Great Hiring vs good Hiring

By November 20, 2019Blog, Recruiting

There is a thin line between good recruiting and great recruiting. Nevertheless, both of them will have a strong impact on your company’s outcome. A top challenge for different companies is identifying quality hires.

The Aptitude Research 2019 Quality of Hire survey shows that these are the top talent acquisition challenges: 64% of companies say that identifying quality of hire is a huge challenge, 57% go for retaining top talent, 33% goes for communicating with candidates, 18% go for assessing the organizational fit and 22% for improving the candidate experience.

Talent acquisition leaders are being held responsible for what happens past when a candidate acknowledges an offer.

An important aspect to take into consideration is that 1 in 3 companies mentioned that they would like to track the quality of hire, however, they don’t have the experience from where to begin. We need to have a good understanding of what makes an incredible onboarding and the characteristics to consider both the registration of a candidate and the creation of an unused on-boarding. Quality of hire at a fundamental level can be measured throughout an employee’s first year.

62% of businesses that decided to improve the quality of hire started to have a strong talent acquisition strategy in place.

As a result, the HR team must identify the characteristics which influence the quality of hire. Moreover, we should enable better communication between contract managers and professionals through shared knowledge, better channels of feedback and data collection. Last but not least, they must communicate the definition of the recruiting process all through the organization.

When measuring the quality of hire these are the main topics that companies vouch for (based on the same report above): hiring manager satisfaction – 54%, first-year retention – 42%, organizational fit – 38%, performance data – 38% and first-year productivity 26%.

Companies that aim to improve the quality of hire have three common characteristics: they use wisely technology tools, utilize information to form enrolment decisions, and accumulate continuous input. The best ranges of salary where organizations want to see advancement and are increasing presupposition are mostly strategies with an effect on quality at the top of the funnel.

Attracting talent is basic to competing for ability. Organizations must have interview solutions, evaluations, foundation screening, online reference checking, and onboarding arrangements. Companies that utilize innovation amid these afterward stages have a way better understanding of a candidate and accumulate more important data past what is found on a profile or in a resume.

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