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Defining Candidate Quality – It Can Be Done!
I came across this article written by Kevin Wheeler today on ERE.net and was very impressed – It is titled “Candidate Quality Can Be Defined”. Often I am asked to define or establish recruiting metrics. The most common being cost per hire, time to fill, hiring manager satisfaction and candidate experience. But I think the metric that has the most validity and long term impact is “Candidate Quality”. Kevin does an excellent job of breaking this metric down into three (3) steps:
- Step1: Establish specific competencies or traits that equal quality in the minds of your hiring managers and use it to assess candidates.
- Step 2: Educate hiring managers.
- Step 3: Investigate and experiment with new tools for screening and selection.
The “time suck” if you will, is that this exercise must be done for each position/hiring manager because a successful pharmaceutical sales representative in New York City is going to have different “Quality Competencies” than a candidate in Atlanta. But once you establish these competencies and develop a solid relationship with your hiring manager – the search, selection and long term company impact will be much more efficient!
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