Compiling and making sense of employee evaluation data from multiple sources is a bit like herding cats. You might be successful eventually, but there’s going to be a lot of running around in circles to get the job done. And perhaps a bit of wailing,
One of your latest recruits was such a disappointment: a drag on morale, productivity and profits. The damage to team effectiveness and project momentum far outweighed the salary and benefits paid to the misguided hire, but on top of all that add $3,500 to the
Senior management is on board: the mandate is now clear; measuring quality of hire is a priority. Now you’re faced with going beyond the basics in HR metrics. Sixty percent of organizations that measure quality of hire have been doing so for less than two
Consider the cost of getting recruitment wrong. Additional turnover, the drag on morale, the time spent trying to salvage or reform a poor performer. So many times hiring resources are measured on efficiency, service and cost metrics rather than on quality of hire. Best hiring
Latin Americans place great emphasis on face-to-face personal relationships, so for many Latin American companies, sourcing talent remotely and hiring remote workers simply isn’t a consideration. However, for those willing to break with tradition, operational efficiencies and cost savings await with remote hiring. The Benefits
Hudson RPO and the HRO Today Institute recently conducted a global benchmarking study on how companies measure quality of hire. Based on the research findings and discussions with organizations worldwide, Hudson RPO has identified six key steps to delivering a successful quality of hire program.
Being a Trusted Advisor is a term that gets used often, and there has been much written on the topic… So I can hear you saying, “Well, why write another article on it?” I was recently part of a conversation where a senior stakeholder described
The notorious war for talent in the pharmaceutical industry is now at its peak. With the lack of highly skilled talent, market rates are soaring in niche areas. It’s evident now more than ever, businesses need to invest heavily in developing and retaining their talent.
I am currently in the process of organising my 9 year-old son’s birthday party and it has occurred to me that there are a number of similarities to developing employment branding. Minchington (2005) reminds us that an Employee Value Proposition (EVP) must be “unique, relevant
If there are any lessons to be learned since the Arthur Anderson/Enron/Worldcom implosion in October of 2001 and the recent economic downturn, it’s that highly skilled and knowledgeable auditors are important assets in business. Global companies scramble for these bean counters with CPA’s from top