how to know if you hiring great talent or not

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How to Know if You are Hiring Great Talent or Not?

How to Know if You are Hiring Great Talent or Not ?

Hiring and retaining the best talent

The fight for the best and brightest talent in the world is

heating up; this is on account of a workforce that is far more

exposed to new opportunities than ever before.

Projections indicate that, for the first time in U.S. history, the

number of younger workers entering the work force will not

be adequate to replace those who are leaving.

is as tough as it's ever been


Hiring great talent means greater productivity &

profitability

With the best technology and resources, an organization will

struggle to achieve the requisite results without the right people.

The contributions made by the right candidate in terms of

productivity will far outweigh the cost of his salary

The starting point to any successful

organization is

Hiring the Right People


According to a Harvard Business Review report, 80% of turnover is caused by bad hiring decisions

The US, Department of Labour calculates that it costs

half of a new hire’s annual salary to replace him.

• These figures take into account cost of recruitment,

selection and training

• The figures do not include indirect losses such as

decline in employee morale

• Bad hiring is therefore a costly mistake

Organizations and companies are faced with different challenges compared to those faced 10 or 15 years ago. • On the positive side, however, they do not have to

restrict themselves only to their local pool. Access is now available to a far wider pool of candidates

• Technology is the greatest enabler in the process of connecting companies with potential candidates.


With these new recruitment practices and the far reaching implication of

bad hiring, the recruiters must constantly ask themselves one question

Am I hiring the Right People?


A job analysis effectively evaluates the personal attributes

required to execute the job role

• This list is identified by breaking down a job into logical parts.

• Each job task is analysed basis parameters such as skill, job knowledge

and overall attitude

When you know exactly what talents are required… You know what to look for and what to test for, then you know you are hiring great talent.

1. Analyse the job you want to fill


Employer Agility combines

• IQ assessment – Technical ability

• EQ evaluation – Cognitive and social ability

An EQ evaluation offers a high probability index of

how well an employee may fit into your

organization.

2. Focus on Employee Agility

If you are using both, then you are hiring great talent


If your standardized hiring process includes

• Criteria-based screening of candidates

• A thorough background check

• Standardized assessments

• Structured interviews

…then you are likely to be hiring great talent

3. Use a Standardized Hiring Process

Hiring based on your company’s work culture, ethos and future plans turns out to be more effective than hiring that is done based purely on candidate skills.


How will a standardized process help?

If an employee you hire proves to be a good fit for your company then you have hired great talent.

• Employees who are a good fit organizationally can be hard to find.

• An employee you hire may be a good fit for your company but not for the

specific position filled.

• The key lies in being flexible and trying to move them to another position

based on their strengths and experience.

• Employees who understand the organizational culture & ethos are more likely

to succeed than those that do not, even if they have the right skills.


To ensure great hires you need to hire candidates who

fit into your vision of the organization’s future rather

than just today’s needs.

Although a new employee has to make economic sense

for today’s work, the best hires are people who are

future ready and not just people who have skills to get

work going today.

4. Hire for the future

If you hire for today’s need and tomorrow’s vision, then you are hiring great talent.


5. Create Great Candidates

If you consider non- traditional candidates and engage the bright ones out there then you will create great talent.

While experience may be a pre requisite it cannot be a

substitute for a good cultural fit of the employee

Small organizations that are constrained by lack of resources

and brand power, may find it worthwhile to recruit new

candidates and train them rather than poach on existing ones


Many a time unconventional solutions to problems come

from people who may have a ring side view of the situation.

Efforts need to be made to meticulously engineer a diverse

and effective team.

Consider

Having put together a worthy team, the task is to put

together a conducive system which enables employee

engagement

“Expand your definition of what a good hire entails – often the most promising candidates sit on the periphery of your sector.”

Non-traditional Candidates

Engage Candidates

How to create great candidates?


• Periodic performance tracking and evaluation

• Identify good employees and help them to improve their

performance better

• The employees should be motivated to be responsible

and thus remain committed to their own improvement

• Regular workshops and skill development helps the

employee to be more confident in the work he does

6. Inculcate a sense of Self Awareness


If you

• Use Psychometric Assessments

• Apply an effective way to

manage, track and receive

employee referrals.

• Engage your new talent in a way

to improve early performance

and later reap the benefits

…then you are hiring great talent.

How to hire great talent If you hire people who

• see the big picture

• are passionate about that picture

• can contribute to the overall company

vision

• are better at getting things done

...then you are hiring great talent.

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Changing Times in Recruitment Technological Impact

• http://www.entrepreneur.com/article/78598#ixzz2iLLYtnNQ

• 1oo + 1 Top Tips, Tools & Techniques to Attract & Recruit Top Talent,

by Mel Kleiman.

• http://thebuildnetwork.com/team-building/conductor-talent-

assessment/#sthash.QcUyNCZL.dpuf

• http://blog.randstad.in/2013/07/how-do-you-hire-the-right-talent-

for-your-business

• http://www.forbes.com/sites/ashoka/2012/12/05/three-strategies-

to-help-you-cope-with-the-talent-deficit/

• http://www.businessinsider.com/small-employer-finds-great-tech-

talent-2013-10#ixzz2iXLW7LIo

Sources

http://www.entrepreneur.com/article/78598












http://thebuildnetwork.com/team-building/conductor-talent-assessment/
















http://blog.randstad.in/2013/07/how-do-you-hire-the-right-talent-for-your-business






























http://www.forbes.com/sites/ashoka/2012/12/05/three-strategies-to-help-you-cope-with-the-talent-deficit/
































http://www.businessinsider.com/small-employer-finds-great-tech-talent-2013-10



























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Why Zalp 7 easy and convenient ways to refer

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