Blog – OutMatch https://outmatch.com Hiring, Keeping, and Developing Great Employees Thu, 19 Apr 2018 15:12:24 +0000 en-US hourly 1 https://wordpress.org/?v=4.9.5 3 Reasons to Integrate a Pre-Hire Assessment with your ATS https://outmatch.com/3-reasons-to-integrate-a-pre-hire-assessment-with-your-ats/ Tue, 17 Apr 2018 17:45:15 +0000 https://outmatch.com/?p=21100 Pre-hire assessments deliver predictive analytics on job and culture fit, providing a crucial layer of insight into your applicant pool. When you you integrate an assessment with your applicant tracking system, your talent acquisition teams can access these analytics directly…

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Pre-hire assessments deliver predictive analytics on job and culture fit, providing a crucial layer of insight into your applicant pool. When you you integrate an assessment with your applicant tracking system, your talent acquisition teams can access these analytics directly within your ATS platform.

Speed to useful information is the key gain. An integration allowed our team to move faster. Without it, our tools were not going to be as effective.”

-Clay Stallings, VP of Talent Acquisition and Development at Acceptance Auto Insurance

About 90% of the companies we talk to already have an applicant tracking system in place, and more small and medium sized business are adopting pre-hire assessments after seeing how valuable they have been for enterprise organizations.

Whether you’re using an assessment for the first time, or considering a new vendor, integration is going to be a key concern. Many companies require that all tools and technologies integrate with their core HR systems, but if you’re on the fence, here are the top three reasons to integrate an assessment with your ATS:

1. Seamless candidate experience. Having an integrated assessment keeps candidates engaged, and makes the application and assessment one simple, seamless process. Candidates stay plugged into your ATS, and you reduce the risk of drop-off as you’re not requiring them to jump from one system to another.

2. Greater recruiter efficiency. With an integrated assessment, recruiters will see a shortlist of top candidates for the job, along with job match scores, candidate rankings, and more—right within your ATS. The ease-of-use, plus the tremendous time savings in early screening results in a highly efficient recruiting process.

3. Competitive edge in recruiting. OutMatch Assessment provides recruiters and hiring managers with critical data on culture fit, as well as a candidate’s likelihood of success in the role. By integrating the assessment into your process, you greatly sharpen your team’s decision making capabilities, and give your organization a competitive edge in identifying and selecting top talent.

To learn more about ATS integration, check out our 1-pager: 5 Reasons to Integrate OutMatch with your ATS. Or, to learn more about adding predictive analytics to your selection process, download our eBook: The Essential Guide to Predictive Talent Analytics.

   

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How to Overcome Integration Frustration in HR https://outmatch.com/how-to-overcome-integration-frustration-in-hr/ Mon, 16 Apr 2018 17:18:49 +0000 https://outmatch.com/?p=21076 With the rapid evolution of HR technology, the human resource function has become a high-powered machine. From applicant tracking to employee engagement and culture analytics, the HR space is jam-packed with systems and tools. Managing those systems and tools is…

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With the rapid evolution of HR technology, the human resource function has become a high-powered machine. From applicant tracking to employee engagement and culture analytics, the HR space is jam-packed with systems and tools. Managing those systems and tools is a full time job.

While many of the administrative functions in HR, like payroll processing, have been offloaded to technology, we’ve seen an entirely new administrative function emerge. Human Resources Information Systems (HRIS) Administrators exist because companies need a person, or a team of people, to manage databases, tools, and security across their HR systems.

Needless to say, there are a lot of moving parts within HRIS, and integration is a requirement. Period. The goal of integration is to create a smooth, seamless experience, but often the process of integrating is neither smooth nor seamless.

HR Data Integrations Don’t Have to Be Painful

Almost any HR tech vendor will tell you their tool can integrate with your core HR systems. But not all integrations are created equal. How the vendor handles integration could mean the difference between quick implementation and long, drawn-out development cycles.

Here are a few things to listen for as you consider adding new technologies to your HR stack.

1. Certified standard integration. This simple means, does the connectivity between systems already exist, or will it require a custom build? The answer will help you understand when you can expect to go live with your new piece of software. Without a certified standard integration, you’re looking at weeks, or possibly months, of development time.

2. Self-managed, or point-and-click integration. This tells you if there’s a user-friendly interface that goes along with the integration. Some software vendors make it easy for a user, like your Manager of Talent Acquisition, to set up and manage the integration, while others require changes in the back-end that only a system analyst or a software consultant can do.

As HR continues to evolve, so must HR technology. Look for vendors that are dedicated to making things like integration easy. That’s a sign that the technology itself is built around innovation and a desire to make work-life easier for users from the get-go.

To learn about integrating a pre-employment assessment with your applicant tracking system, watch our webinar: How to Make Your Hiring Process Predictive and Pain-Free:

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Is Myers Briggs the Right Assessment for Talent Selection? https://outmatch.com/is-myers-briggs-the-right-assessment-for-talent-selection/ Fri, 06 Apr 2018 12:13:48 +0000 https://outmatch.com/?p=21034 The Myers Briggs Type Indicator® (MBTI®) is one of the most widely used and well-respected personality instruments in the world. About two million people in the U.S. take the MBTI each year, and it’s been translated into over 30 languages.…

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The Myers Briggs Type Indicator® (MBTI®) is one of the most widely used and well-respected personality instruments in the world. About two million people in the U.S. take the MBTI each year, and it’s been translated into over 30 languages.

The MBTI provides fascinating insight into what drives an individual, how they interact with others, and how they might react in certain situations. But is it the right tool for talent selection?

Despite its popularity, and the fact that the MBTI provides gratifying narratives that describe what type of person you are, this test doesn’t have much utility beyond self-understanding. People find it interesting to learn about themselves. The MBTI might help someone decide on a general career path (“INTJs make good scientists”), but it’s not meant for employers to evaluate a candidate’s fit for a particular job.

Why not? Unlike assessments that are designed for talent selection, the MBTI doesn’t measure work-related aspects of an individual’s personality, and it doesn’t compare the results to specific job requirements, or a job success model.

Ipsative vs. Normative: What’s the Difference?

Myers Briggs and other ipsative tests like DISC (which measures Dominance, Influence, Conscientiousness, and Steadiness) are type-based tools. In the MBTI, test takers fall into one of sixteen personality types, indicated by four letters, such as INTJ, ESFJ, ENFP, etc.

An ipsative test compares traits within an individual and identifies which traits are stronger than others. For example, someone might be more assertive than they are energetic. But this type of test won’t tell you how that person compares to other candidates in your applicant pool.

When you break down the scoring on a personality test used for talent selection, you need to know two things:

  1. Where does a candidate fall on a particular trait (like assertiveness) compared to others? For this, you need to use a normative test, which measures an individual’s traits against a norm of standard performance. On an ipsative test, candidate A may show high assertiveness, but on normative test, you might see that candidate A is actually 2X less assertive than candidate B.
  2. How will a trait like assertiveness effect job performance? For customer service jobs, assertiveness isn’t as important as a trait like energy or accommodation or sociability. Measuring assertiveness for a store associate position might be interesting, but it won’t help you choose the candidate who will perform best on the job.

When to Use an Ipsative Assessment, and When Not To

As you can see, it’s essential to choose an assessment that fits your purpose. Myers Briggs and other ipsative tests work well for personal development, coaching, and vocational counseling. These tests can also be used for team building, as learning about coworkers’ personalities and work styles can help manage interactions within a team or department.

But when it comes to making hiring or promotion decisions, where you must compare and rank people against each other, an ipsative test is not the way to go.

For talent selection, you need a normative test, like OutMatch Assessment, which identifies candidates as a strong, good, fair, or poor match for the job, and provides a ranking that compares candidates to others applying for the same job. OutMatch Assessment also identifies areas where candidates are likely to struggle, and provides a development guide to help them become more effective in the role.

Want to learn more about using assessments for talent selection and employee development? Tour the OutMatch Platform today.

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Top 5 Emerging Priorities for HR https://outmatch.com/top-5-emerging-priorities-for-hr/ Wed, 04 Apr 2018 01:24:47 +0000 https://outmatch.com/?p=20998 A recent people management survey asked over 600 HR executives, “What are your top people management initiatives for 2018?” The answer revealed common themes, as well as emerging trends in HR. The 2018 survey, which was also conducted in 2017…

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A recent people management survey asked over 600 HR executives, “What are your top people management initiatives for 2018?” The answer revealed common themes, as well as emerging trends in HR.

The 2018 survey, which was also conducted in 2017 and 2016, added a third year of consecutive data to the study. In 2018, employee engagement took the top spot as priority #1 for companies of all sizes (over 1,000 employees and under 1,000 employees). Company culture came in second for companies over 1,000 employees, and third for companies under 1,000 employees.

These results are consistent with the culture and engagement initiatives we’re currently seeing across HR. Both company culture and employee engagement made it in the top three people management initiatives in the survey for three years running—which isn’t a huge surprise. What’s interesting, though, is the emerging priorities we’re beginning to see for the future, such as:

1. Recruiting and Talent Acquisition: How to source and select talent in a cost efficient and effective manner.

2. Change Management: How to manage HR priorities through mergers and acquisitions and/or strategic change.

3. Inclusion and Diversity: How to recruit, develop, and retain a diverse workforce. One survey respondent said,

Everyone in our industry is talking about diversity, but the numbers aren’t moving. We’re going back to the drawing board to change this.”

4. Remote Workforces: How to manage workforces that are increasingly full- or part-time remote. Another survey respondent said,

80% of our workforce work remotely or from small satellite offices. We’re struggling to maintain consistency in our strategy and culture.”

5. Retention of High Potential Employees: How to retain and develop high potential and high-performing employees.

Do these HR priorities align with yours? Get ready to pay close attention to these areas in the near future. For a full recap of the results from the 2018 People Management Survey, watch our webinar on-demand.

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What’s Your Organization’s CultureDNA™? https://outmatch.com/whats-your-organizations-culturedna/ Mon, 26 Mar 2018 15:16:50 +0000 https://outmatch.com/?p=20892 Much like human DNA, your organization’s CultureDNA™ is unique to you. When you understand the genetic makeup of your organization, you can turn it into your competitive advantage by hiring people who match your culture, and then reinforcing that culture…

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Much like human DNA, your organization’s CultureDNA™ is unique to you. When you understand the genetic makeup of your organization, you can turn it into your competitive advantage by hiring people who match your culture, and then reinforcing that culture through employee engagement and continuous development.

Whether you’re a young, growing company or a well-established organization, culture is the key to your success. Your job as an HR leader is to define that culture, and align it with business strategy and goals by understanding:

  • What’s our current culture?
  • What’s our aspiration culture?
  • Where are our culture gaps?

Building Blocks of CultureDNA™

As you look at CultureDNA™, you’ll see that every organization has the same component building blocks that make up its DNA structure:

  1. Values, or beliefs about what is important of worthwhile.
  2. Norms, or expectations around appropriates behaviors.
  3. Behaviors, or the specific attitudes and actions that are needed to successfully accomplish important goals.

But, just as every DNA sequence is unique, every culture is unique.

Define Your CultureDNA™

Culture is a system that operates within your organization, whether you manage it or not. To actively manage your culture, you first have to define it. Here are a few ways to do that:

  • Focus groups: This approach involves gathering small groups of employees and leading them through guided discussions to understand their perception of the current culture. This works best for smaller companies because it takes a lot of time and resources to gather and analyze data in this way.
  • Organizational culture profile: This approach uses a web-based tool to capture survey data or analyze existing data for a large, corporate-level culture diagnosis.
  • Third party/consulting firms: This approach involves a combination of surveys and interviews that are deployed, analyzed, and delivered by a consulting firm. Because consulting firms are expensive, most companies leverage these services only when there’s an urgent need for intervention, like during a merger or acquisition, for example.

Design HR Programs around Your CultureDNA™

After you define and diagnose your culture, then the real work begins! HR plays a huge role in maintaining and/or shifting an organization’s CultureDNA™, through programs such as:

  • Recruiting and selection to ensure that new hires match your company’s culture.
  • Training and development to create programs that align with your culture.
  • Rewards and recognition, which shows people what is valued in a company, and what you’d like to see more of.
  • Role modeling from the leadership team to intentionally and visibly demonstrate desired behaviors.

Ready to get started? Watch this webinar to learn more about managing your culture: Culture DNA: How to Measure, Endorse and Turn it into Your Competitive Advantage.

 

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What Drives a Culture of Excellence? https://outmatch.com/what-drives-a-culture-of-excellence/ Mon, 19 Mar 2018 19:35:56 +0000 https://outmatch.com/?p=20870 Posted on LinkedIn by Warren Irwin, Senior Account Executive at OutMatch. This past Tuesday, I had the privilege of hosting a group of People and Talent leaders in San Francisco to discuss the timely topic of “What drives a culture of…

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Posted on LinkedIn by Warren Irwin, Senior Account Executive at OutMatch.

This past Tuesday, I had the privilege of hosting a group of People and Talent leaders in San Francisco to discuss the timely topic of “What drives a culture of excellence?”

At a high-level, our guest, Dr. Charles O’Reilly, defines culture as “a pattern of behavior that is rewarded by people and systems.”

The consensus across the thought-leaders in attendance was that achieving a strong culture requires more than just the right people, in the right roles, at the right time.

Key Takeaways:

Research confirms that organizations with leading cultural norms and higher adaptability perform better than their peers in terms of net income growth, market value, and employer ratings.

I welcome the opportunity to discuss with my network how OutMatch and Pomello, an OutMatch Company can support your efforts in attracting top talent, measuring cultural strength, and developing your leaders of tomorrow.

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Street Smarts as a Leadership Style https://outmatch.com/street-smarts-as-a-leadership-style/ Mon, 12 Mar 2018 20:58:21 +0000 https://outmatch.com/?p=20832 What does it mean to have street smarts in business? It’s about thinking on your feet and making quick decisions in high-stress situations. It’s about having the foresight to see all possible outcomes in front of you, and using your experience…

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What does it mean to have street smarts in business? It’s about thinking on your feet and making quick decisions in high-stress situations. It’s about having the foresight to see all possible outcomes in front of you, and using your experience to guide your judgement.

Streets smarts is an asset in leadership. According to Julie Nelson, CEO of Meeting Muse, a meeting and event planning company, street smarts is essential, especially in her line of work:

Street smart is knowing the appropriate fix for the situation, and knowing the consequence connected to the choice you’re about to make. In event planning, the most important part of our role is on site [where a meeting or event is taking place]. That’s when all the plans can go wrong. You’ve got to be really quick on your feet to make sure you can deliver a great program, even if it’s not to the script you wrote for it.” 

Streets smarts came into play at an event when a keynote speaker that Nelson had hired had an anxiety attack on stage. Nelson immediately jumped into action and approached an attendee in the audience she knew was trying to perfect his public speaking skills. She told him he was on in five, and he took the stage for a great presentation. Crisis averted!

Street smarts also has to do with knowing who you can trust with important tasks in your business. Nelson says she’s selective when it comes to her staff of contractors. She doesn’t just hire able bodies. She has a deep understanding of the strengths and weaknesses of her regular contractors, and she knows who will shine in certain situations.

From her 15 years in the business, Nelson has an arsenal of people in her talent pool that she can pull in as needed. When working with someone new, she provides support but also gives them space to learn and and grow and test themselves on non-critical parts of a project.

I have internal red flags built in. I like to manage people who are good at what they do, but still perfecting their skills. I like to be able to oversee what they’re doing and collaborate with them. I can tell when people feel not-so-confident about what they’re doing. I can hear it in their voice. My intuition tells me when to step in.”

Where does street smarts come from? Certain qualities, like realistic thinking, self-reliance, and assertiveness, are built into your personality. For Nelson, she says she’s always been very curious and has always enjoyed figuring things out. One summer day as a kid, she taught herself to ride a bike. “I wanted to learn,” she says, “and my parents were at work.”

Street smarts is also something you sharpen over time. Nelson says now that she’s put in her 10,000 hours in meeting and event planning, she has strong instincts and a clear understanding of “choice and consequence” in her craft.

To learn more about street smarts, relationship building, and becoming an expert, listen to our podcast episode with Julie Nelson here on iHeartRadio.

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4 Highly Effective Tools for Medical Sales Recruiters https://outmatch.com/4-highly-effective-tools-medical-sales-recruiters/ Thu, 22 Feb 2018 19:25:30 +0000 https://outmatch.com/?p=20530 It’s tax season, and this year, companies big and small are benefiting from tax cuts and increased deductions. That means recruitment teams may have ‘new’ cash at their disposal. Healthcare Staffing Technologies recommends that medical sales recruiters budget for these tools…

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It’s tax season, and this year, companies big and small are benefiting from tax cuts and increased deductions. That means recruitment teams may have ‘new’ cash at their disposal. Healthcare Staffing Technologies recommends that medical sales recruiters budget for these tools and strategies to improve efficiency and secure top talent.

1. Pre-interview screening. Because the interview process is time-consuming and expensive, budget in an extra pre-interview screening step. This will help you better understand a candidate’s skills and sales experience without draining resources on a formal interview too early in the process.

2. Video interviews. Video interviews help expand your reach so that you never lose qualified candidates due to location. With video interviews, candidates who were once too far away can be interviewed just as effectively as candidates in your area, without any travel expenses.

3. AI Recruiting Assistant. It may sound counter intuitive, but technology can actually help recruiters add that personal touch and stay connected with candidates throughout the recruitment process. Such technology can answers questions in real-time, schedule interviews, and engage with candidates on social media.

4. Predictive Analytics. Investing in predictive analytics is the best way to hire for quality, not quantity. According to Healthcare Staffing Technologies,

The predictive analytics process actually begins by collecting early performance data on new hires. Then, it matches the data to assessments and creates a feedback loop. As this loop grows, you’ll refine a profile showing you the exact traits of a successful candidate—leaving guesswork in the past.

Read more about how to improve your recruitment process here: 4 Strategies Medical Sales Recruiters Need to Put in Their Budget

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Pre-Employment Assessments: Validity Vs. Reliability https://outmatch.com/pre-employment-assessments-validity-vs-reliability/ Mon, 19 Feb 2018 13:48:14 +0000 https://outmatch.com/?p=20492 You know it’s important to use a validated pre-employment assessment (versus an assessment that’s not validated). But what does ‘valid’ mean, exactly? And is it possible for an assessment to be valid but not reliable? Or reliable but not valid? If you’re…

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You know it’s important to use a validated pre-employment assessment (versus an assessment that’s not validated). But what does ‘valid’ mean, exactly? And is it possible for an assessment to be valid but not reliable? Or reliable but not valid?

If you’re in the process of vetting assessment vendors, then these questions are critical. But as an HR or Talent Acquisition leader, the answers probably aren’t so obvious. An assessment may look sleek on the surface, but how do you know that it’s supported by actual science?

Here’s how I/O psychologists and research scientists evaluate pre-employment assessments:

Is it valid?

Validity tells you how well the test is measuring what it’s supposed to be measuring. In a pre-employment assessment, these measurements, or scales, might be behavioral traits such as sociability or accommodation.

Validity also tells you whether those traits are accurate predictors of job success. We know from research with more than 1.5 million job candidates that sociability and accommodation do in fact predict success in customer service environments, and in management and leadership positions. But in other jobs, these traits are less important.

So, for a pre-employment assessment to be valid, it must meet two conditions:

  1. Ask questions that are relevant to the job (face validity). 
  2. Prove a correlation between assessment scores and job performance (criterion validity).

Is it reliable?

Reliability is about consistency, or the extent to which the test produces similar results under similar conditions. If someone scores high on sociability, for example, he or she should get the same result if the test is taken again six weeks later. If same test-taker gets a different score, then you should question the assessment’s reliability.

So while validity tells you how good a test is for a particular situation, reliability tells you how trustworthy the score or the measurement is. Think of it this way:

If you measure the length of your dining room table at 72 inches, it should be 72 inches the next time you measure it. If it’s not, then your tape measure (or the way you’re using it) is unreliable. If you measure your table and it’s 72 inches every time, but you find out your table is actually 68 inches, then your tape measure is reliable but invalid.

Validity vs. Reliability

Here’s the bottom line: If you’re going to invest in a pre-employment assessment, it must be both valid and reliable, otherwise it’s not going to add any value to your talent selection process. To learn more about why validation matters, check out this OutMatch Minute video, 4 Reasons You Should Care about Validation.

 

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2017 OutMatcher of the Year: Neelima Annam https://outmatch.com/2017-outmatcher-year-neelima-annam/ Wed, 14 Feb 2018 16:26:26 +0000 https://outmatch.com/?p=20440 As we wrapped up an especially big year here at OutMatch, our employees cast their votes for the 2017 OutMatcher of the Year. This is a person we recognize at the end of each year for their passion, dedication, and…

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As we wrapped up an especially big year here at OutMatch, our employees cast their votes for the 2017 OutMatcher of the Year. This is a person we recognize at the end of each year for their passion, dedication, and above-and-beyond work. Our 2017 winner has all of those things, and more.

Congratulations to Neelima Annam, Director of Software Delivery!

Neelima manages the technology team that’s responsible for all of the development on the OutMatch platform. This an incredibly important role that involves planning, managing, and delivering new functionality to help our clients transform their world of work. Neelima does this with incredible care, unwavering focus, and an upbeat, always-willing-to-help attitude.

OutMatcher of the Year Award

Our 2016 winner, Casey Johnson, Senior Research Scientist, passed the torch to Neelima after a exciting year of innovation and transformation. It’s no coincidence that our 2017 winner works on the technology side of the business. 2017 marked a breakthrough year for OutMatch with the launch of the OutMatch Platform, which Neelima was instrumental in developing. This new platform delivers predictive talent analytics in a sleek, easy-to-use interface, plus it integrates seamlessly with applicant tracking systems and provides mobile-optimized assessments that candidates can complete in less than 7 minutes—3X faster than industry average!

These accomplishments were absolutely a team effort, but Neelima served as a beacon of OutMatch values, and stood out to all of us as the most deserving recipient of the 2017 OutMatcher of the Year award.

Here are a few of the things our fellow OutMatchers had to say about Neelima:

Neelima continues to corral, support, and organize our teams to success. Her patience and dedication are inspiring.

There are many people who work hard and contribute at a very high level on my team, but Neelima sets the bar for living our values.”

Neelima consistently demonstrates a positive attitude, caring for others, and representation of all good things that OutMatch is about.”

Want to work with rockstars like Neelima? Learn more about us and look for jobs that might be right for you on the OutMatch Careers site.

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Recruiting and Hiring: Lessons Learned from Marketers https://outmatch.com/recruiting-hiring-lessons-learned-marketers/ Mon, 05 Feb 2018 13:35:17 +0000 https://outmatch.com/?p=20332 In today’s world, recruiters and talent acquisition leaders are acting more and more like marketers. Why? Because the process of converting a candidate into a hire is a lot like the process of converting a prospect into a customer. It’s…

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In today’s world, recruiters and talent acquisition leaders are acting more and more like marketers. Why? Because the process of converting a candidate into a hire is a lot like the process of converting a prospect into a customer.

It’s all about the funnel. The recruitment funnel, much like the sales and marketing funnel, is the best way to understand how effective your messages are, and if you’re attracting the right people to your brand.

Here’s what the sales and marketing funnel looks like:

The Top of the Funnel: A Lead

This is the entry point, and the widest part of the funnel. Someone enters your funnel by expressing interest in something you do. You don’t know much about them at this point, other than they raised their hand by clicking on a social post, visiting your website, downloading an eBook, etc. To move them further down the funnel, you have to nurture their interest, or they’re likely to forget about you.

The 2nd Level: Discovery 

A lead moves into this part of the funnel when they express a little more interest in finding out who you are, what you do, and how it might affect them. At this point, a sales rep will start a conversation to qualify the lead and understand things like budget, needs, and timeline.

The 3rd Level: Opportunity

This is the consideration stage. The lead is likely doing their research and vetting your company against others before making their final decision. A lead converts into an opportunity when the sales rep decides that this is a viable deal and there’s a real probability it will close.

The Bottom of the Funnel: A Win

This is the purchase stage, when the opportunity takes that final action to become a customer. The deal is closed, and the sales team celebrates.

Now here’s how that same funnel applies to recruiting:

In the recruiting funnel, candidates are your leads. They can come from anywhere. Maybe they saw an ad on Indeed, or maybe they visited your Careers page. At this point, they’re not qualified yet, and they may or may not take any action to begin the application process.

Next down, you have people who have expressed interest in a specific job. They’ve gone from being a passive candidate to an active candidate. After initial screening, if they’re qualified for the job, they’ll move to the third level—the interview process. You have to decide if this candidate is worth spending time with and why. The last stage is similar to the sale—you make an offer and if they accept, the job is filled and you have your new hire!

Is your recruitment funnel delivering?

The purpose of the funnel is to weed out the uninterested and unqualified candidates, leaving you with the ones who best fit your culture and have the right competencies for the job. Take a look at your funnel to see how it’s working. What are you conversation rates from one part of the funnel to next? Are you meeting your goals, or do you need to invest more in a certain area? For example, if you don’t have enough qualified candidates at the bottom of the funnel, you may need to expand your sourcing efforts in order to cast a wider net and increase the chances of getting qualified candidates to apply.

To learn more about cross-functional collaboration between talent acquisition and marketing, watch our webinar: How to Recruit Like a Marketer.

 

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3 Types of Employee Turnover – Which One Matters Most? https://outmatch.com/3-types-employee-turnover-one-matters/ Wed, 31 Jan 2018 15:45:16 +0000 https://outmatch.com/?p=20245 Reducing this type of turnover will have the greatest impact on your bottom line.

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If the constant battle to reduce employee turnover makes your head hurt, you’re not alone. Business leaders are looking to HR to deliver big results, but sweeping statements from the boardroom, like “REDUCE TURNOVER OR ELSE,” leave your team with an enormous task ahead of them.

The first thing to understand is that not all turnover is bad. By focusing on one facet of turnover, rather than all turnover, you can have a much greater impact on your organization’s turnover rate—and more importantly—on the quality of your workforce.

3 Types of Turnover

  • Desirable: When you lose a bottom performer, or even a toxic employee.
  • Okay: When you lose an employee in an easy-to-fill job, a short-term contract job, or a job with a short learning curve.
  • Regrettable: When you lose a top performer or a high-potential employee, especially to a competitor.

How to Stop Regrettable Turnover

Most regrettable turnover can be traced back to poor job fit and poor culture fit. Fortunately, job fit and culture fit are HR’s wheel house, and there are several things you can do to improve the way you match people to jobs.

  • Define what it means to be successful in your company. What do top performers have in common? Which aspects of your culture are essential for success? Look for these qualities in new hires to ensure a strong fit.
  • Encourage strong employee/manager relationships. A top reason people leave a job is because of poor managerial relationships. When you have the right managers in place, and use analytics to improve team dynamics, you’ll see less turnover across your workforce.
  • Ease the transition from one job to the next. Job transitions are danger zones. Make sure your employees are equipped with the skills and competencies they need before moving into their new role.
  • Foster employee growth and development. Top performers are most at risk of turning over when there’s a lack of development opportunities. And this is a widespread problem—according to an engagement survey, only 25% of workers feel they have ample opportunities for career growth.
  • Be transparent about employee development. Oftentimes, companies keep their list of high-potential employees confidential. But if you never tell a high potential they’ve been identified, how will they know what to focus on? Communicating your development plans shows that you’re invested in employee growth, and that you have long-term plans for keeping people challenged and engaged.

So while there are several types of turnover, regrettable turnover is the one you should be focused on. This is where you’ll have the most impact. To learn more about measuring turnover and building an strategy to reduce turnover, watch our webinar: Why Turnover is the Most Misunderstood Metric in HR.

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