How to improve the quality of hire?

One of the worst fears of people in recruitment is to promote the hiring of a person who ends up not having a good performance in the position. Imagine that a few months after hiring a new employee, the person in charge of evaluation employee performance informs you that the person who entered the company through your process is not performing as expected. Not exactly a good feeling, isn’t it? 

When this happens, you should know that it’s not the end of the world. There are many ways you can improve the quality of hire. At Talent2Win we have an extensive experience in recruitment processes and talent acquisition, so we are aware of the actions necessary to face this situation. If you want to know how to improve quality of hire, in this article we will check the best methods to achieve it. 

1. Standardize classifying requirements 

In any recruitment process, during the stage of candidate evaluation, all recruiters have a detailed description of the skills and knowledge necessary for the position available. However, are all the requirements in that list equally important? In most cases, there will be a couple requirements that will be especially important for the position and the company.   

Not having the priorities clearly outlined makes you pay more attention than necessary to secondary aspects. That is one of the main causes behind a low quality of hire. Therefore, the hiring manager should classify all the hiring criteria so that the team can focus on the requirements according to their importance. 

In this case, you need to make sure to include knowledge and skills, characteristics directly related to a good performance in the position. Likewise, don’t forget about personality and behavior, characteristics directly related to human relations and the organizational culture in the company.  

A priority will be all those aspects essential for making a good job in the position. Keep in mind there will be aspects that would be nice to have, but can be learned inside the organization. In that sense, don’t forget that upskilling and reskilling are key elements for employee satisfaction.  

2. Assess candidate motivation 

More often than not, when the Human Resources area evaluates employee performance, we notice the performance of some new employees is not the best. However, the skills and knowledge they show through the different examinations in the recruitment process were ideal for the position. What happened? One of the causes is usually motivation. 

In most cases, motivation is an aspect that is overlooked during the recruitment process. All the attention tends to be focused on candidate’s soft skills and hard skills. However, an employee with no motivation will have a very poor performance. For that reason, you need to evaluate candidate suitability for the culture, philosophy and work style in the company. These are elements that affect employee motivation in the long term. 

On the other hand, while candidates with many years of experience in the field are attractive, they are the most likely to have a fading motivation in the workplace. That is inevitable as the years pass. Not paying enough attention to these motivation-related details will affect negatively the quality of hire. 

3. Identify your biases 

All recruiters know talent has nothing to do with appearance, gender or nationality. However, absolutely all recruiters tend to have biases. These are a result of our upbringing and personal experiences, so they are an intrinsic part of the way of thinking. These can be positive or negative biases, but, at the end of the day, they prevent us from having an impartial recruitment process. 

To control this issue, you have to identify the different types of bias in recruitment. You will find a great variety, so you have to familiarize and be aware of them. Then, once you recognize them, it’s time to carry a self-evaluation to identify what are the main biases you tend to show. If you are sincere with this assessment, you will be aware of the biases that could endanger your process. That will help you to keep a better evaluation of the candidates and improve the quality of hire.  

4. Use the help of a good ATS 

ATS are key elements in for any Human Resources area or any talent acquisition agency. Integrating a good ATS system in your recruitment processes increases the quality of hire. These systems can speed up your processes and free recruiters so they can evaluate each candidate with a little more attention. The good news is that the world of Human Resources is no stranger to technology. You will find a wide variety of ATS. 

In fact, now we can find recruitment software that uses artificial intelligence to improve candidate evaluation. Some of the most advanced models have AI that is able to analyze words, phrases, gestures and other similar aspects to have a better candidate analysis. That can help you get the most out of the interviews. 

 Now you know some of the most effective methods for improving the quality of hire. Never forget that recruitment itself is a process that requires constant evaluation and improvement.  

At Talent2Win, we strive to align your company’s business objectives with the best Talent Acquisition strategies available. If you want to learn more about the services we offer, do not hesitate to contact us.