How often do you find yourself retuning a meal at a restaurant? Not that often, right? In fact, it’s usually only when the food has a pretty big issue: maybe it tastes terrible or is severely under-cooked. I think this serves as a perfect analogy for involuntary turnover.
Discover how the power of university recruiting can enhance your recruiting program and provide a predictable source of high quality candidates for your company’s most important positions.
Today’s recruiting practices are more complex than ever. Successful modern recruiting strategies require talent acquisition professionals to take a metric-driven approach. But with the many stages of the recruiting funnel, identifying which metrics to measure can be challenging.
Candidate Carla sees your job post and it immediately sparks her interest. She knows she’s highly qualified for what the position entails, and is intrigued by the promise of more responsibility, intelligent and interactive teams, and a leading product. Now that she’s seriously considering applying, what do you think her next move may be?
Gain Hiring Manager Support Early & Conduct A High Volume Pilot Group To Help Meet Substantial Goals
A new employee is hired and onboarded’months into their employment, it’s revealed that they have some unsettling, if not outright alarming, prior activity. How can this be, you wonder: you performed a background check before hiring them and everything appeared fine.
The problem is that standard background checks only go so far’and they often fail to catch behaviors that were not “officially” recorded or are outside the reach of standard databases.
Warren Buffett famously quipped that all employees must embody energy, intelligence, and integrity. And the hands-down most important? For Buffett, it’s integrity‘without which you’ll only wind up with a clever, fast-moving thief.
We couldn’t agree more. Job applications and interviews tend to focus on other candidate characteristics’without confirming that these will be put to use for the right reasons. But honesty plays a more significant role than most hiring managers might realize.
Consider this: for modern businesses, nearly 75% of data breaches are created from within. In 2019 alone, the average data breach cost a company $3.9 million. Failing to evaluate integrity results in significant risk’and can impact your company with tragic and avoidable loss.
Any hiring decisions an organization makes should be informed not only by the caliber of a potential candidate’s resume, or how well they performed during their interview, but also by the feedback and input garnered from their previous employers, colleagues and direct reports. There are many ways you might decide to make this happen, from a fully-automated solution to a simple phone call.
Pop quiz!
Say you’re the hiring manager or recruiter for an impressive job candidate. But during the recruiting process, you find out that something they said’on their resume or in an interview’stretched the truth. Maybe they boosted their title. Maybe they claimed to write a report’when they merely contributed a single section to it.
Do you hire this person? Or do you pass? Is your team doing the same thing?