Most managers rely primarily on the selection interview to determine whether to hire a candidate. And, many managers feel their observations during those interviews are reliable predictors of job-person fit. I have been told by managers that they hired someone because they really wanted the job, or that the opportunity seemed like a good career move, or worse yet, that they “looked the part.”
But, are those gut level intuitions valid? Is there more that can be done to improve the quality of hire?
There is. Some basic HR analytics can help managers make better hiring decisions. Information about sources of potential candidates, screening and selection practices, employee performance ratings, employee life-cycle information, attrition, and employee engagement data can help produce better qualified and better matched candidates.
The good news is that your HR department likely already has most of this information. So, as you partner with HR to improve the quality of hire, ask them to alter the focus a little. Start small. You don’t need to become an expert at regression analysis to improve your hiring effectiveness.
Here are three simple steps to get started.
- Start with the business perspective. Be clear about what is important to you and your function. Is it performance? Diversity? Retention? Talent development?
- Partner with HR to collect data that could be more predictive. Start with data you already have. For example, your referral program or campus recruitment history. Any information that you suspect might correlate to improving the quality of hire is good.
- Form several hypotheses to test. Brainstorming with others is a good way to do so. You might speculate that candidates with experience in certain industries or functions tend to be better fits in your organization. Then test each hypothesis by running some simple correlations to accept or reject the hypotheses.
Changing the focus to quality of hire from efficiency of hire is not as ominous as it sounds. And, it is a good stepping stone toward making selection processes more predictive of success.
Tuition Management Systems (TMS) is the sponsor of this post. The sources who contributed ideas to this post do not endorse or recommend any commercial products or services, including those of TMS. All information and opinions of the contributors are provided for informational purposes only. As with any other service you seek, the recipient of the information is responsible for conducting appropriate research and making relevant decisions. TMS neither endorses, has any responsibility for, nor exercises control over the views of any contributor to this article or the accuracy of the information provided by any of them.