Stop Measuring Your ATS ROI
by Number of Candidates;
Measure by Quality of Hire
Maximize Your Enterprise Talent by
Selecting an ATS That Goes Farther
Agenda
The typical approach to selecting ATS software
§ Common functionality
§ How the decision gets made
§ What you may be missing
How to get an ATS that:
§ Delivers comprehensive applicant tracking functionality
§ Provides better data, better candidates and better hiring results
§ Gets you to >75% A Players hired
POLL
What is your current ATS situation?
A. We don’t have one, but we want one
B. We have one and we’re looking to replace it
C. I’m just here to learn
Why Purchase An Applicant Tracking System?
The Traditional Selection Process
*turn into graphic
§ Efficiency
§ Candidate Experience
§ Company Brand
§ Tracking and Data
Have you defined your requirements?
The “Must Haves”
q Full Hiring Team Collaboration
(e.g. Team notes)
q Quick applicant evaluation and/or
ability to rate the applicants
q Job Board Postings from a Single Place;
a Careers Site Editor
q Integration/Open APIs (if you have a
broader HCM app environment or will
consider one in the future)
q Easy to Use/Intuitive Interface
q Automated/Customized Reporting
q Easy application forms to facilitate
candidate experience
q Audited Data Security
q Editable Job Openings
q Effective product support
Have you defined your requirements?
The “Nice to Haves”
q Integrated email inbox
q Talent Pools
q Customizable tags and filters
q Video Interviews
q Easy search (e.g., Boolean)
q Job Board recommendations based upon
success rates (for your jobs!)
q Background Checks
q Careers Site Editor with good UI and UX
q Mobile functionality
q Multi-language
Have you defined your requirements?
Budget
Pricing
Expected ROI
(and agreed calculation)
Pricing Methodology
Don’t forget the approval process
CEO – Will it improve business results
COO – Will it be more efficient
Who will review
and approve the
ATS decision?
CFO – What does it cost/What’s the ROI
VP Talent Acquisition – How will this impress
candidates, and will it save time vetting applicants
CIO/IT Manager - Can this be integrated into our
existing environment
POLL
What do you hope to accomplish with a new ATS?
(Select all that apply)
A.
B.
C.
D.
E.
Hire faster
Provide a better candidate experience
Hire more high performing employees
Reduce cost to hire
Reduce turnover
So, you’re on the right track…
BUT
What are you REALLY trying to accomplish with an ATS?
You are not alone!
§ HR Executives from Global 100 companies consistently state
that only 20-25% of the people hired turn out to be ‘A Players’
It’s All About the Talent!
If you implement a highly functional
ATS, but the talent level remains the
same – or your turnover rate does
not decline – have you succeeded?
“A small team of
A Players can run circles
around a big team of
B and C Players.”
- Steve Jobs
Typical Hiring Results
The ‘Bell Curve” applies to typical hiring results:
25% A Players, 50% B Players, and 25% C Players.
SHRM reports that only 5% of companies
seriously and honestly measure Quality of Hire
The toughest decisions in
organizations are people
decisions – hiring, firing,
promotion, etc. These are
the decisions that receive
the least attention and are
the hardest to unmake.
- Peter Drucker
Why is hiring so important?
The more talented your people are, the better everything else is.
Our data consistently shows
that the average cost of hiring
the wrong person can be up to
24 times base salary.
“Hands down, the most powerful
leadership skill you can have is the
ability to produce high talent teams.
Nothing else even comes close.”
– Price Pritchett
Founder, Pritchett, LP
Fortune 500 Consultant on Company Growth & Performance
POLL
How do you define an A Player?
(Select all that apply)
A.
B.
C.
D.
A high performer
Someone who fits your culture
In your pay range
All of the above
The Topgrading Methodology
At its core, the process by which you ensure that 75% + of your hires are A Players
What is an A Player?
A high
performer
who fits your
core values
Someone in the
top 10% of
talent available
at your target
compensation
level
Someone
you would
enthusiastically
rehire
Why aren’t typical hiring methods and software more effective?
VAGUE
JOB DESCRIPTIONS
INCOMPLETE,
INACCURATE
RESUMES
SHORT,
SHALLOW
INTERVIEWS
WEAK
VERIFICATION
More Important: Can an ATS Solve these Problems?
Problem:
Vague
Job Descriptions
For a Key Account Sales Manager,
a traditional job description might say:
§
§
§
§
§
Must be effective at capturing new accounts
Must excel at closing business
Must have excellent communication skills
Must have three years of relevant sales experience
Must have a college degree
Solution:
Job Scorecard:
Clear Picture of an
A Player
A well-crafted Job
Scorecard quantifies
the key accountabilities
that define high
performance and
behaviors that reveal
culture fit
Problem:
Incomplete,
Inaccurate Resumes
You’re Flooded with Resumes
Missing Key Information
Solution:
Accurate, Reliable, Relevant
Information
TopgradingHIRE quickly produces
job-specific data rich with predictive
value + a simple visual of key data
TopgradingHIRE PreScreen Snapshot Software Workflow
1
Applicant applies
and is
automatically
asked for a bit of
information about
their most recent 2
jobs (in Career
History Form)
2
Applicant is made
aware that they
will be asked to
arrange reference
calls with former
managers
3
Applicant spends
5-10 minutes
providing readily
available
information in a
standard data
format
4
PreScreen
Snapshot and
Phone Screen
Guide are
generated by the
system
5
Applicants are
vetted and
deselected with
PreScreen
Snapshot; then
proceed with your
preferential
screening process
for A’s and B’s
Before PreScreen Snapshot
Using PreScreen Snapshot
PreScreen Snapshot
• Does candidate fit the expected
compensation range?
• Signs of career progression or
gaps in employment?
• Reasons for leaving acceptable?
• High or low manager ratings?
Full Career History Form (CHF) Enables
Structured Interview with Consistent
Candidate Data
All Data is Captured & Tracked within the TopgradingHIRE ATS
Topgrading Full CHF + Snapshot
Pre-Populated Topgrading Interview Guide
Problem:
Short, Shallow
Interviews
Most interview practices
share a fundamental
weakness: They don’t
predict job performance.
Solution:
Revealing Interviews
Past Performance Predicts Future Performance
In Topgrading interviews, every question surfaces the most
meaningful aspects of a person’s background, revealing
patterns of objective performance and behavior.
Minimize Bias
We know that unstructured
interviews and some traditional
interview methods lead to
subjective, biased conclusions
and decisions.
Tandem Topgrading Interviews
Adding a second interviewer for management
jobs increases success hiring high performers
from 50% to over 80%.
The ultimate throttle on
growth for any great
company is not markets,
technology, competition, or
products. It is the one thing
above all others: the ability
to get and keep enough of
the right people.
- Jim Collins, Good to Great
Problem:
Weak Verification
Many people have given
up on reference checking.
Solution:
Candidate-Arranged Reference Calls
You tell the candidate who you want to speak with
Reference calls confirm your decision to make an offer to a
specific A Player candidate: One last checkpoint to validate
the candidate’s strengths, weaknesses, and potential.
CLEAR PICTURE OF
AN A PLAYER
RELIABLE,
RELEVANT
INFORMATION
REVEALING
INTERVIEWS
CANDIDATEARRANGED
REFERENCE CALLS
% of Hires Who Turned Out to be A Players
Before Topgrading
With Topgrading
0
10
20
30
40
50
60
70
See more at TopgradingCaseStudies.com
80
90
Why Purchase An Applicant Tracking System?
TopgradingHIRE Differentiators
*turn into graphic
Solves:
§ Low performing candidates hiding weaker points
§ Unrevealing Competency/Behavioral interviews
§ Poor verification due to prior managers not being references
§ Hiring process not improving Quality of Hire
CLEAR PICTURE OF
AN A PLAYER
RELIABLE,
RELEVANT
INFORMATION
REVEALING
INTERVIEWS
CANDIDATEARRANGED
REFERENCE CALLS
If you implement only one of these solutions, you will improve your hiring success rate.
With TopgradingHIRE as your ATS, you’ll begin the journey to hire more A Players
on a consistent basis, with all the functionality of virtually any top ATS.
§ It takes the right tools, thorough knowledge of the right process, AND repeated experience
with a great deal of assistance, to get really good.
§ Your talent success rate will increase even more if you commit to structurally implementing
the Topgrading methodology.
TopgradingHIRE
DEMO
TopgradingHIRE
Q&A
www.topgrading.com