\n\tEmployment survey data suggests that up to 20% of all new hires are viewed as \u2018mistakes\u2019; and although the costs of mis-hires and the benefits of great hires are well understood, many organisations still struggle with quality of hire.<\/p>\n
\n\tIn this article, we look at three ways to directly impact your quality hires, as poor quality hiring decisions can be both costly and disruptive to your business.<\/p>\n
\n\tOf course there are many factors that influence quality hires, but if you can improve in these 3 critical areas of your recruitment process you are on the right track!<\/p>\n
\n\tMost business processes are designed and executed to maximise organisational efficiencies and minimise time and investment. However, while organisational productivity must always be considered, an efficient process doesn\u2019t always result in quality outcomes.<\/p>\n
\n\tRecruitment processes are one such conundrum. What potential applicants and your target talent want in order to engage and invest in your opportunity isn\u2019t about what\u2019s easiest for your organisation.<\/p>\n
\n\tA positive candidate experience during the application and assessment process is critical – not just to a successful hire, but also to their longer term performance.<\/p>\n
\n\tThink about how you can best engage your talent at the critical beginning and end stages of the hiring process and how to modify your approach for different audiences.<\/p>\n
\n\tAttract and retain skilled recruiters who genuinely \u2018get\u2019 that recruitment isn\u2019t about keywords on a resume or years of experience.<\/p>\n
\n\tThis \u201ctip of the ice berg\u201d<\/a> level of recruitment is the crudest level of understanding of what skilled recruiters do. If your recruiters are not able to assess and understand behavioural and motivational competencies, enrol them in some professional development \u2026 or hire some who do!<\/p>\n \n\tYour recruiter\u2019s attitude about the value of what they do will also impact their desire and willingness to innovate and be committed to quality processes and outcomes. If their experience and relationships with critical hiring managers in your business do not reflect their importance in the process, they are less likely to be engaged and more likely to just go through the motions, resulting in mediocre outcomes.<\/p>\n \n\tIt may seem obvious, but the number of vacancies a recruiter manages can significantly impact the quality of the outcomes. Most organisations find it difficult to justify having dedicated resources for recruitment, which means that staff in HR are often spread too thinly to ensure expertise across too many deliverables.<\/p>\n \n\tEnsure you have the resources to manage the volume of recruitment you are experiencing and look for flexible ways to manage this during peaks in demand. Consider hiring a contractor to manage short term volumes, or outsource strategically when demand is in peak; or even for difficult roles.<\/p>\n \n\tHiring managers, as ultimate decision makers and key influencers in the first 90 days of a new hire\u2019s employment, have significantly more influence on quality of hire than recruiters. The challenge is that while most hiring managers are \u2018subject matter experts\u2019 in their field, they often lack the skills or understanding of recruitment and selection practices effectively.<\/p>\n \n\t <\/p>\n \n\tClick here<\/a> to read other RecruitNews articles.<\/p>\n\n\tAttitude\u2026<\/h3>\n
\n\tWorkload\u2026<\/h3>\n
\n\t3. Effectively partner with your hiring managers<\/h2>\n
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