No matter what snow may linger in your neighborhood, our calendars say spring is officially underway. It's a time of awakening, when dormant things come to life. Tender new growth bursts forth with startling and fresh promise. Many look forward to this season for its annual call to clean and renew, appraise and improve.
What new life can you bring to your talent acquisition practices?
Consider where the opportunities are to reinvigorate your quality of hire, grow your talent pool, or otherwise enrich your workforce.
Has a long-planned expansion or product launch brought increased funding to the budget cycle, requiring a new candidate evaluation process as you ramp up? Did an anticipated acquisition finally round the corner, placing new recruiting demands on your team? Or has a budget review forced some serious reconsideration of old hiring practices, prompting you to spruce up your current routine?
Cultivate the right candidates
Hiring the right people for the right job requires first understanding the position for which you're hiring. Establishing job-relevant hiring criteria requires careful job analysis. Perform a thorough job analysis by formally evaluating the knowledge, skills, attributes, and other characteristics required for job performance. Effective multimethod job analysis features direct observation of incumbents in the day-to-day performance of their jobs.
Other strategies include conducting focus groups with subject matter experts, managers, and current employees to describe, discuss, and document what contributes to superior job performance. Determining job relevance also requires a thorough review of descriptive information about the job, training materials used to support performance development and job proficiency, and structured job analysis questionnaires to capture specifics about the performance environment and operating context. Job analysis outcomes provide the framework for evaluating candidate job fit.
Understand what grows in your environment
Measure employee performance to understand not only how your new hires are doing but to ensure you can continue to correctly identify candidates most likely to succeed in your business.
Many organizations do not systematically measure quality of hire. Its factors can be identified, tracked, and reported in both qualitative and quantitative terms. Objectively measuring the performance of people already in the role means evaluating and capturing performance in hard numbers to draw a clear picture of what qualities contribute to on-the-job success. And don’t forget to consider how the job may evolve over time and any trends that impact performance.
Fortify recruiter success
Providing your recruiters with tools to support evidence-based decision making will yield better quality of hire. A structured evaluation process such as Shaker’s Virtual Job Tryout ensures recruiters can harvest a more insightful candidate evaluation process that goes beyond enumerating the skills and experience needed to perform the job.
Virtual Job Tryout technology captures more than 300 usable data points from applicant responses. Insights needed to differentiate candidates are backed by validation studies and talent analytics from millions of applicants and hires. A thoughtful whole-person evaluation tool like the Virtual Job Tryout provides the evidence-based decision support companies need to improve their quality of hire and increase retention.
Renew your hiring practices this growing season
Finding right-fit talent the first time is key to creating a high-performing workforce. Identifying job-relevant criteria for hiring, measuring job performance, and enabling your process with the tools to make evidence-based hiring decisions will bring you season after season of quality hires.
Want to know more about stimulating growth in your quality of hire? Check out our industry-leading Virtual Job Tryout technology.