Hire Top Talent
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Hire Top Talent
Discover how to find, attract, engage, and interview top talent
Curated by Barry Deutsch
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The easiest way to calculate quality of hire | Hire by Google

The easiest way to calculate quality of hire | Hire by Google | Hire Top Talent | Scoop.it
Quality of hire is one of the most important, but misunderstood recruiting metrics, we’ll show you how to use it properly.
Barry Deutschs insight:

I am a huge proponent of metrics and KPIs. I like the idea of measuring quality of hire. However, everyone gets all tangled up in how to measure it.

 

Here is my recommendation: Take your SUCCESS FACTORS (assuming you did these before the hire), and then measure the person's delivery on those outcomes, expectations, results, performance, metrics, and KPIs at 90 days and 6 months. Did they hit them, exceed them, or miss them.

 

I would define quality of hire as a candidate who hits or exceeds your specific quantifiable outcomes at the 90 day or 6 month timeframe with a set of behaviors and style that is consistent with your organizational culture and values.

 

Over 50% of newly hired employees fail to meet this expectation. Most hiring managers don't make a signficant change by firing the person, putting a PIP together, or having a deep developmental program to improve performance or behavior. They just accept partially competent people, or take those elements off the plate that the employee can't do - and the manager does it by allowing the monkey to be transferred onto their back. Doesn't that sound dysfunctional?

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How Managers Drive Results and Employee Engagement at the Same Time

How Managers Drive Results and Employee Engagement at the Same Time | Hire Top Talent | Scoop.it
Barry Deutschs insight:

Great article at HBR about balancing getting great results while raising employee engagement concurrently. The very best managers and executives are able to walk this fine line.

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Are You Over-Paid as a CEO or Key Executive?

Are You Over-Paid as a CEO or Key Executive? | Hire Top Talent | Scoop.it

"You’re probably thinking – how could Barry make such an outrageous statement? Over-paid – are you kidding? Ugh! I’m actually under-paid."

Barry Deutschs insight:

You're grossly over-paid if 50% of what you do on a daily basis is the work you're team should be doing. Why do you tolerate anything less than outstanding performance by your team members?

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