Agree the Job Brief
Positive collaboration starts with mutually agreeing hiring expectations and Talenytics ensures this happens. The Recruiter and Hiring Manager agree the comparative importance of key selection criteria using our unique Q-Chart™ tool. These weightings are determined carefully as they create the baseline against which candidates for the role are going to be scored. Interviewers are also engaged and included within the review. They also agree the comparative importance of key hiring factors, for instance “speed to hire” versus “quality of candidate” using the Q-Chart™. Important hiring milestones such as optimum number of interviews and target start date are also recorded. So, the hiring process starts with a common view and understanding of what’s required by all stakeholders.
Upload the Shortlisted Candidates
The Recruiter sources candidates (supported by their ATS perhaps) and now transfers the profiles of the small number of applicants they believe are good enough to be interviewed into Talenytics. The Recruiter rates them simply and quickly using the Q-Chart™ which results in a single Candidate Quality score for each candidate. Immediately the Hiring Manager can see the strengths and weaknesses of each candidate against the Job Brief and can directly compare candidates against each other even at this early stage. The chance of interviewing unsuitable candidates is massively reduced.
Interview and Assess the Candidates
The Hiring Manager decides which candidates are going to be interviewed based on a rational analysis of each candidates’ capability and potential. Areas of concern for each candidate are now explicitly understood and can be addressed during interview. The Hiring Manager and Interviewers perform the interviews, considering the shortlist results, after which the software prompts each for a score of the candidate’s capability against the Q Chart™ criteria. This quick and easy ranking provides a new layer of assessment which is again simply represented in the Q Chart™. The Candidate Quality score for each candidate is now calculated combining the assessments of all the stakeholders. This fantastically rich but simple representation of candidate capability drives high-quality selection decisions.
Hire the Best Candidate
The Hiring Manager now selects the best candidates based on the candidate Q Chart™ and Candidate Quality scores. They understand objectively and explicitly the reasons for selecting this individual versus other candidates having balanced their strengths and weakness as represented on the candidate Q Chart™. If the offered candidate accepts the role, then the start date is entered into Talenytics and the hiring process finishes – well almost!
Assess the Hiring Process
Before hiring process is finally complete, the hiring manager and recruiter are asked to score how well they think the recruitment process went against the process Q Chart™ criteria they agreed in the Job Brief. In addition, and automatically, Talenytics calculates how the well the recruitment plan was achieved comparing actual results against the milestone targets. So, at the end of the hiring process, there is a rich set of data reporting on stakeholder satisfaction with the process and actual recruitment delivery performance. At the centre, is a single Hiring Quality score for each hiring activity.
5 Key Steps to Boost your Company's Quality of Hire [whitepaper]
Our complimentary guide will tell you how you can easily implement changes that will help you track how successful your candidates, recruiters and recruitment process really are.