Are you hiring right? “Of course we are,” answered Dan, a CEO who is a new advisory client from the West Coast of the United States. Then, he took the Hire Right Assessmentand was shocked to learn how much better other companies were doing at hiring for internal staff.

Getting hiring consistently right is difficult for most companies, which is one reason why the staffing and recruitment industry has grown and flourished over the years. However, most executives in staffing admit that their companies are much better at doing this for their customers than they are for themselves.

Why is this? And why hasn’t this improved over the past few decades?

To help create some Radical Accountability in hiring, I’m now making the Hire Right Assessment publicly available. This tool will help you compare your efforts to the Best and Innovative Practices employed by companies whose internal hiring processes are operating at peak efficiency.

To see how your company compares, answer each of the following:

  1. When hiring tenured individuals, which of the following resources accounts for more hires than the others listed?

    1. Advertising
    2. Job board postings
    3. Referrals
    4. Direct sourcing and recruiting

  1. Prior to making an offer, do you require that candidates work on a project (paid or unpaid) that requires use of the same skills for the position they are seeking?

    • Yes
    • No

  1. Does your company have a set methodology in place for eliminating emotion from the hiring process?

    • Yes
    • No
    • I’m not sure

  1. Which of the following methods is most frequently used to check references?

    1. Calling those provided by the candidate
    2. Emailing those provided by the candidate
    3. Sourcing our own list of references to check
    4. We don’t consistently check references

  1. For sales and recruiting roles, which type of candidates are the majority of your hires:

    1. People with staffing or recruiting experience
    2. Individuals without staffing or recruiting industry experience
    3. Candidates from the 10 most transferable job types, including fundraising and door-to-door sales

  1. Which of the following best describes the profile for those you hire for recruiting roles:

    1. Friendly, relationship oriented people who can also handle all of the HR responsibilities that come with the job
    2. Sales oriented people who are motivated to close deals
    3. Analytical type individuals who are good at assessing candidate skills and client fit
    4. Expressive people who are good at talking candidates into considering opportunities

  1. Which of the following best describes who you typically hire for sales roles:

    1. Hunters – salespeople who hunt down new customers and business
    2. Farmers – salespeople who develop and nurture business at existing accounts
    3. Both A and B
    4. Architects – salespeople who create business where there appears to be none

  1. Who is typically promoted to management:

    1. Top producers
    2. Above average producers
    3. Average producers
    4. Below average producers

  1. Are all new producers in sales and recruiting roles generating enough margin dollars to cover all of their payroll expenses and burdens by no later than their sixth month of employment?

    • Yes
    • No
    • I don’t know

This Week’s Radical Accountability Activating Action: Answer the questions, then compare your results to the companies getting the best results from their hiring process.

Best Companies at Internal Hiring:1. D, 2. Yes, 3. Yes, 4. C, 5. C, 6. B, 7. D, 8. C, 9. Yes

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