How often have you hired someone with a great track record who turned out to be a bad hire? By discovering what a candidate’s previous managers and colleagues candidly say about his or her work style, skills and behaviors, you can objectively assess the candidate’s ability to be a top performer. Through this session, you will learn how technology has introduced a way for talent acquisition professionals to capture behavioral feedback from five references in just two days for each job candidate, and how to avoid candidates who score low with references. Also, see an overview of how this technology infuses compliance, consistency, reliability and validity into each reference-check and obtains feedback that identifies candidates’ developmental needs.
What will participants learn?
- How to improve quality-of-hire by avoiding candidates who score low with references.
- How to capture behavioral feedback from five references in two days for each candidate.
- How to infuse compliance, consistency, reliability and validity into each reference-check.
Michael Bartkus - Vice President - SkillSurvey, Inc.
Michael Bartkus is a vice president of sales at SkillSurvey. He has helped human resources leaders at hundreds of organizations improve their quality-of-hire, increase their recruiting efficiency and implement best-practices for hiring. Bartkus is an expert at leveraging technology to drive behavioral reference-checking programs. Before joining SkillSurvey, he held leadership positions with several other leading technology firms, and he has more than 10 years of experience maximizing results for clients through the use of software.