For many employers, finding the right people to hire right now may seem near impossible. There are numerous ways organizations can improve their talent management strategies to not only hire but also retain top talent. One in particular entered the spotlight this summer when a LinkedIn post went viral: cutting back on interviews to reduce time to hire and gain candidates’ loyalty. Interview fatigue is a critical flaw in the candidate experience at many organizations — and thus an insidious threat to your talent acquisition strategy.

Many global executives understand how crucial it is to have a skills-based hiring strategy grounded in data to thrive in this digital world. However, most organizations don’t have the right data required to make well-informed skills-based talent decisions.

Continue reading to learn why skills-based hiring is so important and what steps organizations can take to implement a more robust talent strategy.

At Hogan, we have recently seen an uptick in client concerns regarding employee turnover. This developing concern parallels a general increase throughout the workforce in employees’ desires to quit their jobs after experiencing organizational changes sparked by the pandemic. According to the US Bureau of Labor Statistics, an average of 4.3 million employees per month quit their jobs between March 2021 and March 2022. This trend, termed the Great Resignation, can harm organizational effectiveness due to replacement costs, reduced efficiency, loss of clients, lower customer satisfaction, overburdened HR, and a decrease in workforce morale.

Hiring Gen Z is essential to surviving in this talent market.

You know the story: The skills gap is cavernous. The Great Resignation is here. Baby boomers are retiring at record pace. The employment climate is changing too quickly, and you have jobs to fill — you need to adapt. But how?

First, know it’s not just you. Organizations across industries and around the globe are confronting these issues and more. As Industry 4.0 technologies change how businesses operate, employers are seeking candidates who have strong digital skills, including the ability to learn quickly and easily to use new technology and aptitude for data and analytics.

To say the current talent market is competitive might be an understatement. Concerns about the skills gap have intensified as the number of open jobs has grown considerably in the past year and a half. Meanwhile, the unemployment rate has also risen, and many workers have been unable to find new work due to skill misalignment with the available openings, concern for their health, issues with childcare, distance from opportunities, and more. In other words, jobs are opening, the size of the talent pool is shrinking, and the skills that were in-demand pre-pandemic are even more so now.

For many employers, finding the right people to hire right now may seem near impossible. There are numerous ways organizations can improve their talent management strategies to not only hire but also retain top talent. One in particular entered the spotlight this summer when a LinkedIn post went viral: cutting back on interviews to reduce time to hire and gain candidates’ loyalty. Interview fatigue is a critical flaw in the candidate experience at many organizations — and thus an insidious threat to your talent acquisition strategy.

Having the right people in the right job roles means everything when it comes to organizational success. But if your organization doesn’t have a sound talent acquisition strategy, identifying and hiring those people can be a murky process, dependent on guesswork and laden with potential for mistakes. That’s why you need a playbook — a game plan with proven methods for your team to find its most ideal new players. Here’s what you need to know to get started.

Performanta unei organizatii depinde, in mare masura, de performanta contributorilor individuali. De aceea, este crucial sa angajam oamenii potriviti. Dar cum ne putem da seama daca procesul nostru de selectie identifica cu adevarat persoanele potrivite?  

De ce sa folosim teste psihometrice in selectie?

Expresia „omul potrivit la locul potrivit” a devenit un stereotip cand vine vorba de recrutare si selectie, insa si un deziderat pentru multe organizatii.

Pentru atingerea acestui scop, evaluarea cat mai precisa a profilului candidatului si a compatibilitatii acestuia cu postul reprezinta un pas esential pentru orice specialist in resurse umane.

Selecția angajaților este o etapă centrală a strategiei de resurse umane a unei organizații. Într-o lume care tinde către utilizarea cât mai eficientă a tuturor resurselor disponibile, costurile asociate unei strategii de evaluare nepotrivite sunt ridicate și pot fi atât financiare, cât și non-financiare.

Există puține lucruri mai deranjante decât atunci când realizăm că un angajat în care am investit timp și resurse se dovedește a fi nepotrivit. Odată cu necesitatea de a începe din nou procesul de recrutare și de a găsi un înlocuitor, poate fi un cost dificil de recuperat. Deși această sumă variază în funcție de rol și industrie, studiile de-a lungul anilor estimează că angajarea unei persoane greșite poate costa o afacere de 3 ori salariul anual al acelui angajat. Această cifră crește considerabil odată cu importanța rolului în companie.

Proiectarea unui process de evaluare valid si corect in selectie nu este un lucru simplu, desi asa pare la prima vedere. Trebuie luati in considerare numerosi factori, insa cei mai importanti sunt:

• modul cum resimte candidatul interactiunea cu procesul de selectie propus de companie si
• validitatea predictiva a metodelor de evaluare utilizate