HRO Today April 2015 - 33

Talent Acquisition
assessment tools have evolved to help organizations
identify the behavioral DNA of current highperforming
employees. These assessments leverage
predictive analytics technology in order to develop
performance profiles that identify core behavioral
characteristics of top performers. This performance
data reveals what makes outstanding employees
unique so that organizations can hire candidates
with similar qualities. Organizations can then use
this knowledge to ensure they are evaluating future
employees against the same set of characteristics
as their best employees, before they even start the
recruiting process. By having all candidates take the
same assessment, organizations are then able to
compare how well they " fit " within the organization
from a cultural and behavioral perspective (as opposed
to simply evaluating job seekers on experience or
education related to the position). According to a
recent CareerBuilder survey, 27 percent of employers
said a bad hire cost them more than $50,000.
Adequately assessing a candidate's fit is not just
imperative for creating an ideal work environment, it
has real cost implications as well.
Why Behavorial Fit is Important
A few months ago I struck up a conversation with the
woman sitting next to me on a flight. I quickly learned
that she was a nurse, which piqued my interest as I
spend most of my time working to improve employee
performance and engagement in the healthcare
industry. She mentioned that she was an intensive
care unit (ICU) nurse, but occasionally she was asked
to " float " to the medical surgical (Med-Surg) unit. I
noticed that she rolled her eyes when she mentioned
Med-Surg, so I asked her if she disliked being asked to
float to that unit.
She explained that in the ICU she normally had one
patient, which enabled her to get to know that patient
and their family on a personal level. After all, not all
patients are alike. Everyone responds differently to
treatments and medications, and a nurse that can
take the time to understand the nuances and unique
characteristics of a patient, the better they can ensure
the best care and best outcomes.
She went on to share that when she floats to MedSurg,
she ends up with five or six different patients
with a wider variety of conditions and needs-not to
mention more family members, which can significantly
influence the interactions. She said she just didn't
like the ceaseless changes as current patients were
discharged and new patients were admitted.
So, just like a patient is not a patient...a nurse is not a
nurse. If she had taken an assessment prior to her hire,
her manager would have known that she would be
much more effective (not to mention happier) in the ICU
than in Med-Surg. Matching each individual's unique
strengths, behavioral characteristics, and preferences
inevitably results in lower turnover and increased
employee engagement. And at the end of the day, the
equation is pretty simple: happy nurses equals happy
patients.
Assessing a candidate's fit is not
just imperative for creating an
ideal work environment, it has
real cost implications as well.
You're Hired! Now What?
Making sure you are hiring the right individuals is just
the beginning. Enhanced onboarding systems allow
new employees to easily file new hire paperwork, take
virtual " tours " of their organization, watch welcome
videos from senior executives, and, in general, get a
head start on acclimating to their new position well
before their first official day of employment. At the
same time, a new employee's manager can receive
an onboarding report based on data collected from
the previously mentioned assessment, giving them
clues into how to engage that employee in a way that
reflects their unique characteristics.
The onboarding experience is the first real impression
a new employee develops about their new employer.
According to the Aberdeen Group, 86 percent of new
hires decide to stay (or leave) their new employer
within their first six months of employment, and
APRIL 2015 | www.hrotoday.com
[33]
http://www.hrotoday.com

HRO Today April 2015

Table of Contents for the Digital Edition of HRO Today April 2015

HRO Today April 2015 - 1
HRO Today April 2015 - 2
HRO Today April 2015 - 3
HRO Today April 2015 - 4
HRO Today April 2015 - 5
HRO Today April 2015 - 6
HRO Today April 2015 - 7
HRO Today April 2015 - 8
HRO Today April 2015 - 9
HRO Today April 2015 - 10
HRO Today April 2015 - 11
HRO Today April 2015 - 12
HRO Today April 2015 - 13
HRO Today April 2015 - 14
HRO Today April 2015 - 15
HRO Today April 2015 - 16
HRO Today April 2015 - 17
HRO Today April 2015 - 18
HRO Today April 2015 - 19
HRO Today April 2015 - 20
HRO Today April 2015 - 21
HRO Today April 2015 - 22
HRO Today April 2015 - 23
HRO Today April 2015 - 24
HRO Today April 2015 - 25
HRO Today April 2015 - 26
HRO Today April 2015 - 27
HRO Today April 2015 - 28
HRO Today April 2015 - 29
HRO Today April 2015 - 30
HRO Today April 2015 - 31
HRO Today April 2015 - 32
HRO Today April 2015 - 33
HRO Today April 2015 - 34
HRO Today April 2015 - 35
HRO Today April 2015 - 36
HRO Today April 2015 - 37
HRO Today April 2015 - 38
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HRO Today April 2015 - 43
HRO Today April 2015 - 44
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HRO Today April 2015 - 53
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