Mettl’s assessments have been the biggest filter in our recruitment process. Their platform has helped us reach out to a higher volume our applicant numbers. Mettl constantly keeps innovating on their products and tries to introduce a new aspect to everything.
Quality of hire signifies the value added by new employees to your organization in the long-term. It indicates the level of success attained by the new hire in the long run. Additionally, it serves as a metric to assess how the recruitment process has fared for the organization.
Industry research indicates how top talent contributes more to the company’s overall productivity.
Top performing employees generate four times the output of an average employee.
Hence, tracking the growth journey of hires by human resources can add significant strategic and financial value to the business. Industry experts seem to concur on the value added by the top talent to businesses. Speaking on the criticality of the quality of new hires to MTEQ, Chelsea Stearns, Associate Director, Talent Acquisition and Employee Engagement says, “If a candidate is not the right fit, he will not have job satisfaction and, in turn, the organization will suffer.” This can increase the voluntary turnover and lower the overall employee engagement, she adds. An article published in a prominent English-daily in India, too, reiterates this challenge. Attrition rates have been the highest in 2018-19, clocking as much as 21-23 percent. It stems from the lack of availability of suitable talent. Thus, gaining timely access to a quality talent pool is becoming an important focus for organizations.
However, these challenges can be surmounted if companies undertake the right approach to build a candidate pool of high potentials. Sharing how LiveCareer ensures the quality of its hires, HR specialist Magdalena ?urawska mentions, “For us, the quality of hires revolves mainly around what new hires can bring to the table, their value proposition and whether they will make an excellent cultural fit.”
To achieve the goals mentioned-above, organizations need to adopt technology as technological solutions assist in making recruitment more efficient and scalable. Companies that improve the quality of hires invest in the right technical solutions and use data to drive decisions. Thus it enables the recruiters to prioritize their time and attention to onboard high potential talent and enhance the candidate experience throughout the recruitment process.
Corporates continue to face numerous challenges that surface with the changing demands of the industry and workforce. We interviewed HRs, recruiters, TA heads and CXOs across the globe to understand the challenges of the HR landscape and how companies tackle them. Across industries, these challenges can be majorly categorized under four heads:
An organization’s mission and vision majorly rest on its brand image and value. To create a stellar brand, companies invest adequate resources presenting the company’s goals through their career pages. However, merely revamping career pages alone will not help in achieving the objective. Brand building has more to do with online ratings and an excellent social media presence. Companies must address the basics.
Organizations should not only focus on the present but also anticipate employee needs and provide solutions, preempting challenges. A company’s reputation is more important to new hires today than ever before. Stating how job applicants no longer seek primary benefits and reasonable compensation, Resumelab HR Manager Jagoda Wieczorek says, “A strong employer brand and a good work culture are what quality talent searches for.” It is especially true for Generation Y and Z as they tend to derive meaning in what they do and appreciate businesses built on real values.
Speaking on how building a strong employer brand helps in improving the quality of new hires, Chelsea from MTEQ says, “Most people are nervous when changing jobs. They fear they will not be happy in their new role. If a company can effectively communicate how it cares for its employees and customers, it creates a competitive advantage for itself during the talent acquisition process as this can reduce the fear of the unknown.”
With the changing demands of market and job applicants, it is becoming increasingly difficult for companies to provide a holistic experience to the top talent, which would engage and motivate them in the long-run.
There are numerous challenges in filling up vacancies in a short time-frame. Aligning the schedules of hiring managers and applicants is one of the most prominent challenges. According to Jon Hill, chairman and CEO of The Energists, hiring on a tight deadline always presents the risk of recruiters choosing the most qualified candidate available, not the best candidate for the position. When HRs are constrained by time to fill positions, it is tempting to shortlist the first person who appears to be competent even if he/she is not the ideal match, he adds.
Jake Penney, HR Head, English Blinds, too, believes that the need to fill a role quickly is one of the greatest threats to making a good quality hire, but choosing the wrong person to simply get someone in place is perilous and may cost the business. As per Jake, it is better to leave a role unfilled or begin the recruitment process again. Even at the cost of potentially critical short-term operational problems, than making a poor choice and run the risk of causing acute, long-term operational issues instead.
According to industry experts, identifying the right talent for open positions emerged as a critical problem in hiring. “Identifying quality candidates becomes a roadblock when candidates have a plethora of skills under their belt, but they don’t appear to be a 100% cultural fit,” says Magdalena ?urawska, HR Specialist at LiveCareer. That’s when we must take a step back and re-evaluate whether we should go ahead with the hire and try to adapt their workplace value system or look for someone else who will be a better match overall.
As per the 2019 Quality of Hire Trends Report, over 60% of companies have cited identifying quality hires as the top challenge they will face in 2020.
As a result, talent acquisition professionals are responsible for ensuring that new hires are going to meet organizational goals and expectations. However, only 26% of companies have a formal methodology for defining the quality of hire metric. Yves Lermusi, CEO, Checkster believes that the difference between a good hire and a great hire can have a dramatic impact on business results. Also, while the quality of hire is a priority for HR and talent leaders, organizations have no standard for defining, measuring and improving this critical metric.
Engaging candidates can be challenging for human resource professionals as candidates are often eyeing advancement with big players. In such a case, engaging new hires for a small organization becomes problematic. According to The Business of Engagement, employees with higher job satisfaction are 57% more likely to be engaged, and 53% more likely to be productive. However, a lack of employee engagement can be costly to your business through low productivity, absenteeism, and poor performance. Once you have identified the best talent, it is vital to retain them. However, due to a lack of HR practices to engage, companies may fail to onboard the top talent.
Sharing how tricky engagement became for LiveCareer, Magdalena shares, “ A couple of months ago when we had to fill 24 positions within a quarter, we had to establish connections with over 200 people, which made it everything but easy to keep each and everyone engaged with the recruitment process.” This process made Magdalena realize that continuous candidate engagement is the key to hiring success in 2020. Hence, HR professionals need to make prospective hires interested in the job, so they don’t lose out to a competitor.
Technology is supporting to make the recruitment process effective and efficient with the help of data. Numerous innovative tools and software are bringing ease to the lives of HRs by ensuring a hassle-free recruitment process, which is cost and time-efficient. Organizations that are adopting and implementing HR technologies have experienced positive changes in their recruitment cycles.
Psychometric and cognitive assessments are efficient tools in the pre-hiring process. According to Martin Luenendonk, Co-founder and CEO, Cleverism, these assessments minutely assess the candidates’ ability to perform in multiple situations. They give an idea of individual and team performance and how employees respond to certain situations like short deadlines and more. CareerPlug HR Director Natalie Morgan also uses personality and cognitive assessments for their open positions as the assessments prove to be effective by giving the company jumping-off points to ask more profound questions during the interview process.
Psychometric Assessments can be used for:
Technical and coding tests help in evaluating job applicants based on their subject matter expertise. Companies using role-based assessments hire quality talent suited for a particular job role. Sharing their experience in combining personality tests with the technical test, Jeremy Harrison, Founder, Hustle Life, says, “This way we are able to gauge potential candidates who fit our company culture while also fulfilling technical skills and abilities needed to perform and excel in the job.” Mentioning how MTEQ also employs coding tests during hiring, Chelsea says, “We ask all software engineering candidates to respond to a coding prompt. This is highly effective in determining which applicants possess the required problem-solving skills to be successful on the job.”
Simplify Your Technical Hiring with Automated Online Coding Tests
Over 80% of best-in-class organizations invest or plan to invest in a top-ranked recruitment software.
Recruitment software helps organizations in tracking a candidate’s progress, from sourcing to hiring. They contribute to the successful recruitment of employees, as well as in the effective automation of tasks. Thus, it saves both time and money. Recruitment software is also a communication point between the company and the candidates. HRs globally believe in the effectiveness of a structured hiring process.
Anshul Meshram, talent acquisition specialist, LAVA Mobiles, also concurs that leveraging HR technology tools such as an Applicant Tracking System (ATS) integrated with video interview tools. Remote proctoring, and in-built competency-based talent assessments, can enable easy scheduling of interview rounds. User-friendly, cost and time-efficient software enable seamless execution of the hiring process, right from information gathering to taking data-based selection, all integrated into a single platform.
Structure Your Hiring Process by Integrating the Power of Three Systems into One Data-backed Platform
Additionally, video interviews help assess a candidate’s skills before they are called for a face-to-face interview. They have in-built video recording, skill-testing (simulator), and candidate grading feature that is absent in a typical video conferencing or video chatting tool.
71% of firms use real-time video interviewing for hiring, while 50% use it for shortlisting candidates.
Hire On-the-go With Structured Video Interviews
A structured interview better aligns the hiring process as it enables you to:
Virtual assessment centers are an intrinsic part of the recruitment cycle. They assist in decreasing the scope of error, lower the overall turnover, and ultimately increase the chances of hiring high performers.
Being the online replica of physical assessment centers, virtual assessment centers provide a comprehensive view of candidates while upholding the sanctity of physical assessment centers. Similar to traditional exercises, even virtual assessment centers have a set of exercises to be performed in a simulated environment.
These tools are administered online and have the functionality of automated reports. They further help in reducing logistical hassle, manual intervention, and additional cost of in-person assessments while ensuring the accuracy of the test result.
Understand Your Talent Better with Virtual Assessment Centers
For companies to become successful in measuring the quality of hire, they must consider both pre- and post-hire metrics. While attracting talent is critical to competing for talent, the key to success of the quality of hire is in the process commencing with the interview and concluding with the offer. Companies that use technology during initial and later stages have a better understanding of a candidate and gather more meaningful information beyond what is found on a profile or in a resume, in turn, building a sustainable talent pipeline.
Resource: “O’Boyle Junior, E. & Aguinis, H. (2012) The best and the rest: Revisiting the norm of normality of individual performance. (Volume 65, Issue 1) Retrieved from Personnel Psychology, 27 February 2012”
Originally published March 4 2020, Updated December 21 2020
A writer at heart, Megha has been in the content industry for 4 years. Starting her career from print, her journey spans across IT, legal and consulting industries. She has been associated with Mercer | Mettl as Assistant Manager, Content Marketing for 2 years.
The primary objectives of recruitment and selection are to ensure high-quality candidates who are culturally fit and work toward shared organizational goals and vision.