|
Traits Competencies - High Verbal Skill
- Presentation skills Expertise
Technical Skills - Expert in C#
- Average in Java
What makes a good candidate different from a bad one? What defines a high quality candidate? I can’t count the conversations I have had with recruiters on these questions, and few have had answers.
For as long as I can remember, recruiters have focused on cost as the primary measure of their effectiveness and value to the organization. The most popular recruiting metric has been cost-per-hire, and recruiting functions justify their existence by showing how much less expensive they are than an outsourced solution. This, however, has begun to change. Even though we are in a recession, skilled talent is hard to find, and demographic projections indicate a long-term swing toward a candidate-driven market. If you are in Europe or recruit for European operations, the aging workforce and the lack of fresh, skilled talent has to be a major concern. Positions are open longer and hiring managers ask for more resumes to review, not being satisfied with those recruiters provide. There may be hundreds of candidates on the job market at the moment, but managers are still frustrated at the inability of their internal recruiters to find what they consider quality talent. The most important metrics today are those of speed and quality. The best recruiters are measured on how quickly they present candidates and on the quality of those candidates. In many organizations, outsourcing decisions are being made on these metrics, not on cost. Managers are finding that having a good employee when they need one is much more important than how much it costs to get him or her. But one hurdle looms over all of this. That hurdle is to define what we mean when we say that one candidate is “better” than another. How do recruiters and hiring managers define quality? Who defines it? And how can it be tracked? These are the tough questions that need answers.
Quality can be defined and here are a few ideas on how to do it. The only caveat is that this process has to be dome for each type of position in your organization. Competencies or Traits ...
|