Adam Robinson CEO of Hireology

Build, Manage and Retain a High-Performance Organization The Best Team Wins Build, Manage and Retain a High-Performance Organization

The Big Opportunity Where should dealerships be looking for competitive advantage and increased unit economics? Source: Driving Sales

Today’s Agenda Your Untapped Competitive Advantage The Talent Ecosystem Sourcing, Selection, and Retention Case studies / results

This stuff ain’t easy Growing a Business Strategy Product & Service Delivery Sales Operations Capitalization Service Operations Training & Development Marketing R&D Finance & Accounting Legal & Compliance

Talent Ecosystem Strong Employment Brand More/Better Applicants Strong Culture Talent Ecosystem Better Leaders & Managers More/Better Hires

True or False? Companies that screen for values have better performance than those that screen for intelligence. FALSE

True or False? Conscientiousness is a better predictor of job performance than intelligence. FALSE

True or False? Integrity tests are not very effective in practice because so many people lie on them. FALSE

True or False? Being very intelligent is actually a disadvantage for performing well in a low-skilled job. FALSE

What Managers Get Wrong About Hiring Process 84% Companies that screen for values have better performance than those that screen for intelligence 82% Conscientiousness is a better predictor of job performance than intelligence 69% Integrity tests have high degrees of adverse impact 68% Integrity tests are not very effective in practice because so many people lie on them 58% Being very intelligent is actually a disadvantage for performing well on a low-skilled job 58% Being intelligent is a disadvantage in low-skilled jobs 51% There are four basic personality dimensions, like in MBTI

Measuring what matters HIGHER Multi-measure tests .71+ Cognitive ability tests .65 Integrity tests .46 Reference checks .26 Correlation Emotional intelligence tests .24 Personality tests Up to .22 Job experience .13 LOWER

Size of Entry level U.S. Labor Force (In Thousands) 22,366 21,617 20K 21,285 18,462 Entry Level Labor force Age: 16-24 Years 10K -4.8% -13.3% 1992 2002 2012 2022

Risk Assessment

Dispelling a Myth Our research has shown that 50% of the factors predicting a person’s success or failure in a new role… has absolutely nothing to do with their experience.

What matters?

The Super-Elements Attitude Sense of Accountability Prior Related Job Success Culture Fit

1 The Super-Elements Attitude: a positive disposition, or satisfaction that persists across job experiences 1

2 The Super-Elements Sense of Accountability: The extent to which a person believes he or she has control over their own outcomes, also called “locus of control” 2

3 The Super-Elements Prior Related Job Success: Having met formal goals in past jobs that are similar to the job at hand 3

4 The Super-Elements Culture Fit: The degree to which the candidate shares similar values with the organization, and demonstrates an authentic interest in the job at hand 4

So how do you land top-tier GenY talent?

What does this generation value? What They Want What Not to Offer Career growth potential No visibility into career progression Pay stability Heavy commission jobs Work / life balance Long hours, nights and weekends

My job description: Park cars. Wash cars. Get yelled at. Work early mornings, late nights, weekends and major holidays.

Recruiting is Sales and Marketing It’s the same person!

Your Company Career Site Questions to ask to find out if you’re #DoingItRight Is it Mobile-Friendly? Is it easy to send in a resume or application? Does it deliver the WIFM? Is it search-engine friendly?

Chapter 1 Download Text TALENT to 66866 and get these slides + the chapter one download

? Questions