Hi to all of you.
I am working on a Recruiting Project at a company in Mexico. I'd like to know what your suggestions are for measuring the quality of hire. I have thought about sending a questionnaire to the new employee's chief after a certain amount of time post-hiring. Does anyone have a format that would work for that? Or what questions do you think should be included? I'd like to use something that is easy to compare from one employee to another.
Thank you.
From Mexico, Monterrey
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I am working on a Recruiting Project at a company in Mexico. I'd like to know what your suggestions are for measuring the quality of hire. I have thought about sending a questionnaire to the new employee's chief after a certain amount of time post-hiring. Does anyone have a format that would work for that? Or what questions do you think should be included? I'd like to use something that is easy to compare from one employee to another.
Thank you.
From Mexico, Monterrey
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Quality of hire depends on how well the new hire fits the demands of the job. Hiring for talent is the key to hiring successful employees. If we want to ensure that all our new hires and employees become long-term successful employees, we need to make sure that all employees are competent and have a talent for their jobs.
The following ties competence and talent together in a short guide for selecting the right people for a position. Talent and competence are necessary but they are two different things. Selecting for competence and talent avoids many performance problems. There are two conditions when competent people should not be hired or selected for a position. Each position has its own talent requirement.
Job applicants can have:
- Excellent Talent: greater than 85% job suitability
- Adequate Talent: 85% to 70% job suitability
- Inadequate Talent: less than 70% job suitability
Job applicants can also be:
- Highly Competent
- Competent
- Not Competent
The following is the order in which applicants and/or employees should be selected for positions:
- 1A = Excellent Talent and Highly Competent
- 1B = Excellent Talent and Competent
- 2A = Adequate Talent and Highly Competent
- 2B = Adequate Talent and Competent
The following should be selected if they can become competent:
- 1C = Excellent Talent and Not Competent
- 2C = Adequate Talent and Not Competent
The following should not be selected:
- 3A = Inadequate Talent and Highly Competent
- 3B = Inadequate Talent and Competent
- 3C = Inadequate Talent and Not Competent
Talent must be hired since it cannot be imparted or acquired after the hire.
From United States, Chelsea
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45The following ties competence and talent together in a short guide for selecting the right people for a position. Talent and competence are necessary but they are two different things. Selecting for competence and talent avoids many performance problems. There are two conditions when competent people should not be hired or selected for a position. Each position has its own talent requirement.
Job applicants can have:
- Excellent Talent: greater than 85% job suitability
- Adequate Talent: 85% to 70% job suitability
- Inadequate Talent: less than 70% job suitability
Job applicants can also be:
- Highly Competent
- Competent
- Not Competent
The following is the order in which applicants and/or employees should be selected for positions:
- 1A = Excellent Talent and Highly Competent
- 1B = Excellent Talent and Competent
- 2A = Adequate Talent and Highly Competent
- 2B = Adequate Talent and Competent
The following should be selected if they can become competent:
- 1C = Excellent Talent and Not Competent
- 2C = Adequate Talent and Not Competent
The following should not be selected:
- 3A = Inadequate Talent and Highly Competent
- 3B = Inadequate Talent and Competent
- 3C = Inadequate Talent and Not Competent
Talent must be hired since it cannot be imparted or acquired after the hire.
From United States, Chelsea
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PERFORMANCE EVALUATION FORM.doc
Performance Evaluation Guidelines.ppt