Return on Hiring
In my experience within my current recruitment company, the hiring process is not perfect and it has plenty of “gaps” which inevitably leads to a bad hire or two!
Some of these “hiring problem” gaps can be filled with reliable, and valid, tools. However, if you are going to invest in a Hiring tool or two, you should be sure that you are getting the best return on your investment – both in time and money!
I like to call this the return on hiring!
As you are all aware there is a huge amount of time and effort that goes into hiring the best employees, as of course we all want a team that gives us what we need to grow our business.
Just take a look at some of the points within this article in the New York times.
How to Hire the Right Person
Over the course of speaking with almost 500 leaders for my weekly “Corner Office” series, I’ve asked every one of them, “How do you hire?” Their answers are always insightful because after years of interviewing countless job candidates, they’ve learned the best approaches to help them get right to the core of who a candidate is and how he or she will work with a team.
It sure goes into a lot of what’s need to make better hires.
Organizations need to protect the time invested by ensuring they are hiring the right employees. I’ll let you into a little secret of how this can be done! This little secret is what I like to call “Hiring Quality!”
Start with Measuring Collaboration Pre hire!
To achieve the best ROI you need to ensure you’ve got the right people working together and collaborating where they can! I suggest a tool that both Recruiters and Hiring Managers can collaboratively define the ideal candidate and critical hiring requirements using something that I like to call “The Quality Chart! Q-Chart™ for short!
The Q-Chart™ allows both parties to agree the Job Brief including any core skills required, upload the Shortlisted Candidates, interview and then assess! This will allow you to select and hire the best candidates – guaranteed!
I believe collaboration is the most effective way for your business to save time and money during the hiring process.
Sound good? It’s about to get better…
Then measure candidates with an assessment Post Hire!
I’ve been in so many situations (In my own business) where the Hiring Managers and Recruiters don’t get the brief! It’s so time consuming as you’re not sure if the new hire is the right person for the job! This can not only cost money but it’s an added stress to the process. By measuring candidates with a post hire assessment, the Hiring Manager can evaluate the performance of the newly hired employee at month 1, 3, 6, and 12 after the start date!
What’s needed is a software that tracks and reports on how the candidate is performing in their role against expectation, giving data and insight into post hire performance.
But this isn’t all you can get, you can get Recruiters and Hiring Managers to use this insight to support in learning and improving the future hiring processes.
Again, I have tried and tested this in many ways and it’s a 100% game changer!
The new saying is “Hiring Quality”
Get Hiring Quality Insights & learn and improve your recruitment process!
By taking all of the above into account, use a tool that will give you these important insights and use them to benefit your business!
Getting the right analytics engine gives talent leaders and management real-time insights into the quality of candidates and of the hiring process.
These new generation recruitment metrics such as Hiring Manager Satisfaction and Recruitment Delivery Performance can be reported on and analyzed in a way like never before!
This Data can be shared with your team, high level manager or even clients and now you can prove that this process helped your team work better as well as show how well candidates are performing!
So now you can see where I am going with this, it’s clear and it’s going to give you a better ROI on Hiring!
Gavin Speirs, CEO, Solutions Driven & newly Talenytics
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