Issue link: http://www.e-digitaleditions.com/i/169755
HRO Today Forum APAC Along with finding ways to effectively measure quality of hire, Hubble offered other suggestions for companies. She said, "My view is that a good quality of hire program will have far more impact if you are focusing on the really business critical roles for your organisation rather than an one-size-fits-all approach." Businesses therefore must be able to identify those critical roles and choose the most effective metrics to measure quality of hire within those areas. According to Hubble, part of this challenge stems from a lack of integration between human resource information systems (HRIS) and applicant tracking systems, as well as the reductions in the size of talent acquisition teams. These two factors make data collection, aggregation, and analysis a difficult and time-consuming process. Hubble recognised that there are a number of obstacles to improving quality of hire, including unskilled hiring managers, inadequate resource allocation from the company, ineffective recruiters, and poor HRIS, but she believes that these hurdles can be overcome. "I believe that as a profession we really need to get better at this," she said. "We need to put the hard yards in to get the results. If we do that, there's a great reward at the end." To reach that great reward, Hubble recommended the following steps: Hudson RPO's Kimberley Hubble reports the finding of a quality of hire study. In spite of these quantified impacts, only about one-third of the companies surveyed were measuring quality of hire with a formal process. Whilst many companies said that they were discussing efforts to measure this metric, very few had taken any action, and amongst those that had most had only began their programmes in the past two years. What metrics do companies use to measure quality of hire? The research found the following to be the most common: • Retention; • Feedback from hiring managers; • Employee performance appraisals; • Employee productivity measures; and • Actual financial metrics such as revenue, profit, or revenue growth per employee. Get executives on board. Work with the HR director, CEO, and other executives to publicise the value in quality of hire, identify business critical roles, and secure resources for these initiatives. Use multidimensional criteria. Incorporate financial measures, gather client feedback, and determine what separates average and high performers. Present information to the decision makers. "Ask for a spot at the executive team meeting to present what you found," said Hubble. Make the necessary changes. Begin training programs for hiring managers, seek out new recruiters, create a more robust selection process, and employ different tools for deeper assessments. Review program annually. Identify any changes in business focus and roles. SUMMER 2013 | www.hroglobal.com [31]