Ways to Improve Quality of Hire

Ways to Improve Quality of Hire

“Quality of Hire” is that elusive and hard to measure metric we hear about. If they are not the right hire, how do we know and what can we do?

In today’s round-table session, our panelists talk about what recruiting can do to increase and improve the chances of making sure your company does make a quality hire.

Listen in on what our panelists have to say.

This event is part of the “Let’s Talk Recruiting” series where a panel of recruiting practitioners get together online and have a conversation on a variety of topics related to corporate recruiting.

Click to Play the Recording

Our Panelists…

Name & LinkedIn Profile Group Title Company

We asked our attendees, “Do you have a tip that you can give for helping recruiters manage a large req load?”

Here are their answers:

Chat Messages from the Session…

10:01:43 >> From  Deborah Baimas : Hi Everyone!  Thanks for joining us today

10:01:47 >> From  Kristine Nemeth : Hi Everyone!

10:01:58 >> From  William Uranga : Equal opportunity chatting! #good

10:02:06 >> From  Jeanne Amey : Good Morning!

10:04:09 >> From  Deborah Baimas : Would love to connect and network with everyone on LinkedIn:  https://www.linkedin.com/in/deborahbaimas/

10:11:11 >> From  Jeanne Amey : One way we handled that at Holland America Group was to send the JD to the hiring manager again to confirm during the intake conversation.  Any updates happen then.

10:11:21 >> From  Catherine Hansen : Suggestion re the backfill with a slight change to MQs:  we change the job description slightly, to be able to track just this.  EG “marketing manager” now we are backfilling as “demand generation marketing manager”

10:13:06 >> From  Jeanne Amey : Title changes we looped Compensation into to ensure it was priced appropriately internally and externally – if change was significant

10:16:43 >> From  William Uranga : Great point, Jeanne! Yes, those are factors well-worth checking those ares too!

10:19:13 >> From  Kim Ramos   to   All panelists : Does anyone run 30 – 60 – 90 day survey?

10:20:13 >> From  Kim Ramos   to   All panelists : Can anyone share what they ask on their surveys?

10:20:21 >> From  Jeanne Amey : we did a structured survey of new hire and hiring manager as well at Holland America Group – good feedback- helped us see where problems were

10:21:12 >> From  Catherine Hansen : @All, are these surveys (to candidate and hiring manager) actionable?  EG, if candidate is not happy with manager, are they switched

10:21:18 >> From  Daniella McDonald : Great point, Sean!

10:21:27 >> From  Jeanne Amey : Great point, Sean – hard to hire with a manager that is not firm about their expectations

10:22:48 >> From  Jeanne Amey : good differentiation, William.  Lack of confidence v. not being definitive – will cause the recruiter to spin cycles

10:24:19 >> From  Jeanne Amey : We had a hiring manager training that had a hiring team management component to help hiring managers direct their hiring team’s inputs and what they wanted from the hiring team –

10:25:06 >> From  Jeanne Amey : It helped keep the interview experience varied for the candidate as well as purposeful for what the team was asking/getting from candidate

10:28:51 >> From  Kim Ramos   to   All panelists : Isn’t quality measured by retention data?

10:30:31 >> From  William Uranga : You can use that as one indicator, Kim. I kind of think of that as a minimum. “Hey, I woke up this morning and am breathing…”. I’m pushing to use performance review as how they actually did/what they delivered as quality of hire measurement (e.g. nine box).

10:31:25 >> From  William Uranga : Awesome point, Khursheed! Quality hire must have time invested…

10:31:30 >> From  Kim Ramos   to   All panelists : My CFO and President is all about the data…! I agree it is more than just data but the bottom line is what leaders are looking for.

10:33:01 >> From  William Uranga : Yes, the higher up you go in the org the more number/picture/diagram oriented they are…it is a conversation that a) quality of hire does tie to performance and b) it can be tracked over time…I’ll give an example in a bit.

10:33:20 >> From  Jeanne Amey : Reviewing motivations for previous job moves will  help uncover how they have made decisions to move around previously and what drives them

10:33:37 >> From  Kim Ramos   to   All panelists : Thanks, William!

10:34:25 >> From  William Uranga : #fashionfauxpaux = bad fit? #humor

10:34:33 >> From  Jeanne Amey : Lol!

10:40:04 >> From  William Uranga : #coffeechat with the team (that they’d be hired into) – brilliant!

10:40:42 >> From  Roseanne Donohue   to   All panelists : we use Predictive Index for Sales roles

10:40:42 >> From  Daniella McDonald : My last company used Predictive Index (PI)

10:43:32 >> From  Daniella McDonald : @Jeanne I agree about the “intake” meeting. That’s where a lot of the understanding about the job happens to help with the recruiter screening candidates and reviewing resumes which ultimate can impact quality if they are not bringing in the right candidates.

10:44:21 >> From  Jeanne Amey : Sending a summary is awesome – but I have seen req loads that really drove process because the recruiters were short on the time to do that –

10:46:07 >> From  Daniella McDonald : In my last company I would just call the hiring manager to present the candidate. If I was not able to reach them I would put together my screening notes in an email.

10:49:04 >> From  Jeanne Amey : do any of you use interview guides with your hiring managers if you’ve had poor hires with them?

10:50:05 >> From  William Uranga : Daniella…its a balance between having the HM support the decision to move forward and the recruiter keeping control/the initiative of moving the candidate through the selection process…

10:50:48 >> From  Daniella McDonald : Agreed William.

10:51:14 >> From  William Uranga : #badhires and the way to avoid them is to do a review during a debrief EVEN if the candidate is a “no” in the interview team’s mind…

10:51:22 >> From  Mark Wollin : Jeanne, we do have an interview guide that we attach to our interview invites.  This is a standard part of our process

10:52:37 >> From  Jeanne Amey : @Mark – agree that it should be a standard part of the process – is it crafted by requisition by your team?

10:53:50 >> From  Jeanne Amey : @William – agree with debriefing on “no” candidates – sometimes that’s more helpful in redirecting search

10:54:08 >> From  Mark Wollin : yes, there is a section that we customize, dependent on the position/team.  It is created between HM and Recruiter

10:56:58 >> From  Daniella McDonald : Thank you everyone! Some great comments and thoughts!

10:57:01 >> From  Jeanne Amey : great conversation!  Thanks!

10:57:07 >> From  William Uranga : Nicely done folks!

Some of the attendees…

Name & LinkedIn Profile Group Title Company

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