the recruiter’s blueprint for better quality of hire linkedin global recruiting trends 2016 the...

The Recruiter’s Blueprint For Better Quality of Hire

© 2016 iCIMS, Inc. All rights reserved.

A Research eBook by:

© 2017 iCIMS, Inc. All rights reserved.

¹ CEB https://www.cebglobal.com/human-resources/recruiting/quality-of-hire.html 2 LinkedIn Global Recruiting Trends 2016 https://business.linkedin.com/content/dam/business/talent-solutions/global/en_us/c/pdfs/GRT16_GlobalRecruiting_100815.pdf

The Recruiting Metric You Can’t Ignore

agree that quality of hire is the most valuable metric for gauging recruitment success.

Approximately 30% of small to mid-size businesses

said that improving quality of hire would have the

most significant impact on their business in 2016.2

We know that data drives recruitment success…but

there are a lot of different metrics to consider. Which

one do organizations think matters most? Quality of

hire.

After all, hiring the right people is what recruitment is

all about.

It’s even easier to understand why quality of hire

has emerged as the most valued recruiting metric

given that hiring managers say they consider

1 in 5 of their employees to be a “bad hire” or

“regretted decision”.¹

So we know quality of hire is important, but how do

recruiters go about improving it?

39% of employers

© 2016 iCIMS, Inc. All rights reserved.© 2017 iCIMS, Inc. All rights reserved. 2The Recruiter’s Blueprint For Better Quality of Hire

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Manage Your Measurement

Though companies understand the

importance of quality of hire, they’re

much less confident in their ability to

quantify and measure it. And without

that foundation, knowing if and how

quality of hire improves is difficult.

Getting StartedSo here’s the thing: there is no concrete formula for calculating quality of hire. It’s often dependent on an organization’s unique understanding of what quality

means. That being said, your quality of hire formula should be clearly defined, and should pull in a variety of other recruitment metrics, such as:

• Annual new hire turnover rate

• Average time to complete onboarding objectives

• Number of candidates interviewed per position

• New hire job performance

of companies that measure quality of hire agree 85% that it positively impacts hiring quality, and almost half believe that measuring this metric can improve quality of hire by more than 25%.3

3 Hudson RPO and HRO Today Institute http://hudsonrpo.com/Portals/RPO/documents/Quality-of-Hire-Report.pdf


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Manage Your Measurement

4 LinkedIn Global Hiring Trends 2016 https://business.linkedin.com/content/dam/business/talent-solutions/global/en_us/c/pdfs/GRT16_GlobalRecruiting_100815.pdf5 Deloitte, Global Human Capital Trends 2015 http://www2.deloitte.com/content/dam/Deloitte/at/Documents/human-capital/hc-trends-2015.pdf

Only 33% of respondents feel that their methodologies for measuring quality of hire were strong, and only 5% said it was ‘best-in-class’.

Only 6% of HR departments believe they are “excellent” in

data analytics to begin with.


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http://www2.deloitte.com/content/dam/Deloitte/at/Documents/human-capital/hc-trends-2015.pdf

How to Take (Quality) Control


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Define What You’re Looking Forand Share that with Job SeekersAfter establishing a baseline for how to measure quality of hire, determine what quality means for each position you recruit for, and combine that definition with your organization’s understanding of cultural fit.

Step 1: Align with Hiring Managers

Make it easy for hiring managers to share what they’re looking for by giving them the ability to

write and edit job descriptions, view your current applicant pool, and leave detailed comments

about candidates—all within the same system.

Step 2:Identify Cultural Fit Criteria

80% of managers named cultural fit as a top priority to consider when hiring a new employee.⁶ And iCIMS finds that

employees that are a strong cultural fit are more productive and stay longer.7 Take

whatever defines the spirit of your company and translate that to desired employee

characteristics. Does your workforce embody innovation? A nose-to-the-grindstone

work ethic?

Step 3:Communicate Both with Candidates

Attract best-fit candidates by making it clear what you’re looking for. Tailor recruitment

materials to reflect job-specific qualifications and your unique company culture. The iCIMS

Talent Platform makes it easy for recruiters to do so on a consistent basis with editing

tools to configure job postings, the ability to add photos and videos, and branded career

portals.

⁶ Cubiks, “International Study on Job and Culture Fit” http://www.cubiks.co.uk/ 7 iCIMS Hire Expectations Institute, “The Impact of Successful Employee Referral Programs” https://www.icims.com/sites/www.icims.com/files/public/The%20Impact%20of%20Successful%20Employee%20Referral%20Programs%20FINAL.pdf

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https://www.icims.com/sites/www.icims.com/files/public/The%20Impact%20of%20Successful%20Employee%20R

https://www.icims.com/sites/www.icims.com/files/public/The%20Impact%20of%20Successful%20Employee%20R

Optimize the Screening ProcessThe unfortunate reality is that 50-75% of applicants aren’t qualified for the jobs they apply for, across all job classifications.8 In fact, 21% of companies said their bad hiring decisions were the result of becoming familiar enough with candidates’ skills prior to hire.9

What to Do

Adjust Screening Questions

on a Per-Job Basis

Talent acquisition technology should make it possible for recruiters to edit and associate

different applicant screening questions for different job openings, to ensure that

filtering is as accurate as possible (and not standard across the board). The ability to determine which questions “knock out”

applicants from the pool is also key to find the right people, faster.

Ask for a Video

Cover Letter

Request that a candidate submit a video cover letter at the second or third stage of screening. With a basic prompt, give

candidates the opportunity to volunteer additional information about their skills,

experiences, and competencies. This gives recruiters a better sense of candidate fit,

without the time and expense of an onsite interview.

Turn to Leading

Assessment Providers

Screening assessments are a great way for recruiters to determine whether or not

an applicant has needed skills. At iCIMS, we partner with over a dozen leading

assessment providers, so that our customers can access assessment results

right within a candidate’s profile.

8. Talent Board http://www.thetalentboard.org/wp-content/uploads/2016/02/2015_NAM_Talent_Board_Candidate_Experience_Research_Report_FINAL_160208.pdf 9. CareerBuilder http://www.checkster.com/blog/why-quality-of-hire-is-hrs-most-important-metric

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Get the Full Picture: Acquiring a Holistic View of CandidatesMake more informed decisions with the ability to access and consider all pertinent information about candidates—easily. Recruiting processes that are disparate, such as those that might house resumes, cover letters, videos, and background check forms in different places, can stand in the way of that goal.

Centralized Candidate ProfilesOpt for an applicant tracking system with profiles that compile and organize all

available information about a candidate in one spot.

Split-Screen ViewsWith a split-screen view of a candidate profile, review a candidate’s resume and other skills information on one

side of the screen while pulling up supporting information on the other, like a recording of their video cover letter or

background screening results.

Skills Keyword SearchesWhen candidate resumes are tagged by keywords,

recruiters can search for candidates in their system by a specific skill and generate a results list that ranks candidates

by how prevalent that skill is on their resume.

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Monitor and Adjust Sourcing StrategiesWhere do your organization’s best employees come from? Job boards? LinkedIn job postings? And, does the answer to this question change when you take a look at different departments within your organization? Tracking sourcing channel performance can arm recruiters with some pretty valuable information.

Employee Referrals are the Strongest Source of HireEmployee referrals are a source of hire not to be overlooked. iCIMS’ Hire Expectations Institute finds that 40% of employers hire their staff from employee referrals and CareerBuilder finds that 88% of employers rate employee referrals above all other sources of hire.

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ReportingKeep a pulse on sourcing channels with easy to generate (and interpret) sourcing reports. The iCIMS Talent Platform, for example, gives users the ability to view standard and configured sourcing channel reports in real-time, right from their own reporting dashboard.

We Recommend: The Hired Candidate Source ReportQuickly identify where all hired candidates were sourced by creating a “Hired Candidate Source Report” in the iCIMS Talent Platform. Use this to see the source of each of your new hires, and determine the best place to look for future candidates.

• Fill positions faster

• Find more people with the right skills

• Spend money, time, and resources more wisely

When recruiters know where their best candidates come from, they’re able to:


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Clearly Define New Hire Objectives (and Supply Needed Resources)

10 Urban Bound http://www.urbanbound.com/blog/onboarding-infographic-statistics11 Entrepreneur https:/www.entrepreneur.com/article/269884

When Asked about Onboarding 48% of employees said they would like to

customize training for their job function,

47% wanted the freedom to go through at

their own pace, and 45% listed being able to

interact with other learners as important.11

What to Do

Benefit from a New Hire Onboarding Portal

Give new hires access to a unique onboarding portal that houses resources about policies, company culture, process documents, and forms to be completed (like I-9s).

Keep New Hires on Track

Be clear about what’s expected of a new hire. Onboarding software that can automatically assign role-specific tasks to new hires, as well as set due dates, send reminder emails, and record completion, is a great way to communicate expectations efficiently.

Improving quality of hire doesn’t stop at the recruitment process. How a new hire is welcomed into the organization can influence their success, too. 77% of new hires who hit their first performance milestone had formal onboarding training.10

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12 PricewaterhouseCooper http://www.pwc.com/gx/en/services/people-organisation/publications/ceosurvey-talent-challenge.html

Final Thoughts


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Building a workforce of qualified professionals is a top concern of business leaders, and though perhaps the most subjective of all recruiting metrics, there’s no doubt that quality of hire is a critical part of addressing this concern.12

HR must therefore find ways to define, measure, and execute on a strategy to improve quality of hire if they hope to maintain their competitive edge.

With the right talent acquisition technology, the power to attract, screen, and onboard the most qualified candidates—in other words, build that talented workforce—is increased.

http://www.pwc.com/gx/en/services/people-organisation/publications/ceosurvey-talent-challenge.html

iCIMS is the leading provider of talent acquisition solutions that help businesses win the war for top talent. iCIMS empowers companies to manage their entire hiring process within the industry’s most robust Platform-as-a-Service (PaaS). Built on the foundation of a best-to-market talent acquisition software suite, iCIMS’ PaaS framework, UNIFi, allows employers to expand the capabilities of their core talent acquisition technology by integrating with the largest partner ecosystem in talent acquisition to help them attract, find, screen, and manage candidates. Offering scalable, easy-to-use solutions that are backed by award-winning customer service, iCIMS supports more than 3,500 contracted customers and is one of the largest and fastest-growing talent acquisition solution providers.

How iCIMS Can Help

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