In this presentation, the speaker outlines the fundamental purpose of candidate screening: to identify the applicant who will generate the greatest long‑term value for the organization. Traditional tools such as resumes and conventional interviews are deemed insufficient because they cannot predict five‑year productivity or the risk of future disruption. The speaker proposes evaluating two critical dimensions for each candidate – (1) potential value added and (2) potential to be disruptive or destructive. To measure these dimensions, Performia’s Production Check Evaluation System is introduced. The system can assess large applicant pools quickly (up to 1,000 people per hour) or be used in short interview segments (3‑15 minutes). It classifies workers into three buckets: Performers (≈20% of the workforce, high‑impact, self‑driven), Doers (≈60%, ranging from highly effective to neutral productivity), and Undoers (≈20%, whose disruptive behavior can damage the organization). The speaker emphasizes that these assessments can be fully automated, allowing recruiters to focus on motivation, compensation, and knowledge after the two‑dimensional scores are obtained. Finally, a validation approach is suggested: Performia can test the system against a sample of existing staff to demonstrate its predictive accuracy and value for the hiring organization.
Chapters
So when we're screening, it's like, what is it we're really doing? What is it we need to achieve? So you could say the goal of screening, when we want to screen, you know, our 100 applicants, our goal is really to find the most productive person that fits the job the best and over the period that they're employed is going to create the most value for the organisation. This is really the goal of screening. And it's a really tough ask because you get these 100 resumes and it's like, goddamn, it's like, how? Can I achieve this goal with so much information? And the answer is you actually need more information because the resumes don't provide it. And the interviews, the traditional interviewing systems, the traditional evaluation testing systems, they don't provide the information that tells us over 5 years which one of those 100 is going to create the most value. And even more so, you might find that no one in that 100 actually creates it. And that's even more important is who you don't hire or, you know, who you pass over. So that's the goal. So what is it though we're really looking for? And there's actually 2 things. We're looking on one side is like, what is the person's potential value they can add? And on the other side is what's the person's Potential to be destructive or disruptive. Potential. I need spellcheck on this. Potential to be disruptive. And disruptive really is a nice word for destructive. If someone's disrupting the flow of an organization's expansion, that's destructive. So these are the 2 things we're looking for. And so you need a way to measure this, which Performia has, which is what we call our Production Check Evaluation System. It can be online for doing mass checking. You can check 1,000 people in an hour. And in addition to that, it can also be done in the interview as well over and take between 3 and 15 minutes to know where the person sits. And we have a little scale which basically sits from a Performer that we know is 20% of the workforce, usually less than 5% of the applicants because Performers don't move jobs as often, and when they do move jobs, they're normally snapped up before they even hit the market. And a Performer is someone that gets the expected result or exceeds the expected result with no real pressure, external pressure required, no orders required. It's like, here, this is what I need you to do, and they come back and it's like, that's done, what's next? Or they've already found the what's next, they come back with the what's next as well. The doers make up 60%. They range from really effective— sorry, really effective here down to basically, you know, the zero productivity line where whatever you pay them, that's what they produce. So they actually don't add any value to the organization, but they don't detract from it either. And then we have the undoers. That's these guys. The potential to be destructive or disruptive. And they make up another 20%. And how they do it is is infinite in the ways they can create that disruption or destruction. The worst ones you can never spot. They're like termites behind the walls. Just one day all the walls fall down and you go, I wish I would have had a pest inspection that's performing it. So these are the 2 things: what's the value and what's the potential for issues? Once you can get through these 2 things, now we know we're interested in talking to the person more about what motivates them, how they should be paid, what their knowledge is like. But these 2 things are actually— can be fully automated and taken out of your field. So you don't need to worry about that anymore. You just get the result back, go, yep, good, tick, tick, score above 10, I'm interested. And if you want to know how accurate it is, use it in your organization. You know, call Performia, organize it, Performia will come in, pick 3, 4 of your staff, some really good top performers, some maybe some guys that aren't so productive, and within a few minutes Performia will say, it's this guy, this guy, this guy. And then you'll know and see how accurate and how valuable it'll be for your organization.
