The Hiring Process: What HR Manages Should Look for in a Job Seeker
Jun 3, 2016
Trends in the world of work are rapidly changing, with employers seeking to hire individuals with good character, attitudes and behavior which foster productivity. Hiring based on competencies is no longer considered the ultimate test to set apart the successful candidates from the unsuccessful ones, a shift from the most populous hiring criteria. This has been informed by the findings that; unpleasant or dissatisfied employees, poorly trained workers, rapid turnovers or a toxic work environment are all prerequisites for failure.
How then should HR Managers ensure that they hire correctly?
The recently concluded HR Round-table at Strathmore Business School converging various Human Resource Managers and Learning and Development Managers put into perspective how performance should be measured and factors to be consider before hiring an eligible candidate.
The well-known phrase, “People are the greatest asset,” hits home for more employers as a winning corporate strategy has been largely defined by the success of the company’s investment to its people.
Catherine Wahome, an adjunct faculty at Strathmore Business School and Gerben Van Lent – Executive Director Strategy and Business Growth, ETS highlighted the trends in job evaluation and how HR Managers could make use of an assessment test for evaluating job fit.
Here are some of the insights shared during the round-table:
Why invest in job assessment before and during hiring?
- Organizations are supplementing job interviews with trait specific tests such as; Psychometric and Aptitude Tests. Assessments in one form or another are beginning to take center stage.
- Before we begin to hire, we need to know what the job is about and who we need to hire.
- Get it right from the get go. 90% of the company’s failures are caused by foul hiring.
- Employees who are misaligned to the organization’s mission and vision are a very costly expense for the organization.
The cost for poor hiring
- Hiring a candidate who looks good on paper, but doesn’t perform on the job can cost your business or the organisation both time and money.
- Research tells that the cost for a miss hire is worth 5 -15 years’ annual pay of that particular employee.
- Retaining and firing an unproductive employee is thus costly and time consuming.
- Unproductive employees who are disgruntled have a shorter time span for productivity, as well as low levels of job satisfaction and morale.
Benefits of proper hiring
- Customers and clients get better services from happier and satisfied employees.
- The is a reduction in the rate of absenteeism- Work that employees find meaningful is one of the key factors that keeps employees in an organization.
- Quicker return on investment.
- There is an enhanced retention of employees, creating an attractive portfolio to capture well-fitting candidates.
- Good retention of employees ensures the sustainability of the organisation.
Building a more competitive workforce – measuring job readiness
- Success at work takes more than technical skills and knowledge. HR managers need people with the right behaviors, attitudes and motivation for the job and for the organisation. IQ tests and technical assessments don’t tell the whole story.
- HR Managers can identify an efficient new way to measure key predictors of workplace success by using the WorkFORCE Assessment for Job Fit, a tool developed by ETS Global.
- The assessment tool is a 20-25 minute, web-based assessment which measures six behavioral competencies, which are: Initiative and Perseverance, Flexibility and Resilience, Problem Solving and Ingenuity, Customer Service Orientation, Teamwork and Citizenship and lastly, Responsibility
- Scores for behavioral competency range from low to high. High scores on these competencies are associated with better job performance.
The HR round-table precedes the 2016 HR Summit (21st – 22nd July) which will look at different ways of redefining the profession to ensure maximum impact. Join us as we meet and network with all those in the profession. For more information read here.