1Quantum Services www.qsiteam.com2About QuantumAssessmentsTrainingHR ConsultingHR Software3Targeted RecruitingSelectionCriteriaSuccessionPlanningRewards andRecognitionPerformanceAssessmentsCoachingOrientationTrainingCareerDevelopment4Targeted RecruitingSelectionCriteriaSuccessionPlanningRewards andRecognitionPerformanceAssessmentsCoachingOrientationTrainingCareerDevelopment5People Evaluating PeopleAssessmentsHrinterview.com360 PlusFeedbackTargeted Selection6Hiring Competency ModelGoalsObjectiveStrategiesGoalsObjectiveStrategiesKey ActionsCompetency ReviewRateHireInterviewGuide Validate7Job Success Model8Sales PersonHow Often…. How ImportantLearning On FlyCommunicationOrganizationNegotiation9Selection Process50 applicants10421In-depth interviews andsimulationsResume screenPhone screenReference checkOfferYields most qualified candidates after each step in the system10Inter Rater ReliabilityA method of measuring the agreement among coders in their analysis of unstructured data.11Steps to I.R.R1. Standardized Collection2. Individual Analysis1. Behavior Categorization2. Ratings 3. Data IntegrationPanel Interview12Step 1. Collection Interview Guide Preparation Checklist Outline for Opening the Interview Key Background Review Planned Behavioral Questions Interview Close Post-interview Instructions13Benefits of Interview Guide Provides clearly worded, proven questions built around the target dimension's Helps you focus the interview on relevant areas  Develops interviewer confidence Creates a professional, positive impression because the interviewer is prepared.14In Search of BehaviorThe key to finding out how someone will perform in a job is to collect and analyze examples of how he or she has performed in similar situations in the past--in other words, to look for examples of the candidate’s actual behavior.15 S/T: The Situation or Task facing the candidate--the “why” of the example. A: The Actions the candidate took--what was done and how it was done. R: The Results or changes caused by these actions--the effectsSTARs16False STARsStatements with lots of glitter but no substance Vague Statement Opinions Theoretical/Future Oriented17Partial STARsWhen candidates fail to describe all the parts of the STAR you have a partial STAR ActionResultSituation/TaskSTAR18Step 2. Independent AnalysisIdentify complete STARsCategorize all STARs into the appropriate dimensionIdentify effective and ineffective STARsWeigh the significance of each STARRate each competency using the most significant STARs.19Dimension Rating Scale5 Much More Than Acceptable 4 More Than Acceptable3 Acceptable2 Less Than Acceptable1 Much Less Than AcceptableAn acceptable rating is the standard for successful job performance--it is not “average”20Clarifying RatingsN--No Opportunity to observe or DemonstrateW--Weak/Want More Data--always coupled with a number rating ( Ex. 2W, 3W, tentative judgement)5H--Candidate is Too High in this DimensionOverqualified would receive a 2 rating in Motivational Fit21Weight of STARsWeighed based on three factorsSimilarityImpactRecencyNot all STARs are created equalWEIGHT relates to ability to predict future behavior22Benefits of AnalysisYou and other interviewers have a common language and rating scaleThe rating system and clarifying notations provide you with a convenient coding systemEveryone has been doing the same kind of background work and knows what the team is looking for.23Step 3. Data IntegrationPost ratingsReach ConsensusEach interviewer describes STARs and rationale for the dimension ratingThe other interviewers ask clarifying questions and verify if STAR is correctly classifiedInterviewers use Key Actions as the standard to reach a consensus.24Targeted Selection SummaryTrained ProcessRequires Certification25360 Competency ModelGoalsObjectiveStrategiesGoalsObjectiveStrategiesKey ActionsCompetency ManagementReviewFeedback Validate26Three Main LevelsAdmin User Creates Skills, Surveys, ParticipantsParticipant Level Creates Respondents, Send Survey, Receive FeedbackRespondents Receive Survey, Provides Feedback.27Participant Screen28Respondent Screen29Survey30Company Gap