For hiring managers, one of the most difficult things to do is selecting top tier candidates who will crush KPI goals. KPIs are not the only consideration either, you need to balance overall headcount, profitability, culture, revenue, etc. There are so many moving parts in what makes a great candidate for any job out there, so how can you create a repeatable process for finding your company stars?
Although this list is not exhaustive, we promise that these four tips will greatly improve your process for selecting top tier candidates.
•Learn the methods outlined in “Who: The A Method for Hiring“
In the past, we would have gone through the trouble of creating a post that would end up poorly conveying 1% of the golden information found in “Who.” Written by Geoff Smart and Randy Street, this book is easy to read, incredibly well-researched and is the stand out thought leadership piece in the hiring space to date.
The core of the process is around only hiring “A player employees” for critical job positions. In today’s competitive environment, businesses succeed because of a culture of execution and bullpen of players who innovate in order to accelerate past the competition. Businesses that follow this method tend to report a 90% success rate.
There are about six different points to the Who method of the hiring, all of which are incredibly valuable, but there is really one that stands out for selecting top tier candidates. The method outlines a process called “Scorecards” which is essentially a formal way of quantifying a success metric for the position you are trying to fill, as well as defining the qualities of the ideal candidate.
Some insight into “Scorecards:”
- Define what success will mean in the job, quantify every element of that success, and make sure it drives up to the overall KPIs of the business.
- Define and quantify mission of the position, competencies of the ideal candidate, and desired outcomes.
- Every candidate should be vetted against the same criteria.
- Surprisingly the scorecard is more difficult than it sounds to create; the team at Who offer some free tools and guides to go along with the concepts discussed in the book.
One of the most important parts of selecting a top tier candidate is having a very clear and quantified understanding of what success means in the position. We have not found a clearer way to do this than the Who method.
•Do Forensic Reviews of Current A Players
This is not as dark as it sounds. The intention of this tip is to make sure you are learning of any patterns your current high performers tend to follow. It might be worth will to take a look the pool of all your best employees to date and build some data points. Here are some suggested data points/questions you can be thinking of to start with:
- What was the source of the candidate?
- What was unique about their resume and/or cover letter? (Try to identify and define similarities)
- What was their education level?
- Were they moving horizontally in organizations or looking to grow?
- Was their past experience in the same industry? To what degree was it similar or different?
- What was the most important quality the continues to be beneficial today?
These data points should help expose better patterns for identifying your “A Player” earlier on in the recruiting process. Please keep in mind that these questions are mere guidelines, please feel free to modify to meet your unique characteristics.
•Build Analytics Into the DNA of Your Hiring Process
Even if you are not fully engaged in the Who method of hiring, there is a really important theme that is clear in their process; quantifiable data. Traditionally the recruitment space is focused on the cost of placement and retention rate, but there is so much more you can understand today by tracking a few key data points. Some of the big unsung heroes in today’s tech boom are data driven HRIS/HCM players. Multi-million dollar HRIS/HCM companies like BambooHR, Namely and of course multi-billion dollar player Workday, are all positioning their product development around big data that goes way deeper than the traditional metrics. We are not saying that you need to run out and grab one of these platforms immediately, but the rapid evolution in the space shows where the trend is heading.
Here are a few basic data points you can start tracking (you can learn more in detail from iCIMS here)
- Source of Hire
- Time to fill
- Every Open Requisition: Total Applied, Interviewed, Offers Extended, Offers Accepted
- Hiring Manager Satisfaction
- Candidate Satisfaction
- New-Hire Turnover Rate
- Task Completion
•Increase Your Sources of Candidates
So many businesses put all of their focus on sales and lead generation; increase the top of your funnel and you will see more customers. We say the same perspective should be true for candidate pools, especially for rich sources of A Players. Just like a mature marketing organization is always looking for new sources of leads, your hiring organization should be doing exactly the same.
Thank you for taking the time to read today. If you have any further questions about selecting top tier candidates or how to find the best candidates in the competitive Colorado market, feel free to contact us. We are happy to help!