HRO Today April 2018 - 40

Talent Acquisition
1. Focus on a metrics formula. There are several metrics
that organizations are likely already using as part of
their measurement strategy that they can leverage to
calculate quality of hire. Amie Hibbins, strategy and
delivery director for LevelUp, suggests looking at data
around:
* retention;
* time to fill;
* hiring satisfaction;
* time to productivity;
* job performance;
* employee engagement; and
* cultural fit.
By zeroing in on scores around these metrics,
organizations can develop a formula to define and
create benchmarks for quality measures. Findley
says turnover is another factor to consider. It can
help pinpoint holes in the talent acquisition process,
especially if early attrition rates are high. Organizations
can look at the workers who are leaving with a short
tenure and review different qualities and processes-
including candidate qualifications, testing and
assessments, and onboarding-to determine the missing
link.
2. Benchmark top performers. Benchmarking the abilities
and achievements of top performers can also provide
insight. " Benchmarking can allow organizations to
identify common attributes of its top performers that
can be used to refine the talent acquisition process, "
says Beth Roekle, president of North America for
Advantage xPO. " Some of these attributes might
include education level, amount of previous experience,
previous employers, and assessment results. This
allows organizations to execute a cycle of continuous
improvement.
Once commonalities among top performers are
identified and analyzed, organizations can use this data
as a foundation for its selection process. " It is important
that once a data-driven talent acquisition process is
implemented, there is an organizational commitment
to continuous refinement of the selection process, " says
Roekle. " By harnessing performance data, the talent
acquisition team will be able to identify key attributes
that are common among high performers and refine
the recruitment process to better identify those people
who will have a higher probability of success within your
organization. "
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HRO TODAY MAGAZINE
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APRIL 2018
Findley agrees. " By utilizing top performer studies
and understanding successful behaviors of existing
employees, organizations can seek out, engage, and
select new hires who demonstrate those behaviors, "
he says.
3. Make the recruitment connection. Organizations
can also benefit by connecting the new hires that are
performing well to the recruitment strategies that were
used to attract them. John Corso, engagement director
for LevelUP, says there is much value in understanding
the effect of sourcing, interviewing, and assessment
processes on hiring quality. He recommends that HR
teams first identify where high performers are sourced,
whether is be LinkedIn, career fairs, or employee
referrals. Then, they can take a look at the interview
process and evaluate what types of assessments and
tests were used, as well as the leaders candidates met
with. And understanding if job requirements were
accurately aligned to the eventual hire can make all the
difference in the long run.
" Tracking this information over time would allow
companies to experiment with various aspects of the
recruiting process until the most successful hiring
method was achieved, " he says.
One characteristic organizations tend to overlook during
the hiring process is passion-and personal passion
often translates into professional drive. " Learn to
measure passion as it is the number one competency, "
says Neil Carfagna, engagement director of LevelUp.
" Ask open ended and behavioral questions focused on
courage, giving, growth goals, hobbies, and interests.
Those who express passion for the role among other
aspects of their life separate themselves from the
competition. "
Taking these steps can help organizations achieve a
better understanding of the factors that make up the
quality of their workforce, which will pay off tenfold.
" High-quality hires produce a competitive advantage
for organizations due to their high potential for success,
record of performance, and overall productivity, so
measuring and tracking quality of hires is extremely
important for organizations to consider in order to excel
in today's competitive environment, " says Henderson.

HRO Today April 2018

Table of Contents for the Digital Edition of HRO Today April 2018

HRO Today April 2018 - 1
HRO Today April 2018 - 2
HRO Today April 2018 - 3
HRO Today April 2018 - 4
HRO Today April 2018 - 5
HRO Today April 2018 - 6
HRO Today April 2018 - 7
HRO Today April 2018 - 8
HRO Today April 2018 - 9
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HRO Today April 2018 - 11
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