5 key steps to boosting Quality of Hire

Transcription

1 5 STEPS GUIDE

2 Introduction For some roles, there may be a lot of candidates to choose from. Some may look good on paper; but others less so. How do we put in place a process that is able to ensure we correctly identify the candidates that best fit with the needs of the organisation? Whether you manage hiring as an internal activity or entrust it to a partner in the shape of an RPO, there s a question that is really a universal truth in enterprise recruitment - something that s on everyone s mind. How do we boost Quality of Hire? However, before we can establish how to boost Quality of Hire, we need to define what it actually is. So, what is Quality of Hire? There are many aspects to Quality of Hire, it is truly multi-faceted. It is not just about the performance of candidates pre-hire and post-hire. Or the performance of Recruiters. Or the collaborative participation of Hiring Managers. Or about cost and time per hire. Or about the efficiency of process. Or OK, the list could go on, but you get the picture. Quality of Hire is about everything you think it is, and more than you might possibly imagine. How do we bring them altogether? In this guide, we identify five steps that enable enterprises to do just that, to boost the Quality of Hire.

3 Define and agree what a quality hire looks like Institute a proven quality-based measurement such as Hiring Quality as the primary measure for recruitment performance. Champion this measure throughout the organisation. Hiring Quality is the overall measure of a recruitment performance calculated as a factored combination of Candidate Quality and Process Quality. Quite simply, you cannot measure Quality of Hire unless the stakeholders in your organisation have reached a consensus on what you actually mean, so agree precisely what you mean by Hiring Quality and what you want to achieve. Research from Bersin by Deloitte shows the most influential predictor of Talent Acquisition (TA) performance is a strong relationship between the Recruiter and the Hiring Manager. This relationship is four times more influential than other TA performance drivers. As the key stakeholders, Recruiter and Hiring Manager should work closely together to define common criteria that measure the performance of both candidates and the hiring process, which are appropriate for your business. Talenytics The Q-Chart (No prizes for guessing what the Q stands for ) The Talenytics platform introduces the Q-Chart. It s a visual, dynamic and collaborative way of defining what good looks like. Share it across all stakeholders / interviewers and get everyone on the same page, track comments and changes, and reduce the time to define requirements. Research amongst existing users shows Talenytics has helped reduce misalignment and the need to rework a role by 41%. Step 1

4 Actively and positively involve all stakeholders in the process For each recruitment requirement, define expectations of the candidates and the process between Recruiter and Hiring Manager. A gut reaction is a normal human response. However, in recruitment, discounting or selecting candidates based on a quick review of a resume simply isn t good enough. Today s enterprises need data driven processes that are transparent and auditable. Recruiters and Hiring Managers are playing on the same team. For the team to perform properly, close collaboration and mutual respect for professional expertise is critical. Where a candidate is screened and shortlisted by a Recruiter, only to be discarded after a quick skim of the CV by the Hiring Manager, there is likely to be a negative side effect which ultimately influences the Quality of Hiring. To avoid this, it s essential to give Hiring Managers better and more objective data when shortlisting, so they can see the information that logically supports the passage of each candidate through the selection process. Share the information with all involved in the interview and selection process, as well as those interacting with the successful candidate post-hire. Step 2 Talenytics - Visual Insights The Talenytics platform promotes logic and objectivity by presenting hard data points graphically to deliver visual insights. Put the tools required for close collaboration at the fingertips of all stakeholders. Let Recruiters confidently demonstrate to Hiring Managers how good a fit a candidate is for a role with Talenytics graphically presented scoring.

5 Talenytics - Candidate Comparison The Talenytics platform enables you to gather opinions, in the shape of easy to interperet scoring, from all the interviewing team. Theplatform lets you consolidate the opinions of all interviewers to get a single view of candidate performance and fit. The use of data supports a consistent, objective and transparent process, and the final decision can be justified and made with high confidence. Step 3 Assess candidate fit at interview and listen to all stakeholders Getting the opinions from different interviewers against an agreed set of common criteria levels the playing field, enabling each candidate to be compared properly. Making a true assessment of each candidate s fit at interview in this way helps reduce the chance of making the wrong hire. Simply apply the common set of selection criteria defined in Step 1. It is important to be as complete in the choice of selection criteria as you possibly can. This includes making sure you understand what s critical and what s nice to have. This is at the very heart of making more informed data-based hiring decisions. Comparing candidates and identifying the best fit simply boils down to a matter of seeing who has achieved the best score. Quite simply, a well-structured collaboration process between all interviewers increases the chance of making the right hire.

6 Think source of Hiring Quality, not source of hire Stop thinking source of hire and start thinking source of Hiring Quality! Conventional candidate sourcing information might include data points such as where website visitors come from, applications per role and numbers of candidate profiles viewed across your team. Seeing the numbers of passive candidates that have been attracted to your roles, and mapping the data against the ATS might tell you how many candidates you have hired. However, these are too simplistic to really be a good quality indicator. Without a framework designed to uncover quality, they are just sets of numbers. Understand the performance of sources from the perspective of Hiring Quality and establish which source factors combine to have a multiplier effect, such as indicating those that are likely to be the best performers and top talent. Step 4 Talenytics - Hiring Quality Source The Talenytics platform provides the capability to relate source data to Hiring Quality. Identify absolute source factors or attributes that indicate candidates with the potential to be the best performers and top talent as well as encourgaging the best recruitment process. Imagine being able to say: Candidates from Company A, having done an MBA from University B are the top talent in our organisation and are the easiest to recruit!

7 Don t forget post-hire performance! It s as important to measure candidate performance post-hire as it is to capture it pre-hire. However, for the purpose of measuring Quality of Hire, post and pre-hire data points cannot exist in isolation. They need to be taken together. Comparing actual post-hire performance against pre-hire expectations is central to the purpose of measuring Quality of Hire. And it s not just about Quality of Hire. It s also about the quality of candidates and the quality of the process that enabled you to correctly identify them as a good fit and make the right selection. Talenytics performance data The Talenytics platform enables post hire assessment to be gathered at months , enabling thorough review and comparison. See comparisons of performance between each review point, understand how the candidate is doing in the role and how well they are fitting in with the culture. Importantly, you link post hire performance to pre-hire expectation and reduce the chance of post hire under-performance by 35%. To make sure there is consistency and that you can compare the performance of talent recruited at different times, there is a need to measure and record the quality of candidates going through the hiring process, and their post-hire performance using the same measures. Step 5

8 Listen, learn and lift! (Did we say 5 steps? Sorry, we meant 6!) Steps 1-5 are really about empowering the recruitment process in your organisation to: Listen - to what Hiring Managers, the recruitment process and the quality of your candidates are trying to tell you Learn - how individual Hiring Managers, Recruiters and the collaborative teaming of them performs Lift - the bar and improve future hiring by optimising the process, collaboration, sourcing and candidate attributes Improve Quality of Hire by each and every measure The Talenytics platform unlocks value from enterprise recruiting. Talenytics lets you truly determine the quality of people you are hiring and the quality of the process used to hire them. With Talenytics you are able to understand the value of your people and the value of the people and methodology you use to select hires. Step 6

9 HIRE BETTER. HIRE LESS. About Talenytics By using our platform, you are guaranteed to improve your Quality of Hire. Talenytics is the only recruitment software designed to encourage Recruiter and Hiring Manager collaboration throughout the entire Recruitment Process, and measure the performance of candidates post-hire.