Quality of hire (QoH) is a metric that measures the effectiveness and impact of a company's hiring process on business results. It demonstrates to executives how "hiring right" increases workforce productivity and revenue. QoH is calculated by comparing the performance of new hires to targets over time in areas like output, productivity, retention, innovation, and customer ratings. Measuring QoH helps improve hiring by identifying the most effective sources and addressing process problems.
The definition of “Quality of Hire” varies from company to company and role to role.
But as Talent Acquisition leaders, we are routinely called upon to define and measure this metric for our organizations. Research from Cielo and other industry experts shows that business stakeholders value the consistent delivery of quality candidates over every other Talent Acquisition deliverable.
We know you are doing everything in your power to meet their high expectations. That is why we dove deeply into this topic to find new angles on (and clear explanations of) Quality of Hire – to give you the knowledge you need to reassure stakeholders and enhance your results.
The Illusive Staffing Metric: Quality of HireCielo
Leading up to the recession, research indicated that a few, but growing number of companies were starting to measure “Quality of Hire.” A lot of the research in this area points out the positive benefits of employing a quality of hire approach as part of an overall talent management strategy.
Human Resource Management Strategy PowerPoint Presentation SlidesSlideTeam
Keep your audience glued to their seats with professionally designed PPT slides. This deck comprises of total of seventy seven slides. It has PPT templates with creative visuals and well researched content. Not just this, our PowerPoint professionals have crafted this deck with appropriate diagrams, layouts, icons, graphs, charts and more. This content ready presentation deck is fully editable. Just click the DOWNLOAD button below. Change the colour, text and font size. You can also modify the content as per your need. Get access to this well crafted complete deck presentation and leave your audience stunned. http://bit.ly/2tK9kkB
The definition of “Quality of Hire” varies from company to company and role to role.
But as Talent Acquisition leaders, we are routinely called upon to define and measure this metric for our organizations. Research from Cielo and other industry experts shows that business stakeholders value the consistent delivery of quality candidates over every other Talent Acquisition deliverable.
We know you are doing everything in your power to meet their high expectations. That is why we dove deeply into this topic to find new angles on (and clear explanations of) Quality of Hire – to give you the knowledge you need to reassure stakeholders and enhance your results.
The Illusive Staffing Metric: Quality of HireCielo
Leading up to the recession, research indicated that a few, but growing number of companies were starting to measure “Quality of Hire.” A lot of the research in this area points out the positive benefits of employing a quality of hire approach as part of an overall talent management strategy.
Human Resource Management Strategy PowerPoint Presentation SlidesSlideTeam
Keep your audience glued to their seats with professionally designed PPT slides. This deck comprises of total of seventy seven slides. It has PPT templates with creative visuals and well researched content. Not just this, our PowerPoint professionals have crafted this deck with appropriate diagrams, layouts, icons, graphs, charts and more. This content ready presentation deck is fully editable. Just click the DOWNLOAD button below. Change the colour, text and font size. You can also modify the content as per your need. Get access to this well crafted complete deck presentation and leave your audience stunned. http://bit.ly/2tK9kkB
Sourcing talent as key recruiting differentiator part 1 A Alexander Crépin
Talent Sourcing is a core part of recruitment. In the War-for-Talent
In the first part you learn about What sourcing is about How to Source data driven.
We use the A STEP model, part of the SAAA data driven recruitment model.
Recruiting Metrics - Strategic and Tactical KPIs for Talent AcquisitionMaia Josebachvili
This is the deck I presented at the Social Recruiting Strategies in Boston. It presents how to create recruiting reports and uses Greenhouses' actual data as a case study to see how tracking recruiting metrics can improve your overall process.
Recruitment and selection powerpoint presentationAndrew Schwartz
Having the highest performing employees is critical for the success of an organization but too often the best candidates can be hidden among stacks of scripted resumes. Hiring managers must learn strategies to find and select the right candidate. The Recruitment and Selection Powerpoint Presentation offers slides on topics such as: 27 points on creating a recruitment strategy, 24 slides on methods of recruiting, 10 tips for how to review resumes, 5 slides on evaluating interviews, 5 points on making the final decision, 17 points on assessing recruitment and selection strategies including 3 steps on how to benchmark these strategies, 15 slides on training and retention including 6 tips to increase retention and 8 tips for implementing training programs, 6 slides describing the legal issues, 4 slides for final action steps and much more. Royalty Free - Use Them Over and Over Again. Once purchased, download instructions will be sent to you via email. (PC and MAC Compatible).
Employee onboarding is the process to introduce new employee to the organization’s environment and culture. It helps the new employee to adopt the company culture and policies and increase work efficiency and productivity of the employee.
For more information visit https://www.hrhelpboard.com/hr-process/onboarding-process.htm
Completely align the Recruitment Strategy with the business plan, so as to stay head of the curve with the leaders in recruiting Top Talent from the industry.
Strategic Workforce Planning (SWP) is the most sought after skill in talent management today. Master this critical skill so you can move your career and your organization's objectives forward simultaneously.
In this webinar you will learn:
The essential steps in SWP
How to identify talents gaps and
Actions to take to close those gaps.
And more…
HR / Talent Analytics orientation given as a guest lecture at Management Institute for Leadership and Excellence (MILE), Pune. This presentation covers aspects like:
1. Core concepts, terminologies & buzzwords
- Business Intelligence, Analytics
- Big Data, Cloud, SaaS
2. Analytics
- Types, Domains, Tools…
3. HR Analytics
- Why? What is measured?
- How? Predictive possibilities…
4. Case studies
5. HR Analytics org structure & delivery model
Lou Adler explains how to measure quality of hire, how to quantify it from an ROI standpoint, and how to maximize it.
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn Talent Solutions page: http://linkd.in/1cNvIFT
Tweet with us: http://bit.ly/HireOnLinkedIn
Framework for improving and measuring quality of hireRob McIntosh
So many recruiting leaders want to move away from metrics like cost of hire and time to hire, and onto more useful measurements — with quality of hire topping many recruitment leaders’ lists.
Rob McIntosh, SVP of global talent acquisition for the 60-office, 20-country technology consulting firm Avanade, will walk you through, in detail, the problem Avanade wanted to solve by increasing the quality of hires; the journey and thinking required to build a new quality of hire global framework; and ultimately, how to measure and derive actionable outcomes on improving the overall quality of hires.
Sourcing talent as key recruiting differentiator part 1 A Alexander Crépin
Talent Sourcing is a core part of recruitment. In the War-for-Talent
In the first part you learn about What sourcing is about How to Source data driven.
We use the A STEP model, part of the SAAA data driven recruitment model.
Recruiting Metrics - Strategic and Tactical KPIs for Talent AcquisitionMaia Josebachvili
This is the deck I presented at the Social Recruiting Strategies in Boston. It presents how to create recruiting reports and uses Greenhouses' actual data as a case study to see how tracking recruiting metrics can improve your overall process.
Recruitment and selection powerpoint presentationAndrew Schwartz
Having the highest performing employees is critical for the success of an organization but too often the best candidates can be hidden among stacks of scripted resumes. Hiring managers must learn strategies to find and select the right candidate. The Recruitment and Selection Powerpoint Presentation offers slides on topics such as: 27 points on creating a recruitment strategy, 24 slides on methods of recruiting, 10 tips for how to review resumes, 5 slides on evaluating interviews, 5 points on making the final decision, 17 points on assessing recruitment and selection strategies including 3 steps on how to benchmark these strategies, 15 slides on training and retention including 6 tips to increase retention and 8 tips for implementing training programs, 6 slides describing the legal issues, 4 slides for final action steps and much more. Royalty Free - Use Them Over and Over Again. Once purchased, download instructions will be sent to you via email. (PC and MAC Compatible).
Employee onboarding is the process to introduce new employee to the organization’s environment and culture. It helps the new employee to adopt the company culture and policies and increase work efficiency and productivity of the employee.
For more information visit https://www.hrhelpboard.com/hr-process/onboarding-process.htm
Completely align the Recruitment Strategy with the business plan, so as to stay head of the curve with the leaders in recruiting Top Talent from the industry.
Strategic Workforce Planning (SWP) is the most sought after skill in talent management today. Master this critical skill so you can move your career and your organization's objectives forward simultaneously.
In this webinar you will learn:
The essential steps in SWP
How to identify talents gaps and
Actions to take to close those gaps.
And more…
HR / Talent Analytics orientation given as a guest lecture at Management Institute for Leadership and Excellence (MILE), Pune. This presentation covers aspects like:
1. Core concepts, terminologies & buzzwords
- Business Intelligence, Analytics
- Big Data, Cloud, SaaS
2. Analytics
- Types, Domains, Tools…
3. HR Analytics
- Why? What is measured?
- How? Predictive possibilities…
4. Case studies
5. HR Analytics org structure & delivery model
Lou Adler explains how to measure quality of hire, how to quantify it from an ROI standpoint, and how to maximize it.
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn Talent Solutions page: http://linkd.in/1cNvIFT
Tweet with us: http://bit.ly/HireOnLinkedIn
Framework for improving and measuring quality of hireRob McIntosh
So many recruiting leaders want to move away from metrics like cost of hire and time to hire, and onto more useful measurements — with quality of hire topping many recruitment leaders’ lists.
Rob McIntosh, SVP of global talent acquisition for the 60-office, 20-country technology consulting firm Avanade, will walk you through, in detail, the problem Avanade wanted to solve by increasing the quality of hires; the journey and thinking required to build a new quality of hire global framework; and ultimately, how to measure and derive actionable outcomes on improving the overall quality of hires.
MEASURE UP: Measuring and Increasing Quality of HiresRecruitLadder
The first in a series of white papers that investigates the metrics most used by recruiters. Discover best practices for measuring and making better professional-level hires. See how top recruiters are using performance metrics to enhance their effectiveness. Act now to receive the new "Measure Up" white paper.
Template to use with hiring managers on the intake (kick off call) to discuss key success criteria and optimal structured interview approach. Defined exceptional evidenced by behaviors and core competencies
Hiring for success — what makes the difference? Why are so many organisations...Steven Jagger
Hiring for success — what makes the difference? Why are so many organisations failing?
Please find Hudsons superior sourcing strategies? For further information or advise please contact steven.jagger@hudson.com
Once you hire high-performers, how do you keep them? Transformational onboarding will help you protect your investment in talent, inspire a winning mindset and achieve a competitive advantage.
This deck reveals the secrets of creating a personalized, powerful onboarding experience. These techniques will help you protect your ROI and convince top talent to stay with your organization.
Peter Thompson, semiconductor analyst announced his receiver an offer from one of RSH’s competitors
Stephen had a critical position to fill & to recruit a suitable replacement of Peter Thompson the star analyst
This is the draft agenda of the training seminar of Production Scheduling. You are welcome to provide your suggestion on the content of this seminar.
You can write me to the following email address:
dicklam128@hotmail.com
The training seminar of Production Scheduling is expected to launch on April 2011 both in Hong Kong and Shanghai.
If you are interested in joining the training seminar, you can contact the following training institution:
Hong Kong: training@universal-hk.net
Shanghai: enquiry@medglory.com
Investing in new hire orientation programs increases the new hires’ confidence in their decision to join a company and will motivate them to produce their best work immediately. It also increases their chances of continuing with a company in the long run as it infuses a sense of belonging. So, does investing in such programs really help the companies in retaining the new employees and improving their performance?
Next Generation Onboarding - Social, Gamified and MobileMindTickle
• Why & How of Next Gen Onboarding
• Illustrations of the structure and process
• Examples success stories
• What’s the ROI, ways to measure it
• Summary
15 High Value Action Steps… To Elevate Your Employee Referral Program To The ...Dr. John Sullivan
What does “the next level up” look like for Employee Referrals
- Volume > 50% of all hires
- ERP produces highest quality hires
- The highest retention rate
- The shortest time to fill
- Over 30% of top performers participate in the ERP
- < 10% low-quality referrals
- Below average cost per hire
Chapter 13 Staffing System Evaluation and TechnologyStaffing Metri.docxchristinemaritza
Chapter 13 Staffing System Evaluation and Technology
Staffing Metrics
Because people pay attention to what gets measured, carefully selecting key metrics to track can help focus employees on key behaviors and outcomes. But too much information makes it difficult to focus attention on the metrics and outcomes that are the most important. To evaluate its staffing success, telecommunication company Avaya sets goals for how many experienced employees it intends to acquire from its competitors. The company also measures the performance of individuals who move internally from one business to another compared with the average performance of employees in that division. One company representative says, “Most companies will say their recruitment is successful if they retain the people that they hire. We look beyond that and set very specific goals for ourselves.”14
Southwest Airlines measures key metrics including cost per hire, new hire quality, compensation, time to productivity, and retention and promotion rates of high-potential employees and uses these measurements to continually improve its staffing and talent management process. If Southwest notices that an operational group is logging above average overtime, for example, it works with that group to reduce overtime by decreasing turnover or increasing staffing.15
Staffing metrics can be thought of as long term or short term, and can be efficiency or effectiveness oriented. Next, we discuss these different types of metrics and how they are best used.
Long-Term and Short-Term Metrics
Metrics can be tracked over many different time periods. Short-term metrics help a firm evaluate the success of its staffing system in terms of the recruiting and new hire outcomes achieved. These metrics include:
· The percentage of hires for each job or job family coming from each recruiting source and recruiter
· The number of high-quality new hires coming from each recruiting source and recruiter
· The number of diverse hires coming from each recruiting source and recruiter
· The average time to start (by position, source, and recruiter)
· The average time to contribution (by position, source, and recruiter)
Long-term metrics help a firm evaluate the success of its staffing system in terms of the outcomes that occur some time after employees are hired. These metrics include:
· Employee job success by recruiting source and by recruiter
· Employee tenure by recruiting source and by recruiter
· Promotion rates by recruiting source and by recruiter
Short-term metrics are useful as leading indicators of a company’s ability to have the right people in the right jobs at the right time to execute its business strategy and to meet its immediate staffing goals. Long-term metrics are useful as lagging indicators. They are best used for evaluating the effectiveness of the firm’s long-term staffing system—for example, the long-term, on-the-job success of employees and their turnover and promotion rates.
Staffing Ef ...
Are you looking for a tried and true methodology for designing or updating your compensation plans? Join us for an exclusive presentation with global compensation consultant John Rubino who will present a successful approach for developing an effective and competitive base salary program.
In this webinar you will learn how leading global organizations are designing compensation plans to better utilize available budgets with a more strategic and streamlined approach. All of the necessary components will be discussed, including:
· Effective & compliant job descriptions that actually work;
· The best approaches and compensation metrics for analyzing pay & making decisions
· Quantitative tools for creating a competitive base salary structure;
· Incentive pay plan essentials - designing plans that drive productivity & retention
· Variable pay: how it works and are you ready for it.
In Recruiting, How Important Is Cost Per Hire?David Green
These are the slides from a webinar I delivered in conjunction with LinkedIn Talent Solutions in October 2015.
The slides draw on research from the likes of Bersin by Deloitte, BCG and SHRM and demonstrate how to achieve return on investment in recruiting you need to balance cost, agility and quality drivers.
The slides demonstrate how too much focus on lowering cost per hire can actually prove more expensive and disruptive in the long run.
As a manager at a growing company, finding and hiring candidates for your team may require a large invest of money and effort. But, what is the return on your investment (ROI)? Knowing your cost per hire (CPH) helps you understand the ROI from time spent to recruit candidates, paid sourcing services, advertising costs, and other related investments.
David Green, Vice President at Cielo, provides you through the steps to find your cost per hire. With this information, you will be able to understand what level of recruitment or hiring investment will exponentially provide the best outcome for you, your team, and your business. You will learn how to:
Highlight the components and steps needed to calculate CPH
Understand how CPH impacts your overall ROI
Examine the importance of CPH in growing businesses
Find whether a low CPH can actually be more expensive for the business
In the fast-changing world of corporate recruiting, it’s important to be aware of and prepared for the problems and opportunities that you will soon face. In short, because it’s “better to be prepared than surprised”, both recruiting and hiring managers must find a way to be “proactive” in planning for these upcoming events, rather than being “reactive”. The most effective way to identify trends and to predict upcoming recruiting issues is through the use of analytics and predictive metrics This advanced webinar will be led by long time ERE.net author and global metrics expert Dr. John Sullivan. He will guide you through the goals, the action steps and the best emerging corporate practices in predictive recruiting metrics.
[Note: This is a partial preview. To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
Sustainability has become an increasingly critical topic as the world recognizes the need to protect our planet and its resources for future generations. Sustainability means meeting our current needs without compromising the ability of future generations to meet theirs. It involves long-term planning and consideration of the consequences of our actions. The goal is to create strategies that ensure the long-term viability of People, Planet, and Profit.
Leading companies such as Nike, Toyota, and Siemens are prioritizing sustainable innovation in their business models, setting an example for others to follow. In this Sustainability training presentation, you will learn key concepts, principles, and practices of sustainability applicable across industries. This training aims to create awareness and educate employees, senior executives, consultants, and other key stakeholders, including investors, policymakers, and supply chain partners, on the importance and implementation of sustainability.
LEARNING OBJECTIVES
1. Develop a comprehensive understanding of the fundamental principles and concepts that form the foundation of sustainability within corporate environments.
2. Explore the sustainability implementation model, focusing on effective measures and reporting strategies to track and communicate sustainability efforts.
3. Identify and define best practices and critical success factors essential for achieving sustainability goals within organizations.
CONTENTS
1. Introduction and Key Concepts of Sustainability
2. Principles and Practices of Sustainability
3. Measures and Reporting in Sustainability
4. Sustainability Implementation & Best Practices
To download the complete presentation, visit: https://www.oeconsulting.com.sg/training-presentations
Premium MEAN Stack Development Solutions for Modern BusinessesSynapseIndia
Stay ahead of the curve with our premium MEAN Stack Development Solutions. Our expert developers utilize MongoDB, Express.js, AngularJS, and Node.js to create modern and responsive web applications. Trust us for cutting-edge solutions that drive your business growth and success.
Know more: https://www.synapseindia.com/technology/mean-stack-development-company.html
RMD24 | Debunking the non-endemic revenue myth Marvin Vacquier Droop | First ...BBPMedia1
Marvin neemt je in deze presentatie mee in de voordelen van non-endemic advertising op retail media netwerken. Hij brengt ook de uitdagingen in beeld die de markt op dit moment heeft op het gebied van retail media voor niet-leveranciers.
Retail media wordt gezien als het nieuwe advertising-medium en ook mediabureaus richten massaal retail media-afdelingen op. Merken die niet in de betreffende winkel liggen staan ook nog niet in de rij om op de retail media netwerken te adverteren. Marvin belicht de uitdagingen die er zijn om echt aansluiting te vinden op die markt van non-endemic advertising.
What are the main advantages of using HR recruiter services.pdfHumanResourceDimensi1
HR recruiter services offer top talents to companies according to their specific needs. They handle all recruitment tasks from job posting to onboarding and help companies concentrate on their business growth. With their expertise and years of experience, they streamline the hiring process and save time and resources for the company.
Unveiling the Secrets How Does Generative AI Work.pdfSam H
At its core, generative artificial intelligence relies on the concept of generative models, which serve as engines that churn out entirely new data resembling their training data. It is like a sculptor who has studied so many forms found in nature and then uses this knowledge to create sculptures from his imagination that have never been seen before anywhere else. If taken to cyberspace, gans work almost the same way.
Discover the innovative and creative projects that highlight my journey throu...dylandmeas
Discover the innovative and creative projects that highlight my journey through Full Sail University. Below, you’ll find a collection of my work showcasing my skills and expertise in digital marketing, event planning, and media production.
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RMD24 | Retail media: hoe zet je dit in als je geen AH of Unilever bent? Heid...BBPMedia1
Grote partijen zijn al een tijdje onderweg met retail media. Ondertussen worden in dit domein ook de kansen zichtbaar voor andere spelers in de markt. Maar met die kansen ontstaan ook vragen: Zelf retail media worden of erop adverteren? In welke fase van de funnel past het en hoe integreer je het in een mediaplan? Wat is nu precies het verschil met marketplaces en Programmatic ads? In dit half uur beslechten we de dilemma's en krijg je antwoorden op wanneer het voor jou tijd is om de volgende stap te zetten.
Cracking the Workplace Discipline Code Main.pptxWorkforce Group
Cultivating and maintaining discipline within teams is a critical differentiator for successful organisations.
Forward-thinking leaders and business managers understand the impact that discipline has on organisational success. A disciplined workforce operates with clarity, focus, and a shared understanding of expectations, ultimately driving better results, optimising productivity, and facilitating seamless collaboration.
Although discipline is not a one-size-fits-all approach, it can help create a work environment that encourages personal growth and accountability rather than solely relying on punitive measures.
In this deck, you will learn the significance of workplace discipline for organisational success. You’ll also learn
• Four (4) workplace discipline methods you should consider
• The best and most practical approach to implementing workplace discipline.
• Three (3) key tips to maintain a disciplined workplace.
Memorandum Of Association Constitution of Company.pptseri bangash
www.seribangash.com
A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
Contents of Memorandum of Association:
Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
https://seribangash.com/article-of-association-is-legal-doc-of-company/
Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
www.seribangash.com
Liability Clause: It outlines the extent of liability of the company's members. In the case of companies limited by shares, the liability of members is limited to the amount unpaid on their shares. For companies limited by guarantee, members' liability is limited to the amount they undertake to contribute if the company is wound up.
https://seribangash.com/promotors-is-person-conceived-formation-company/
Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
Importance of Memorandum of Association:
Legal Requirement: The MOA is a legal requirement for the formation of a company. It must be filed with the Registrar of Companies during the incorporation process.
Constitutional Document: It serves as the company's constitutional document, defining its scope, powers, and limitations.
Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
https://seribangash.com/difference-public-and-private-company-law/
Binding Authority: The company and its members are bound by the provisions of the MOA. Any action taken beyond its scope may be considered ultra vires (beyond the powers) of the company and therefore void.
Amendment of MOA:
While the MOA lays down the company's fundamental principles, it is not entirely immutable. It can be amended, but only under specific circumstances and in compliance with legal procedures. Amendments typically require shareholder
As a business owner in Delaware, staying on top of your tax obligations is paramount, especially with the annual deadline for Delaware Franchise Tax looming on March 1. One such obligation is the annual Delaware Franchise Tax, which serves as a crucial requirement for maintaining your company’s legal standing within the state. While the prospect of handling tax matters may seem daunting, rest assured that the process can be straightforward with the right guidance. In this comprehensive guide, we’ll walk you through the steps of filing your Delaware Franchise Tax and provide insights to help you navigate the process effectively.
2. Six topics for today
1. Introduction
2. What is and what is not quality of hire
3. How it supports the business case for funding
4. How it can help improve the sources that you use
5. Different components of performance to consider
6. Typical errors to avoid
4. CEO’s love QoH!
C-Level executives rated new hire quality as the
#1 most important HR performance metric,
out of 20 possible HR metrics
It was rated 9.6 out of 10 (The next closest, at
9.3, was line manager satisfaction with HR
services)
Staffing.org survey
Impress the CEO, Feb 2005
5. Quality of hire… will impact you for years
Always… “hire the best - "A" people.
As soon as you hire a B, they start bringing in Bs
and Cs"
Source: Jay Elliot in “The Steve Jobs Way”
6. Quality of hire usage
58% of surveyed firms measure QoH
Source: Aberdeen group
The Global War for Talent June 2007
Firms that have measured quality of hire include:
Google, Ernst & Young, T-Mobile, Vanguard,
Aricent, United Health, Intuit, Seagate, U.S. Army
and Dell
7. Two quick quotes… on why quality matters
“You can't improve what you don't measure
and generally, whatever you measure…
improves” – HP Motto
“Quality is remembered long after price is
forgotten” – Gucci Family Motto
9. What is quality of hire
Quality of hire (aka Q of H, QoH or performance improvement in new hires)
Is an approach for demonstrating to executives and
hiring managers… the effectiveness and impact
of the hiring process on business results
It is a metric that should be developed in
conjunction with the CFOs office… to ensure its
accuracy and credibility
It is a “delayed assessment” measurement that
begins after the “new hire” starts working
(Note: if you want a immediate measure of quality,
an alternative is… “Competencies of new hires”)
9
10. What is quality of hire
Quality of hire is… (Continued)
A measure that can be prioritized and
focused… covering only high-impact jobs
It’s results are reported both… as the % of
improvement over last year… and in it’s dollar
impact on revenue (i.e. the 12% improvement in quality of
hire over 122 hires, resulted in an increase in revenue of $10.5
million)
It provides data for the second half of the equation
for the ROI of the recruiting function (Return)
10
11. What is not quality of hire
It is not a… quality of applicant / candidate/
finalist measure (i.e. the % of qualifications met)
It is not a skill and competency assessment on
new hires (although many organizations also choose to measure
the skills and competency levels of new hires)
It is not a managers subjective perception/ rating
of quality of hire… as reported in a survey
It is not a manager satisfaction measure with the
hiring process
It is not designed for external comparisons
It is not cost per hire 11
13. Quality of hire starts by understanding the dollar
value of a top performer
The value (on average) of top performers in a job
whose base salary is less than $100,000 = 14 times
salary
In a job whose base salary is $100,000 - 250,000 =
28 times salary
Source: Topgrading: How Leading Companies Win by Hiring, Coaching, and
Keeping the Best People, Portfolio/The Penguin Group (2005)
13
14. The performance differential is larger at Google
One top-notch engineer is
worth “300 times or
more… than the average
…
we would rather lose an Alan Eustace
entire incoming class of Senior Vice President,
Engineering and
engineering graduates Research
than one exceptional
technologist.”
14
15. The quality of hire measure… helps you
understand the value of hiring a game changer
If you hire a single game changer at Google
(where the average employee generates $1.3 million
in revenue each year)
And if that game changer produces the expected
300x an average employee’s performance ($1.3 X
300 = $390)
For every one you hire… you add over $390
million in revenue every year
And if the new hire stays for only two and half
years… that single hire will generate over $1
billion in added revenue (Which is why Google is a hiring machine)
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16. Benefits of measuring the quality of your hires
Business benefits obtained by measuring QoH
It demonstrates to senior managers that “hiring
right” has a significant dollar impact on workforce
productivity, business revenue and ROI
It will also demonstrate the tremendous costs to
the business that results from a bad hire (i.e.
frustrated managers, accidents, customer impacts
and lost revenue)
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17. Benefits to the recruiting function
Identifying effective sources saves recruiter time
and $
It helps you identify hiring process problems
It shows that recruiting is “businesslike”
because it also measures quality precisely
You may get increased budget resources after
you provide executives with proof that you are
hiring top performers, game changers and
innovators
It enables accountability and is a good “lever” to
get the attention of weak hiring managers
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18. Part IV
How it can help you to improve
the sources that you use
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19. QoH can tell you which sources
are most effective
Aricent Corporation 19
20. Steps
Steps in identifying the most effective sources
1.Identify high producing hires (top 25%) in each
major job family after 6/12 months of work
2.Use your ATS to determine the primary source
of hire for the top 25%
3.Alternatively, ask each new hire during
orientation… which source(s) had the most
impact on attracting them
4.Working with the CFO, estimate the dollar value
of the differential in performance… between
high performing hires and average hires 20
21. QoH improves source selection
Steps in identifying the most effective sources
5. Calculate the average cost of using each source
6. Calculate the return on investment for each
individual source (cost versus value returned)
7. Repeat the process for weak performing hires
8. Then, proactively shift resources to high-value
sources and away from the low value ones
9. Educate recruiters and managers about the best
/worst sources for each job family
10.Reward recruiters for utilizing effective sources
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22. Part V
Different components of
performance to consider including
in your metric
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23. 20 possible performance factors to consider
The 3 most important performance factors
1. On-the-job performance output of new hires (or
alternatively, their performance appraisal scores compared
to last year or a previous hiring process) 70%*
2. Time to minimum acceptable productivity level
58%*
3. Retention rates for new hires 48%*
* This number represents the percentage of “best in class” firms that
utilized each one of these three metrics
(Source: Aberdeen group, The Global War for Talent, June 2007)
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24. Performance factors to consider
Other performance factors to consider
4. Higher innovation rates for new hires (this may
also include patents issued)
5. Higher diversity rates for new hires
6. Differential in customer service ratings
7. % of hires rated as high potential for leadership
8. Bonus /salary percentage differential
9. Differential in promotion rates
10. Performance in training /certification classes
11. Agility, they did several jobs > 24
25. Performance factors to consider
Other performance factors to consider
12. Scores on forced rankings
13. Goal / MBO attainment
14. 360-degree feedback scores
15. # of company awards or recognition that they
receive
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26. 20 performance factors to consider
Negative performance factors to consider
16. Termination rates for cause
17. Quality of work including error / reject rates
18. % placed on performance management
19. % of new hires rated as “not meeting
expectations”
20. Excessive attendance issues / absenteeism
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29. Errors to avoid
Common QoH process errors:
1.Assuming that measuring QoH is either too
difficult or unnecessary
2.Confusing quality of candidate with on-the-job
performance of new hires
3.Not involving the CFO early on in the
development of the metric
4.Failing to use pre-existing measures of employee
performance and output >
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30. Common problems that you should expect
5. Including too many performance factors in
your formula, making it difficult to calculate
6. Assuming standard performance appraisals are
accurate & unbiased
7. Failing to gain access to existing corporate
(non-HR) productivity data
8. Failing to quantify the QoH impact on revenue
9. Not making a single individual accountable for
measuring/tracking quality of hire information
10.Failing to link QoH results directly to
individual recruiters and managers > 30
31. 13 common problems that you should expect
11.Not rewarding recruiters and managers that
produce quality hires
12.Not getting advice from quality control or six
sigma black belts on how to measure quality
13.Producing good hires but placing them poorly
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32. Did I make you think?
Any additional questions?
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