Issue link: https://www.e-digitaleditions.com/i/227268
use of assessments as a way to present a clear picture of the skills, behaviors, and competencies required to drive success in these critical roles. Assessments are a major element of talent acquisition and are no longer just a luxury for large organizations. They might include behavioral, competency-based, or personality assessments. Define metrics for success. When determining the most critical metrics for evaluating the effectiveness of talent acquisition efforts, best-in-class organizations favor quality of hire and hiring manager satisfaction over time to fill and cost per hire. By understanding how these metrics are defined and evaluating them consistently, organizations are better able to align talent acquisition with corporate objectives. Quality of hire ensures that recruiters are more accountable for the performance of the hire once they are onboard instead of simply handing them over to hiring managers. Hiring manager satisfaction indicates that new hires meet performance goals and are the "right fit." Although these metrics are a priority for many organizations, determining the key criteria used to measure quality of hire and hiring manager satisfaction is no small task. In fact, only 20 percent of organizations have a clear understanding of how quality of hire is measured. When asked to measure hiring-manager satisfaction, most organizations do this through survey results, which can be ineffectual. In fact, many hiring managers don't participate or are not open with their feedback. Stronger communication and a standard on how to measure this will help it have a greater impact. Rethink your technology. Video is one of the most powerful talent acquisition tools for improving processes and creating a positive candidate experience. In fact, 31 percent of organizations participating in Aberdeen's Although metrics are a priority for many organizations, determining the key criteria used to measure quality of hire and hiring manager satisfaction is no small task. In fact, only 20 percent of organizations have a clear understanding of how quality of hire is measured. talent acquisition research are investing in video interviewing, compared to 21 percent of organizations in 2012. There are several products in the marketplace that allow organizations to interview potential candidates via digitial technology on desktops, tablets, and mobile devices. Video interviewing has redefined how organizations engage with candidates—interviews can be done live or via a set of pre-recorded questions. This provides companies with the ability to extend their reach to a broader, far-flung talent pool and improve visibility into the recruitment process since all hiring managers can access and assess a recorded interview. As organizations look to revamp their recruitment strategies and technology options, video interviewing is becoming a "must-have." Madeline Laurano is Aberdeen Group's research director for talent acquisition solutions. She can be reached at madeline.laurano@aberdeen.com NOVEMBER 2013 | www.hrotoday.com [67]