The essence of successful recruitment processes

Quality of hire is no longer just a buzz word, it’s a vital piece of the recruitment puzzle that all recruiters are striving to deliver.

In a fast moving digital world, the pressure is on recruiters more than ever to make quick recruitment decisions. Yet they must also deliver the best outcome for clients, with positive ROI over time. The need to include financial impact on any decision-making process adds another layer of pressure.

So how can quality of hire be guaranteed with the seemingly endless list of pressures mounting up?

Personality as a driving force

There might be a candidate who is perfect on paper, but as far as personality goes they just aren’t the right fit for a particular environment. This perhaps isn’t clear until the selection process is already under way and time is lost or, in the worst case scenario, the result may be a costly hiring mistake. Using a system that identifies employability is key to making sure that quality applicants are found first.

In so doing, a recruiter is able to ‘predict’ how a candidate will perform in the role and is more likely to assist a client in making a decision that results in the appropriate quality of hire. Efficient sifting and management of a talent pool drives down employee turnover, which is a strategic goal for large and small organisations alike. This pre-hire process is important because it side-steps the risk of potentially costly mistakes in hiring.

Future-proofing the talent pool

In addition to assessing how someone will perform initially, understanding how a candidate matches a role down to the fine print means a higher likelihood of identifying exceptional talent and possibly even future leadership candidates.

The ultimate goal is to ensure hiring manager satisfaction as they see the benefits of their new employee in-role. Successful recruitment campaigns will take into consideration the potential of a candidate in the context of their longer term development within a role.

Using pre-employment tests and other cutting-edge recruitment technology from specialists such as Big 5 Assessments introduces expertise to the hiring process, without adding to the resource costs. It removes much of the guess work and minimises the risk of valuable time being wasted on candidates who lack the requisite motivation.

Securing motivated, engaged employees with the right workplace attitude should be at the core of any process, and quality of hire will naturally follow.

About the Author: nikkyvb

Nikky van Bommel is the Marketing Director for Big 5 Assessments and has worked in the Psychometric Testing industry for over 10 years. Nikky is responsible for all marketing and social media for the organisation.