It's a manager's nightmare... The candidate they've recently hired – who had a perfect resume, exceptional interview, and flawless list of references – is sitting at their new desk confused and can’t perform the daily assignments they were "qualified" for.
What’s next? Find a new role for them to fill within the company, or cut your losses?
Maybe, it's time to look at the ROOT of your problem – your hiring techniques...
Many recruiters and
hiring managers view the talent selection process as a “necessary evil” –
merely a series of steps through which candidates must pass, or boxes that must
be checked off in order to fill open positions.
Failure to review the effectiveness
of the hiring process itself, will result in an ineffective talent selection systems that
become embedded in an organization simply because, "We've always done it this way."Organizations that truly comprehend talent selection, understand that the process should be an evolving one, constantly being reviewed and improved over times as jobs change, organizations change, candidates change, and cultures change. Regular and continuous research should be conducted to analyze the quality of hire resulting from the selection process itself and to identify opportunities to improve the talent selection system.
Common obstacles HR Managers encounter:
Many centers, unfortunately, seem to favor a just-in-time philosophy –
the same approach used to manage physical inventory – in which a pool of
“replacements” is identified quickly by posting an advertisement on a job
board, rewarding employees for referrals or by calling a staffing office.
2) Accurately assessing candidates’ likelihood of
success.
Although, many centers do a reasonable job assessing candidates’
knowledge (e.g., computer software and hardware), ability, and personality
characteristics. However, when it comes to measuring essential job-relevant
skills, far too many centers miss the mark.
Finding, hiring, and retaining employees with the characteristics
necessary for long-term success can provide an organization with a significant
competitive advantage!
Solution: A comprehensive applicant screening and placement solution is a strategic imperative for leading companies. In today’s competitive environment, FurstPerson is helping progressive companies replace traditional applicant screening practices with continuous data-fed processes built around sophisticated assessments that accurately predict a candidate’s likelihood of success in terms of producing better customer satisfaction, increased sales, and higher customer retention.
FurstPerson provides a hiring software solution supported by a professional
service team that enables customer contact organizations to:
- Define job profiles
- Select web-based assessments based on the job profiles
- Match candidates to these job profiles
- Create development plans for new hires
- Conduct ongoing business analysis to drive performance improvement
- Resulting in hiring the right person into the right job the first time.
– What approaches have you used to assess prospect employees? Please submit your response below.
All information compiled in this blog post was gathered from "How to Measure Contact Center Skills Using Multimedia Simulations." – compiled by FurstPerson.
To read the full text and discover more solutions that help candidates find a job they will love and enable clients to hire people that will perform well, be satisfied, and stay with the company – visit www.furstperson.com.
Hire Furst, Hire Right – FurstPerson
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