White Paper – 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 Technology in Talent Selection https://outmatch.com/technology-in-talent-selection/ Tue, 20 Mar 2018 18:18:38 +0000 https://outmatch.com/?p=20854 It’s an exciting time in HR. Our traditionally soft-skills industry is becoming tech-savvy. Finally! HR technology and predictive analytics are bringing precision and accuracy to talent strategy, and giving HR leaders the power to impact bottom-line business results like never…

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It’s an exciting time in HR. Our traditionally soft-skills industry is becoming tech-savvy. Finally! HR technology and predictive analytics are bringing precision and accuracy to talent strategy, and giving HR leaders the power to impact bottom-line business results like never before.

By embracing technology, HR continues to sharpen it’s decision-making capabilities. We’ve seen huge improvements in Talent Acquisition’s ability to predict a candidate’s job performance and turnover risk before making the hiring decision. Talent Acquisition is also equipped to predict and prepare for staffing shortages, and to quantify the financial impact of hiring decisions on the bottom line. All thanks to technology.

In light of such successes, employers are taking an all-in approach to technology. At the same time, they’re beginning to devalue to the human side of talent selection.

Before the rise of modern HR technology, employers had no choice but to trust the instincts of their recruiters and managers to make the right hiring decision. Employers now have the option to eliminate gut instinct and human intuition from the hiring process entirely. But should they?

What we’ve found is that HR technology and human intuition don’t have to be at odds with one another. Technology has transformed HR into a an efficient, high-powered machine. But in talent selection (and in life), balance is key.

That’s why best-in-class companies use a blended approach, valuing their teams’ ability to make good judgments about talent, and also leveraging technology to provide guidance and create an efficient, reliable, and pain-free talent selection process.

To learn more, download our white paper: Hydrangeas, Narcissists, and Intuitive Thinking: The Science Behind Intuition, and Its Role in Talent Selection.

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What To Do about Hourly Turnover? https://outmatch.com/what-to-do-about-hourly-turnover/ Wed, 14 Mar 2018 15:32:09 +0000 https://outmatch.com/?p=20817 Hourly turnover, especially in a candidate-driven market, can feel much like a revolving door. In an hourly work environment, the pay is low and the job isn’t all that “sticky.” (Unless you’re pulling gum off the bottom of dining room…

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Hourly turnover, especially in a candidate-driven market, can feel much like a revolving door. In an hourly work environment, the pay is low and the job isn’t all that “sticky.” (Unless you’re pulling gum off the bottom of dining room tables, or cleaning buttered popcorn from a movie theater floor.)

What we’re talking about here is the challenge of retaining employees in not-so-desirable jobs, or jobs that are easy to walk away from. That’s the reality for companies with large hourly workforces, like restaurant, retail, property management, manufacturing, call centers, and countless others. You can’t change the job, and often you can’t bump the pay. HR leaders in these industries have come to accept high turnover as a fact of life.

Maybe you can’t stop turnover at the hourly level. But what if you could slow it down? Stretching an hourly employee’s tenure from 30 days to 90 days can have a surprisingly big impact.

Think of it like this:

  • You hire A, who stays for 30 days.
  • You replace A with B, who stays for 30 days.
  • You replace B with C, who stays for 30 days.

In 90 days, you’ve made three different hires. Now compare that scenario to this one:

  • You hire Z, who stays for 90 days.

Here, you’ve only made one hire. Let’s say the cost of each hire is $2,000, conservatively. In scenario 1, you spent $6,000 in 90 days. In scenario 2, you spent $2,000 in 90 days. When you multiply that out across your entire hourly population, it adds up to big savings.

Here’s an example: A retail client of ours hires over 60,000 hourly employees per year. That’s 15,000 hires per quarter on average (not accounting for seasonality). Hiring people who turn over early (within 30 days, for example) could potentially triple this client’s number of vacancies from 15,000 to 45,000 per quarter. On the flip side, hiring people who are more likely to stay for 90+ days could reduce their number of vacancies from 15,000 to 5,000 per quarter. What a difference!

To learn more about hiring’s effect on turnover, as well as internal promotions and customer experience, check out our white paper: The Business Case for Hourly Assessments.

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The Relationship Between Company Culture and Employee Engagement https://outmatch.com/relationship-company-culture-employee-engagement/ Mon, 12 Feb 2018 13:58:24 +0000 https://outmatch.com/?p=20397 Become your organization's culture and engagement ambassador - 4 things to know

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Everyone is talking about company culture and employee engagement. These are hot topics in HR, especially now as employers are seeing the impact that a strong culture and high engagement can have on the bottom line.

But what are you doing about company culture and employee engagement? There’s a whole new world of HR technology dedicated to measuring these aspects of the employee experience. Such tools can capture the moment-to-moment pulse of your workforce, or reveal employees’ deeply-rooted perceptions about your organization.

When it comes to measuring culture and engagement, there are a lot of new technology providers to evaluate, and the learning curve can be daunting. Because technology in this space is so new, many HR leaders don’t fully understand the methodologies involved in measuring culture and engagement, or how data on culture and engagement can be used to improve your workforce or solve business challenges. To further complicate things, the terms ‘culture’ and ‘engagement’ are often used interchangeably, when in fact, they are two distinct concepts.

Before you dive into the world of DIY survey building or begin vetting technology providers, here are four important things to know about company culture and employee engagement:

  1. Culture and engagement are related, but different: Employee engagement is how employees feel, whereas culture is what employees believe and how they act.
  2. One type of culture isn’t necessarily better or worse than another. Some cultures attract certain people, and repel others. In that way, your cultureDNA™ plays a large role in determining who gets hired, who is promoted, and who departs from your organization.
  3. Because beliefs and behaviors are slow to change, culture is typically more consistent over time, whereas engagement can fluctuate frequently from month to month or even week to week.
  4. The stronger the culture, the higher the employee engagement. A blow to engagement on a team with a strong culture will rebound over time—but low engagement accompanied by a trend toward lower culture strength indicates that there’s a breakdown in beliefs and behaviors.

To learn more, and become your organization’s culture and engagement ambassador, download our white paper: How to Measure Culture and Engagement.

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Generational Differences: The Newest Way to Justify a Retail Bad Hire https://outmatch.com/generational-differences-the-newest-way-to-justify-a-bad-hire-2/ https://outmatch.com/generational-differences-the-newest-way-to-justify-a-bad-hire-2/#comments_reply Fri, 02 Oct 2015 15:30:06 +0000 https://www.assess-systems.com/?p=6718 Imagine you’re walking into a clothing store. You notice there’s no one at the front of the store to greet you, but continue on to look for some clothes you heard were on sale. When you find a shirt you like but…

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Imagine you’re walking into a clothing store. You notice there’s no one at the front of the store to greet you, but continue on to look for some clothes you heard were on sale. When you find a shirt you like but it’s on a high shelf, so you scan the store looking for someone to help. You see a handful of employees, all in their mid-20’s, huddled around talking to each other and not paying attention to you or any other customers.

“I guess this is what happens when you hire a bunch of Millennials,” you think, before you finally have to cut into their conversation to get the help you need.

But what if the problem isn’t that they’re Millennials, but they’re just bad hires?

Learn how to hire right without focusing on the differences between generations. Assessing job candidates based on the traits and behaviors that are proven to lead to success will not only guarantee best fit for the position, but also keep distractions like generational differences at bay.

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Generational Differences: The Newest Way to Justify a Bad Restaurants Hire https://outmatch.com/generational-differences-the-newest-way-to-justify-a-bad-hire/ https://outmatch.com/generational-differences-the-newest-way-to-justify-a-bad-hire/#comments_reply Mon, 01 Jun 2015 19:57:28 +0000 https://www.assess-systems.com/?p=6017 Imagine you’re at a restaurant and you’ve just been seated at a table. About five minutes goes by and no one has taken your drink order. You start scanning the dining area for someone who can help and you stop…

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Imagine you’re at a restaurant and you’ve just been seated at a table. About five minutes goes by and no one has taken your drink order. You start scanning the dining area for someone who can help and you stop when you see a young waiter in the corner, probably in his early-20’s, on his phone texting.

Clearly this guy isn’t doing his job, and if you’re like most people, you’ll write it off as a Millennial who, of course, is on his phone because that’s what young adults care about these days. But what if that waiter was just a poor hire?

For the past couple of years, the business world has been buzzing about generational differences. Specifically, what they are and how they appear in the workplace. After clicking through a few articles, you learn about how to facilitate communication among different aged employees, workshops, and other activities that are supposed to bridge the gap between generations.

However, bridging generations isn’t the solution, because different generations in your restaurant isn’t the big problem.

Think about all of the things that make your employees successful. How many of those things can you think of that only apply to people of a certain age? Probably very few. Instead of focusing on the scapegoat of generational differences, why not focus on behaviors that make employees successful at any age?

The reality is that some individuals may not be the right fit for your restaurant. Some may not be able to cope with high-stress dinner hours, and others may be too bossy or over-bearing when giving instruction. This has nothing to do with age, but all to do with personality and behavior.

Learn how to hire right without focusing on the “differences” in generations. Assessing job candidates based on the traits and behaviors that make a person successful in a role not only guarantees best fit for the position, but also keeps distractions like generational differences at bay.

 

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Integrity Matters: The Effects of Unethical Employees in the Workplace https://outmatch.com/integrity-matters-the-effects-of-unethical-employees-in-the-workplace/ https://outmatch.com/integrity-matters-the-effects-of-unethical-employees-in-the-workplace/#comments_reply Tue, 14 Apr 2015 16:53:33 +0000 http://assess-systems.assess.int/?p=5477 Integrity is quality of being honest and having strong principles. People with integrity have their “moral compass” pointing due North. They understand that actions have consequences and don’t neglect or take advantage of others for their own benefit. What happens…

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Integrity is quality of being honest and having strong principles. People with integrity have their “moral compass” pointing due North. They understand that actions have consequences and don’t neglect or take advantage of others for their own benefit.

What happens when the people you hire lack integrity?

Theft, lying, drug use, chronic absenteeism, and a disruptive workplace to name a few. Employees who behave badly take a constant toll on your organization in terms of turnover costs, workplace efficiency, morale, profitability, and more.

Hiring even a few unethical employees can be extremely damaging for your company, and interviews alone aren’t not enough to identify red flags that lead to unethical behavior. The Society for Human Resources Management (SHRM)  and CareerBuilder have found that an alarming 53-58% of job applicants misrepresent themselves in resumes and interviews. They also discovered that this occurs most in the finance, hospitality, IT, healthcare, and retail industries.

Common side effects of hiring unethical employees include:

  • Abusing company property
  • Failing to arrive at work on time
  • Ignoring safety precautions
  • Lying or hedging on the truth
  • Missing work repeatedly
  • Mistreating other employees or having difficulty working with others
  • Resisting direction and supervision
  • Significantly underperforming
  • Stealing
  • Using illegal drugs prior to work, on the job, or after work

Inventory shrinkage—including shoplifting, employee or supplier fraud, and administrative error—cost the global retail industry more than $128 billion dollars in 2013, with $42 billion lost in the U.S. alone, according to the Global Retail Theft Barometer study. The National Restaurant Association calculates that 7% of restaurant sales are lost to employee theft.

The ability to predict how a candidate will handle integrity-related issues gives companies a powerful advantage in the selection process—because avoiding a bad hire is just as important as making a good one.

Learn how to identify potential problems before you hire by understanding the 7 Dimensions of Integrity.

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