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HIRING FOR SUCCESS
IMPROVING ORGANISATIONAL PERFORMANCE THROUGH BETTER
QUALITY RECRUITMENT

© This information is the prop...
ABOUT THE REPORT

• Hudson RPO and the HRO Today Institute conducted a
global benchmarking survey of quality of hire measu...
THE SURVEY

80%

20%
Commercial/
Private sector
company

47%

Other
(non-profit,
gov’t, etc.)

>$50M
30%

35%

$50M$499M

...
THE RIGHT TALENT IMPROVES BUSINESS
PERFORMANCE
“How much more does a high performer
generate annually than an average perf...
THE RIGHT TALENT IMPROVES BUSINESS
PERFORMANCE
“Compared to our competition, our talent
pool is much or somewhat stronger”...
WHO IS MEASURING QUALITY OF HIRE?
WHO IS MEASURING QUALITY OF HIRE?
WHO IS MEASURING QUALITY OF HIRE?

• Almost all organizations surveyed believe quality of hire is
important but less than ...
WHAT MEASURES ARE BEING USED TO
DEFINE QUALITY?
DEFINING QUALITY OF HIRE
DEFINING QUALITY OF HIRE

• Employers must translate their definition of quality into clear and
measurable criteria
• Thes...
WHAT HAVE YOU FOUND AS THE KEY

CHALLENGES OF DATA COLLECTION?
CHALLENGES OF DATA COLLECTION

• HR Information systems not up to the task

• HRIS and ATS are often not integrated suffic...
MEASURING DOES IMPACT QUALITY
FACTORS THAT IMPACT QUALITY OF HIRE
REGIONAL COMPARISON
HURDLES TO IMPROVING QUALITY OF HIRE
HUDSON RPO’S 7 STEPS TO IMPROVE
QUALITY OF HIRE
1. Create a compelling business case
2. Identify and understand business-c...
Register to receive the report:
http://HudsonRPO.com/Quality

Contact: kimberley.huddle@hudson.com
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Australasian Talent Conference 2013 - Improving Organisational Performance Through Better Quality Recruitment

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Kimberly Hubble presents at the 2013 Australasian Talent Conference in Sydney. Kimberly leads Global Recruitment Process Outsourcing at Hudson Global Inc and shares her expertise on improving organisational performance through better quality recruitment. Find out more about the Australasian Talent Conference at www.atcevent.com

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Australasian Talent Conference 2013 - Improving Organisational Performance Through Better Quality Recruitment

  1. 1. HIRING FOR SUCCESS IMPROVING ORGANISATIONAL PERFORMANCE THROUGH BETTER QUALITY RECRUITMENT © This information is the property of ATC Events and may not be reproduced or used without attribution
  2. 2. ABOUT THE REPORT • Hudson RPO and the HRO Today Institute conducted a global benchmarking survey of quality of hire measurement practices • Surveyed talent leaders and hiring managers at 246 companies of all sizes globally • Final report will be officially launched on 30 May 2013 1
  3. 3. THE SURVEY 80% 20% Commercial/ Private sector company 47% Other (non-profit, gov’t, etc.) >$50M 30% 35% $50M$499M $500M -$5B 27% 27% 18% <$5B 27%
  4. 4. THE RIGHT TALENT IMPROVES BUSINESS PERFORMANCE “How much more does a high performer generate annually than an average performer?” 49% 40% Increased productivity in operations roles Increased profit in general management roles Increased revenue in sales roles 67%
  5. 5. THE RIGHT TALENT IMPROVES BUSINESS PERFORMANCE “Compared to our competition, our talent pool is much or somewhat stronger” Average annual percentage return to shareholders 22% 61% 38% Top-Quintile Performing Companies Mid-Quintile Performing Companies 13% Top-Quintile Performing Companies Mid-Quintile Performing Companies Source: McKinsey, War for Talent, Top 200 survey – 5,679 respondents
  6. 6. WHO IS MEASURING QUALITY OF HIRE?
  7. 7. WHO IS MEASURING QUALITY OF HIRE?
  8. 8. WHO IS MEASURING QUALITY OF HIRE? • Almost all organizations surveyed believe quality of hire is important but less than one third are actually measuring it • Just 60% of organisations that measure quality of hire have been doing so for less than two years so it seems to be a developing practice • Most organizations surveyed are measuring quality of hire across all role types using the same measures • There is an argument to suggest better organizational returns would be achieved by measuring quality of hire across a smaller number of roles, but roles which have a more critical business impact 7
  9. 9. WHAT MEASURES ARE BEING USED TO DEFINE QUALITY?
  10. 10. DEFINING QUALITY OF HIRE
  11. 11. DEFINING QUALITY OF HIRE • Employers must translate their definition of quality into clear and measurable criteria • These criteria should be relevant to the organization and role type – a single measure of quality may not be practical • Companies should consider other metrics such as: - Customer metrics i.e. feedback, retention rates - Staff metrics i.e. engagement, retention - 10 Financial metrics i.e. revenue or profit per employee, revenue growth Product & service innovation
  12. 12. WHAT HAVE YOU FOUND AS THE KEY CHALLENGES OF DATA COLLECTION?
  13. 13. CHALLENGES OF DATA COLLECTION • HR Information systems not up to the task • HRIS and ATS are often not integrated sufficiently • HRIS and ATS often not integrated with financial systems • Systems generally have a lack of compliance among users • Insufficient resources to do the job 12
  14. 14. MEASURING DOES IMPACT QUALITY
  15. 15. FACTORS THAT IMPACT QUALITY OF HIRE
  16. 16. REGIONAL COMPARISON
  17. 17. HURDLES TO IMPROVING QUALITY OF HIRE
  18. 18. HUDSON RPO’S 7 STEPS TO IMPROVE QUALITY OF HIRE 1. Create a compelling business case 2. Identify and understand business-critical roles 3. Determine the most relevant metrics for these business critical roles 4. Collect and analyse the data, working cross divisionally 5. Report your findings and recommendations to the business and seek their support for required changes 6. Take action to drive required changes ! 7. Review the program annually
  19. 19. Register to receive the report: http://HudsonRPO.com/Quality Contact: kimberley.huddle@hudson.com

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