How effective do newly hired employees prove themselves to be in the new working environment? What is their performance in the long run and are they a real asset for the company? How successful and enterprising are they even after a longer time? These are the questions that should be asked by an HR manager who wants to evaluate the success of the hiring process he or she organized. Lindy Brenner's article published by Designs On Talent offers six tips on how to increase the quality of the hiring process so that those hired prove themselves to be top-quality employees, especially from the long-term perspective.
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Uncover the key positions of the company. Find out which positions are crucial for the profit of the company - those which, if left vacant, mean that the firm starts immediately to lose money. Then define the characteristics needed to occupy these positions. You may acquire this knowledge through a detailed questionning of current employees.
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What are the criteria for the evaluation of given positions? A fundamental mistake is to use the same criteria for different positions. Determine the actual way to assess objectively how the employee is doing. Is it sales statistics? Or, for example, evaluation by the boss, or by the clients?
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What do the most successful workers have in common? Find out what it is that the most successful employees of your company share: for a truly effective analysis, it is necessary to look not only at their characteristics, but also previous jobs, experience, education. Try to find a pattern.
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Ascertain how to use this pattern in head-hunting. After finishing point number 3, you should have an idea about the set of ideal, universal characteristics you want to find in your candidate. Then come up with a plan of how to track this person.
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When searching, use all your resources. Finding the best fit that would match all given criteria is in essence a process that requires contacting a large number of people. Do not be satisfied with only a partial match of expectations and reality, and relentlessly go through all available sources.
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Assess, in retrospect, the success of the process by the fruitfulness of your choice. You have a wide range of possibilities; it depends on the specifics of the position which one you choose. Productivity, sales stats, promotion, clients' feedback – you have a number of criteria that you may use continuously to evaluate the employee and improve your performance in the future.
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