Presentation

Transcription

Presentation

www.checkster.com
“2009 Hot Trend”
SHRM 2009 Trendbook
“The American Idol for Professionals”
Dick Bolles
author of “What color is your parachute”
The Talent Side of
Project Management
“Checkster is a Cool Vendor!”
“Game Changing Recruiting Technology” award
Yves Lermusi
(aka Lermusiaux)
CEO of Checkster
Ex president of Taleo Research,
from start to Taleo IPO (TLEO)
Founder of iLogos (acquired by
TLEO)
Named one of the “100 Most Influential People
in the Recruiting Industry”
Blog has been recognized as the best third
party recruiting blog
Spoke from New York to LA and from Paris to
Singapore at conferences with audiences up to
2,000 people
Quoted in Fortune, The Wall Street Journal,
Financial Times, Business Week, Time
Magazine…
2
2009 Copyright, Checkster LLC
[email protected]
1
www.checkster.com
PM Imperative
The Right people on
&
Enable them to Perform at their best
3
Agenda
Best techniques to select top
performers
What neuroscience tells us about
what builds top performance
Leverage collective intelligence to
support project success
Turn your talent screening method
into a sourcing tool
4
[email protected]
2
www.checkster.com
Based on my book:
5
Who is Checkster ?
Help individuals and
organizations to recognize and
grow their talent through online
confidential feedback tools
6
[email protected]
3
www.checkster.com
Checkster Employer Solutions
Performance Tools
360 Checkup
Project Checkup
Pre-hire Tools
Reference Checkup
Automated reference check
Democratized 360 feedback
Faster
Cheaper
Confidential
Better reports
Faster
Cheaper
Confidential
More accurate
7
How to identify
top performers?
8
[email protected]
4
www.checkster.com
What are the
criteria you use to
identify top
performance?
9
How many
confused
performance
with experience?
10
[email protected]
5
www.checkster.com
11
12
[email protected]
6
www.checkster.com
Deliberate
Practice:
•Concentration
Concentration
•Goals
Goals
•Ongoing
Ongoing Feedback
13
Talent is over-rated
“There is no empirical
evidence that innate
talent impacts the
making of an expert”
Anders Ericsson
14
[email protected]
7
www.checkster.com
Fixed mindset – Growth Mindset
15
Source: Dweck, 2006
How Good Are We To Assess Our Strengths?
Self Rating
Actual
vs.Score
Actual Score
100
80
60
40
20
0
Bottom
Quartile
2nd quartile
3rd quartile
Top quartile
16
[email protected]
Source: Justin Kruger and David Dunning, Cornell University
8
www.checkster.com
We Can Rely On Collective Feedback
If some conditions
are filled:
Diverse Opinions
Independent
Good method to
centralize opinions
17
18
[email protected]
9
www.checkster.com
Receive Feedback
Leverage Collective
Intelligence
Ask Colleagues
19
Can be used for:
1.
2.
Assess new team members
(Reference Check 2.0)
Give ongoing confidential feedback
20
[email protected]
10
www.checkster.com
Telephone Process
Ask
Give ref. #
PM
Report
Candidate
References
21
Checkster’s Process
Invite
PM
Candidate
Invite
Report
References
22
[email protected]
11
www.checkster.com
Invite
PM
Candidate
Invite
Report
References
23
Enter Details of candidate
24
[email protected]
12
www.checkster.com
Checkster Process
Invite
Recruiter
Candidate
Invite
Report
References
25
Candidate receives an email invite
26
[email protected]
13
www.checkster.com
Candidate invites references
27
Checkster Process
Invite
Recruiter
Candidate
Invite
Report
References
28
[email protected]
14
www.checkster.com
Easy to read report
29
30
[email protected]
15
www.checkster.com
With easy to read output
31
Can be used for:
1.
2.
Assess new team members
(Reference Check 2.0)
Give ongoing confidential feedback
32
[email protected]
16
www.checkster.com
Checkster 360 Checkup
Between casual feedback and performance evaluation
Method
Data record
Timing
Time commitment
Casual Feedback
Checkup
Performance
Evaluation
Impromptu, direct
voice
communication
Fast, structured,
online,
confidential
feedback
Well prepared, face-toface formal
meeting
Not recorded
Recorded and can be
tracked
Recorded sometimes
and can be
tracked
Depends on company
culture
As often as desired by
participant
Usually once a year
Fast and on the fly
A 10-minute
commitment
A 60+ minute
commitment
Varied, depending on
the people
Neutral and objective
Formal and stressful
Participants
Often 2 people
(sometimes
more)
Between 3 and 25
people
Supervisor and
individual
Recipient
Individual and
whoever is
around
Individual only
Individual and
manager
Tone
33
Invite
PM
Team Member
Invite
Report
Team
34
[email protected]
17
www.checkster.com
35
36
[email protected]
18
www.checkster.com
37
38
[email protected]
19
www.checkster.com
39
Thank you
Contact:
[email protected]
866.800.0709
40
[email protected]
20

Presentation

Transcription

Similar documents