There’s been quite a bit of reporting in both traditional and social media recently about improving quality of hire. That’s great to see - it’s something recruiters should be focusing on much more than they do (rather than just recruitment time and cost).
There are two issues I think recruiters, and other HR professionals, need to understand in order to get to grips with this more important objective / metric.
The first thing is that quality isn’t just about the skills / competencies / capabilities that someone is selected with. Instead, we need to focus on how well a new joiner will be doing in their jobs someway - eg 100 days or 6 months - into their jobs or even their careers (one of my clients has recently restated its quality of hire metric as the proportion of new hires that get taken on for the company’s high potential programme). It’s much more important that someone can get to this future level of performance, and do so quickly, smoothly and cost efficiently, than that they had the required capabilities when they came in.
The second thing is that performance is always contextual. Eventual performance is probably always as much about what we do with the candidate as anything internal to them. The high first year turnover experienced in many, many organisations isn’t usually down to poor selection, it’s about everything else that’s going on instead.
These areas include effective organisation and job design; alignment of the new hire with the organisation’s EVP; supportive manager and colleagues; and professional management from HR. But the topmost requirement - the thing which most often makes the difference between great and mediocre performance, as well as complete failure - is effective onboarding / induction.
And as is often the case, the key enabler for effective onboarding is effective technology. And one very good example of effective onboarding / induction technology is the product provided by this blog’s sponsor, iCIMS.
This system helps ensure employees are productive as quickly as possible - having access to all the information they need, and being able to provide their own data online. Perhaps less intuitively, iCIMS are also seeing positive impacts on their client’s engagement scores and retention rates as well.
The product also provides a management dashboard which helps HR teams co-ordinate other departments to ensure onboarding is completed effectively, and in the most efficient way.
It’s a great tool in ensuring quality of hire is consistently high - you may want to take a look?
This post is sponsored by iCIMS.
iCIMS is the leading provider of talent acquisition software for growing businesses. Through the implementation of easy-to-use, web-based solutions, the iCIMS Talent Platform helps organisations manage everything from sourcing, to recruitment, to induction all within one streamlined application.
Key features of the Onboard product include:
- New Hire Onboarding Portal: Immerse new hires in corporate policies and culture with a personalised New Hire Onboarding Portal. This portal is uniquely tailored to your organisation and may include content such as a welcome message from the CEO, social activity information, and insights into current projects.
- Communication Center: Create messaging that reflects your brand by generating a complete library of onboarding correspondence. Engage employees with consistent communications regarding company goals and how they can help achieve them.
- iForms Library: Automate induction with more than 20 universal forms and 70+ specific to the US, UK, and Canada. Send new-hire packets electronically and capture electronic signatures.
- Induction Reports: Measure global metrics on HR productivity and key performance benchmarks. Run reports to gather data on induction by location, workflow, iForm completion, and more.
- Access Levels: Manage departmental tasks with access levels that streamline process inside the platform.
- Reporting Center: Create custom searches and reports, while also gaining access to a set of standard reports that help determine induction programme effectiveness, such as turnover.