Hiring The Right People

StraightSource, a Dallas-based recruitment outsourcing company, has identified the key process steps necessary for minimum effectiveness in hiring the right people.

Their assumptions?

• Recruiting, like every other corporate process, can be measured, monetized and managed to deliver specific value and contribute to corporate objectives,” said Brandt Hamby, executive vice president, business development. “Too often, there is a schism between recruiting and management, where one group is blaming the other for organizational challenges.
• The key to finding the talent to drive corporate success lies in having a documented, well-defined, well-executed process to recruit and retain top talent.
• The process makes the difference and ensures consistent and repeated success in finding the right people to drive a business forward.
• They evidence a focus on developing measurable, repeatable and scalable processes in hiring more than 50,000 people for leading companies over the last 10 years.

CEOs should evaluate the effectiveness of their organization's recruiting process by asking five tough questions:

1. Is there a detailed process map for recruiting that includes interview scripts and job description aids?
2. Is there a well-defined, position-based selection process? Does it include selection tools that have been validated across all jobs and job types?
3. Is there an audit process to determine how well the recruiting staff adheres to the designed process?
4. Are there both process (time and cost) and outcome (satisfaction, quality and retention) measurements associated with the recruiting process?
5. Can you measure the financial value recruitment provides to the organization?

BOTTOMLINE: "The best-performing companies have a well-defined and consistently executed process that helps them find the right players time and time again. If you don’t have these process steps in place, there are inefficiencies in your recruiting, and most likely you are not getting the best people you can.”