The conversation continues, now four weeks after the conference. Just last week I was speaking with someone about Tom Becker’s metrics session where he stated “more candidates is not a good thing,” and Liz Pellet’s mantra,” Attract, engage and repel.” Both of these perspectives are rooted in the notion that web-based sourcing and attraction deliver more candidates than you want, and not always who you need. I have been calling mass attraction the creation of resume spam for years.
John Sullivan, also continuing the conversation, is now in part three of a four part review of the Recruiting Excellence Award Winners. KeyBank was named as winner for most strategic use of technology from their results on improving the quality of the hiring decision. KeyBank documented that job-fit, as measured through a pre-employment assessment simulation, increased success on the job and thereby increased retention. KeyBank, while concerned with adequate sourcing, focused on how to identify the best candidates.
Tom’s Becker’s assertion is based upon learning from statistical analysis, the size of a candidate pool needed to make an effective hiring decision. As such, the job posting can be closed when a certain number of candidates have applied. Liz’ Pellet’s assertion is based upon the assumption that a well crafted message or feedback to the candidate will awaken the judgment of the less qualified and cause them to self-select out of the recruiting process. Size of the candidate pool does have an impact on the probability of having a sound candidate in the mix. Repelling candidates tells you something about those who opted out, but nothing about those who remain in the process. Neither of these approaches is really designed to manage decision quality.
The quality of the hiring decision rest squarely on the quality of the pre-employment assessment data used to support the decision. KeyBank understands the value of decision-support data. As John Sullivan wrote; “the bank statistically linked performance on the VJT, pre-employment test, with critical outcomes including service delivery, referral generation, transaction efficiency, and cash drawer accuracy.”
Anecdotal observations that your staffing process improvement initiatives are working are nice to have. Documenting a multi-million dollar impact is evidence of busy savvy recruiting. The economic impact of staffing process improvement has the highly valued competitive advantage of the long tail – on-going service delivery improvements and cost reductions. Kudos KeyBank!