5 Essential Measurements for Making the Right Hire
Effective talent management starts with hiring the right employees-those who can help a company build value and delight its customers. Strategically focusing on talent acquisition and recruiting with a core philosophy of getting the right fit the first time makes all the difference. In today's talent management landscape, finding both talent and fit spans personality, work style, and even how your organization is perceived publicly. The next time you're recruiting talent, start with these five elements to find the right fit the first time.
1. Job benchmarking. Even before advertising a job opening, it is vital to take a close look at the job and its requirements. Every job should be assessed in terms of what superior performance will look like for the person filling the role. By proactively developing a list of ideal-fit characteristics that go beyond the mere job description, you will have a better chance at finding the right talent fit.
2. Competencies. Soft skills absolutely matter, and this is a component that many companies are pretty good at measuring during the interview process. It's essential to find out if a candidate has the basic competencies needed for a position. Skills such as communicating, negotiating, decision-making, listening, and persuading can make the difference in day-to-day job functions. It's a simple process to assess candidates in these skills, and if you've created a good job benchmark, you can easily determine if a person is a good fit.
3. Behaviors. Many of us are familiar with DISC profiles: Dominance (D), Influence (I), Steadiness (S), and Compliance (C). Assessing top candidates' behaviors within these four profiles shows how a person prefers to give and receive information. By understanding behavioral profiles, you can begin to see how a candidate may respond in situations pertinent to your job opening.
4. Motivators. Even beyond discovering how a candidate might behave in certain situations, it's ideal to get a look behind the curtain at what motivates your candidate. Through talent assessment tools you can discover what drives someone to action, as well as insight into whether they will succeed or fail in a job.
5. Cultural fit. Recruiters must also assess whether candidates will succeed in the company's work environment. At its core, cultural fit means that employees' beliefs, behaviors, and motivators are in sync with the company's core tenets and day-to-day environment.
A candidate whose behaviors, motivators, competencies, and values are consistent with not only the position but also the company will naturally find success in an organization. If you take the time to assess during the recruiting process, your hires will drive long-term growth and success for your organization, and ultimately save you time and money.
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