1. Adam Robinson
CEO of Hireology

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

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

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

5. 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

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

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

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

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

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

11. 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

12. 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

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

14. Risk Assessment

15. 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.

16. What matters?

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

18. 1 The Super-Elements Attitude:
a positive disposition, or satisfaction that persists across job experiences 1

19. 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

20. 3 The Super-Elements Prior Related Job Success:
Having met formal goals in past jobs that are similar to the job at hand 3

21. 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

22. So how do you land top-tier GenY talent?

23. 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

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

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

31. 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?

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

33. ?
Questions