{By John Smith/Partner at Kellen James}
Most organizations face a common dilemma each time they begin the hiring process. They want a “Super-Star” candidate, but they want to pay for a “Marginal” Performer. Regardless of what we like to think, it all comes down to price or “Cost per Hire”. Consequently, in order to control costs, many organizations attempt to fill vacancies on their own. Many organizations have little or no real experience in recruiting and most have no real recruiting strategy.
However, there is a way to keep your costs down and still hire “Super Star” candidates. Implement Assessments into your hiring strategy. Implementing a comprehensive assessment program can greatly improve your hiring decisions by giving you detailed insights into a candidate. Assessments can reveal personality and performance traits that would otherwise go unrecognized, causing you to either hire the wrong candidate or worse, overlook the right candidate.
All too often the term “Right Fit” is bandied about, but few can actually define it. The easiest way to define it is to select your top performers and have them take the assessment. Once you establish a target range, you’ll be able to quickly identify candidates whose profiles along with their background, experience and accomplishments make them the “Right Fit” for your organization.
Assessments are by far the most cost effective tool you can add to your recruiting toolkit. Implementing an assessment program will help you align Cost per Hire with actual Quality of Hire.
« Personne n'a trouvé le moyen de filtrer les paroles des imbéciles heureux qui évoluent dans notre business en ne gardant que l'énergie positive et en détruisant les vociférations inutiles afin de se concentrer sur le business, PORT va le créer » annonce Stéphane Tripot, le Directeur Général de la société.
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