Measuring quality of hire? Look at these three things.
When someone is hired for a role, how well they will do can be described by this equation:
Head + Heart + Briefcase = Quality of Hire
The sum of these three parts will indicate the quality of the individual for their role.
Here’s what each means:
Head: Behavioral Traits and Cognitive
Heart: Core Values and Internal Makeup
Briefcase: Professional Choice/Resume
There’s no mistaking a coworker who is deficient in one of the three areas. We’ve all experienced them: The Know-it-all that lacks the tact for winning trust with coworkers and clients. The Saint whom everyone loves but cannot execute on a project. The Veteran who gets the job done but is not motivated for the job and is obviously checked out. We all know that when hiring, it’s so important to avoid any of these personas that have become all too common in the workforce today.
So if we know that we are to avoid these hiring mistakes, why is it that we’re spending so much time measuring only the quality of the “Briefcase”. Hours are spent weeding through resumes and interviews that focus on the quality of someone’s experience and skill set. But how are we measuring the “Head” and “Heart”? Of course, It’s naïve to think that no one is asking questions which examine the “Head” and “Heart”; but these questions can be much like a doctor diagnosing someone’s health by just physical appearance when what’s needed is an x-ray.
How can we get beyond simply relying on “gut feelings” (which is one of the worst things you can do) when examining the “Head” and “Heart”. Here are three ways to dig a little deeper for hiring success.
- Implement a strong recruiting process that has metrics incorporated for the thorough evaluation of a candidate. For example, a scorecard that has the hiring team measure the quality of the candidate, not on feelings, but on actual characteristics that are important to the role. Or, metrics that evaluate whether the candidate can actually achieve the goals and objectives set by the organization for the specific role.
- Administer a pre-employment assessment. There are many assessment tools in the marketplace, like Predictive Index, that can be used to evaluate a candidate to ensure that they have the personality and the learning capacity for the role. These assessments use years of science and research, not emotion, to help make strong educated decision on the right hire.
- Secure the right recruiting firm/consultant. Don’t underestimate the importance of partnering with the right people that can “sit on your side of the table” and understand your culture, team and brand. Having people on your team asking the right questions and digging deep into what is important to your organization can help ensure the new hire is the right fit long-term.
For more information on how to use the head, heart and briefcase in your recruiting strategy, connect with us! We’ll show you how we do it.