m. EDT.

Moran will be speaking on the “Industry Transformation Through Big Data and Business Analytics” panel with other business analytics experts from IBM, Treo Solutions, and Boston Analytics. The discussion will be moderated by Professor T. (Ravi) Ravichandran, associate dean for research and professor of information systems at the Lally School of Management and Technology. During the panel, these leaders will share current trends in analytics, including how some industries are being transformed. They will also provide guidance about how to combine analytics with existing business processes, so long-term value is created for businesses both domestically and globally.

Moran said, “HR organizations today continue to struggle with too much unorganized data and rely most on reporting tools that are one-dimensional such as turnover, cost per hire, and other non-predictive data. This makes it difficult for leaders to quickly render well-informed decisions affecting their internal operations and customers.” He continues, “With advanced business analytic tools, organizations can collect, assess, and quickly calculate important data points to generate the predictive insight necessary to make comprehensive business decisions. I look forward to sharing some examples of how human resources organizations can use these tools to increase their human capital advantage.”

For more information about the panel, visit: http://www.lallyschool.rpi.edu/events/ba/ibm.apr13.html. To register, email kellis@rpi.edu.

About Chequed.com

Chequed.com delivers a comprehensive suite of cloud-based talent selection solutions engineered to predict a new hire’s future performance. Based in Saratoga Springs, NY, Chequed.com’s Predictive Talent Selection^TM Suite, which is delivered globally, includes: ChequedProfile^TM, ChequedFit^TM, ChequedInterview^TM, ChequedReference^TM and ChequedAnalytics^TM. In partnership with the University at Albany, Chequed.com works with organizations to implement best practices in talent selection, which are scientifically proven to reduce cost per hire, increase quality of hire and improve organizational productivity. For more information, visit www.Chequed.com.

Note to editors: Trademarks and registered trademarks referenced herein remain the property of their respective owners.

Chequed.com contact:

Chequed Media and Analyst Relations

Phone: 1-888-412-0699 x1020

Email: media(at)chequed(dot)com

Learn how GE’s Global PMO and Process Leader Shahbaz Alibaig:

• Reduces inefficiencies within the talent acquisition process
• Minimizes guesswork and non-value adding tasks
• Overcomes the drastic increase in the candidate pool
• Navigates the issue of hiring liability
• Avoids the destruction of the “walking dead”

Discover how the implementation of behavioral science has been key in maximizing recruiter productivity.

Fill out the form on the right to download the whitepaper