CLC HUMAN RESOURCESCORPORATE LEADERSHIP COUNCIL

CORPORATE EXECUTIVE BOARD

“Million Dollar Hire”A CLC HR Author’s call with David Jones of Growth Ventures Inc.

Webinar

7 July 2011

A FRAMEWORK FOR MEMBER CONVERSATIONS

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From CLC HUMAN RESOURCESwww.clc.executiveboard.com

© 2011 The Corporate Executive Board Company. All Rights Reserved. CLC0665911SYN

TODAY’S WEBINAR

AGENDA

Interview with David Jones on “Million Dollar Hire” insights and lessons 40 minutes

Question and Answer Session 20 minutes

ASKING QUESTIONS DURING THE CALL:

To Ask a Question via Phone:

The teleconference moderator will let you know when the lines have been opened for Q&A. At that time, you may press *1 on your phone keypad to be placed into the phone-based question queue.

To Ask a Question via Online Chat:

You may submit a question via online chat at any point during the call.

1. To do so, please enter your question in the text box on the left labeled “Submit a Question.”

2. Press the grey button to the right of the text box or the RETURN key on your keyboard to send your question to the moderator.

3. If you would like for your question to be anonymous, please mention that after your question. Otherwise, your name and title will be mentioned before the moderator asks your question on your behalf.

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From CLC HUMAN RESOURCESwww.clc.executiveboard.com

© 2011 The Corporate Executive Board Company. All Rights Reserved. CLC0665911SYN

TODAY’S PANELIST

David JonesAuthor

One of the few in his profession to found and grow a major business enterprise, Dave Jones has worked as an Organizational Psychologist and human resources consultant for over 30 years. He draws on that experience in Million Dollar Hire.

He was formerly the global head of human resources consulting with Aon Consulting Worldwide, one of the world’s largest HR consulting and outsourcing firms. Before that, he founded HRStrategies, recognized as one of the fastest growing consulting companies in the U.S. prior to its acquisition by Aon Corporation. Today, Jones is President of Growth Ventures Inc.

Jones has designed recruiting and hiring programs for a majority of the Fortune 100. He also has lead industry-wide initiatives, creating new approaches to candidate recruiting and assessment for industries as diverse as high-tech, utilities, insurance and financial services, pharmaceutical manufacturers, automotive producers and suppliers, hospitality and dining, consumer products, and others.

As technology solutions, social networking, and new approaches to candidate assessment have blossomed, he has contributed new product approaches and taken both investor and Board of Directors positions in the industry. As issues related to equal employment opportunity have grown in prominence, he has advised clients on compliance, and often serves as a consulting and expert witness in litigation settings.

Jones’ accomplishments have been highlighted in The Wall Street Journal, New York Times, Investor’s Business Daily, Crain’s Business, and on business TV and radio.

Million Dollar Hire: Build Your Bottom Line, One Employee at a Time

Corporate Leadership Council Presents Million Dollar Hire

David P. Jones, PhD AUTHOR OF THE NEW JOSSEY-BASS RELEASE

Million Dollar Hire: Build Your Bottom Line, One Employee at a Time

Million Dollar Hire: Build Your Bottom Line, One Employee at a Time

Corporate Leadership Council Presents Million-Dollar Hire

“The premise is simple: nothing can build a

company, turn it around, or sink it as

quickly as its recruiting and hiring

decisions. No decisions an executive and

his or her team make can pay off—or

cost—as much as their hiring decisions.”

—FROM THE PREFACE

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Million Dollar Hire: Build Your Bottom Line, One Employee at a Time 3

It Doesnʼt Take a Hot Economy to Make Hiring Important

Source: U.S. Department of Labor – Bureau of Labor Statistics

108,833,000 Employees

in the Private Sector

Workforce

3,700,000 Hires Made

in the Month of April 2011

An Annualized 45 Million

Private Sector Hiring Decisions

April 2011 Private Sector Hiring Data

Million Dollar Hire: Build Your Bottom Line, One Employee at a Time 4

Todayʼs Unemployment Numbers Are Misleading, Too

Source: U.S. Department of Labor – Bureau of Labor Statistics

Under 5 Percent

• Bachelors Degree Roles • Management

• Financial Operations • Professional Occupations

A “seller’s market”…

Nearly 15 Percent

• High School Diploma Roles • Production Occupations

• Construction Occupations • Transportation

A “buyers market”…

May 2011 Private Sector Unemployment Rates

Million Dollar Hire: Build Your Bottom Line, One Employee at a Time 5

Hiring Decisions Involve a Lot of Money!

Source: U.S. Department of Labor – Bureau of Labor Statistics

108,833,000 Employees

in the Private Sector

Workforce

3,700,000 Hires Made in the Month

Average Annual Comp

$58,450

An Annualized $216,265,000,000 in Private Sector Hiring Decisions

$2.60 Trillion For 12 Months of Hiring

April 2011 Private Sector Hiring

Million Dollar Hire: Build Your Bottom Line, One Employee at a Time 6

Fact: The value of top versus bottom performers differs a great deal

Million Dollar Hire: Build Your Bottom Line, One Employee at a Time 7

Valid recruiting and hiring programs build a payoff

Million Dollar Hire: Build Your Bottom Line, One Employee at a Time 8

Technology plays a role at every stage in the hiring funnel

Million Dollar Hire: Build Your Bottom Line, One Employee at a Time 9

Technology helps define what weʼre looking for and build a stronger candidate pool

Million Dollar Hire: Build Your Bottom Line, One Employee at a Time 10

Technology helps manage candidate volume and identify the best follow-up choices

Million Dollar Hire: Build Your Bottom Line, One Employee at a Time 11

One of the Greatest Hiring Challenges is at the Leadership Level

  “…nearly one-half of leaders derail within two years of assuming the role.” (Hogan, In Press)

  “…estimates of the cost of a failed executive leader ranges between $750K and $1.5M (DeVries & Kaiser, 2003), to as high as $2.5M” (Smart, 1999.)

  “…40% of American workers report that their jobs are very or extremely stressful…their boss exceeds financial or family factors as the primary contributor.” (NIOSH, 1999)

  “…75% of working adults report their boss is the greatest source of stress in their lives.” (Hogan, 2007)

  “…only 38% of former employees would go back to work for their last boss.” (Curphy, 2008)

Million Dollar Hire: Build Your Bottom Line, One Employee at a Time

Where Leaders Go Wrong

1.  Show insensitivity, bullying and intimidating 2.  Be cold, aloof, and arrogant 3.  Betray the trust of others 4.  Over-manage others and fail to delegate 5.  Be overly ambitious 6.  Fail at choosing and developing people 7.  Be unable to think strategically 8.  Be unable to adapt to a new boss or situation 9.  Be overly dependent on an advocate or mentor

“Both successful and derailed executives were all bright, had outstanding records of achievement, were ambitious, and were willing to

sacrifice.” (McCall & Lombardo, 1983.)

Million Dollar Hire: Build Your Bottom Line, One Employee at a Time 13

Where “The Dark Side” Enters the Conversation

“…failure is less about lacking “the right stuff” and more about having “the wrong stuff” –

dysfunctional characteristics that often lead to leadership failure.” (Lombardo, et al., 1988.)

Million Dollar Hire: Build Your Bottom Line, One Employee at a Time 14

The “Legal Risk Side” of the Hiring Equation

Source: U.S. Department of Labor – Bureau of Labor Statistics

New Tools – Old Rules

 EEOC, OFCCP, DOJ  Private Plaintiff

 Disparate Impact/Treatment  Shifting Burden  Job-Relatedness

 Business Necessity

New Tools – Unfolding Rules

 Internet Recruiting  Social Networks

 Defining “Applicants”  FCRA

 Ricci Implications  Continuous Improvement

Ongoing and Unfolding Legal Issues

Million Dollar Hire: Build Your Bottom Line, One Employee at a Time

Corporate Leadership Council Presents Million-Dollar Hire

“The premise is simple: nothing can build a

company, turn it around, or sink it as quickly

as its recruiting and hiring decisions. No

decisions an executive and his or her team

make can pay off—or cost—as much as their

hiring decisions.”

—FROM THE PREFACE

www.million-dollarhire.com

to learn more, ask questions, or offer up your own suggestions

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