3 Signs of a Strong Workforce
Every role uses different performance metrics, but when you hire and promote the right people, you’ll see drastic improvements in productivity, customer satisfaction, sales, and overall company performance.
When you put new hires and high potentials in the best position to succeed, and provide them with continuous opportunities for growth, you’ll knock out two top drivers of turnover—job failure and burnout.
Whether you’re growing talent in sales, customer support, or product development, your decisions have a direct effect on the bottom line—and you’ll see the biggest results when you invest in the right people.
Top Companies Share their Secrets
“Within just 6 months, we saw big reductions in turnover.”
-Chief People Officer
“The time saved was phenomenal. Our recruiters were spending 2 hours a day identifying potential candidates, then that number dropped to zero.”
-VP of Talent Acquisition
“We’re improving hospitality because of the selection process that helps us bring in the right people.”
-Director of Talent Development
HR’s Talent Success Checklist
Best practices for targeting top candidates.
Know the role
The way you structure your hiring process should depend on the type of role and the volume of applicants. Hourly candidates expect a shorter application process than professional-level candidates. High-volume roles require high screen-out, while hard-to-fill or specialized roles require a personal touch to nurture qualified candidates. Use analytics to capture key demographics and adapt your process accordingly.
Build a pipeline
You don’t need to wait for an open job rec to start building a pipeline of candidates. You can quickly grow your talent pipeline by connecting with candidates who applied for other jobs in your company, but would fit better in a different type of role. You can also give your candidates’ professional references an opportunity to join your talent network and be considered for open positions in your company.
Define strong vs. poor fit
What makes someone successful in the role? Resilience, team work, attention to detail? Be as specific as possible, then assess candidates against those attributes. Using a talent assessment makes this easy for all types of jobs in your organization. Assessment scores provide objective data you can use to quickly decide whether to keep or remove candidates from consideration.
Rank remaining candidates
After you assess candidates, you need a quick way to sort results so that best-fit candidates are at the top of your list. Having objective data here will be a sanity-saver, because it’s much harder (and less reliable) to rank candidates based on where they went to college or how they sounded on the phone. If you use a talent assessment, this task will already be done for you.
Verify candidate fit
With your list of top candidates, you can now begin the interview process. Rather than send poor fits to the hiring manager early on, you’ll save everyone’s time by zeroing in on the best possible matches for the job. This allows hiring managers to run more efficient interviews, where they can verify candidate fit and focus on getting the right person in the role faster.
Measure your results
You successfully filled a role, but your work isn’t entirely done. Unless you follow up on new hire performance, manager satisfaction, and early turnover, you won’t know whether you hired a star employee, or someone who is failing to contribute their worth. Using analytics, you can track important new hire metrics and use that insight to continually improve your hiring process.
Tips for starting strong on day 1.
Provide an onboarding guide
You may think of onboarding as “orientation,” but that’s just one piece of a good onboarding process. To reach full productivity, new hires need insight into their strengths and gaps specific to the new role they’re in. If you use a talent assessment, you already have this data, and you can repurpose it as an action plan to jump-start development starting on day one.
Give managers a “cheat sheet”
Just as new hires have to learn new roles, managers have to learn their new hires. You can greatly reduce this learning curve by giving managers a “cheat sheet” on employee strengths and gaps, as well as tips on how to drive performance based on the employee’s natural work style. As with onboarding guides, a talent assessment can deliver the data managers need to quickly build productive relationships and teams.
Is your hiring process delivering star employees, or are new hires falling short? You won’t know unless you measure performance. The best time to do this is around the 90-day mark, after they’ve fully transitioned into the role but before they’ve learned to “bootstrap” success. At this point, your natural stars will stand out, and you’ll learn even more about the attributes that lead to success in the role.
Strategies for accelerating success.
Provide action plans
The best way to build a culture of continuous growth and development is to arm each employee with a personalized plan for maximizing performance in current and future roles. This can begin as early as onboarding so that new hires know exactly what steps to take to reach their full potential. Use the onboarding guide as a springboard for development, and continue adding goals as employees grow.
Identify emerging leaders
Who’s in line for your key leadership positions? Because success as a leader requires a very set different of strengths, promoting top performers is not always the best decision. You’ll need objective data on leadership potential to determine who’s ready now, and who needs more time to develop. Talent assessments and leadership simulations can provide this insight.
Fill in the gaps
Succession planning is most successful when you take a big-picture look at your entire leadership team. Using analytics, you can uncover gaps in leadership and create succession plans to maximize overall performance, as well as performance in individual roles. Be sure your succession plans account for benchstrength shifts as new successors come into leadership.
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