The hiring manager tells you, “Another new hire isn’t meeting expectations.” New hires who don’t pan out not only foil the trust in the recruitment process but costs the business money. If you work for a small business, the cost of a poor hire could reach $8,000, and up to $240,000 for larger firms. These numbers do not include the costs of reduced productivity, damaged brand, decreased employee engagement, and increased management time spent on fixing under performance.
As a Recruiter, you work with the information you are given – what are the required skills and experience needed, what is the budget, where the person would be working and to whom they would report. You depend upon what the hiring manger tells you and have to prepare a job posting from this input. Without having a technical background, it is a challenge to discover why the previous hires weren’t considered good hires.
But do you realize that there’s an additional reason why your job is so hard?
The Applicant Tracking System only shares a picture of someone before they become your employee. It includes a lot of self-reported information, but it isn’t validated and the content was crafted with the purpose to impress.
As a professional, you have learned to compensate for most of those limitations.
However, what isn’t included in many ATS’ is post-hire information about existing top-performing employees, or details about under-performing ones. Even when your company uses an integrated system, you don’t always have access to this performance or succession data – and rarely have the time.
Thus, when you need to find someone with particular competencies, or in a competitive market, comparable ones, the ATS can’t alert you that, for example, Mark, the analyst, could use Tableau and SAP Crystal Reports because they have used QlikView. By looking at past successful hires, or transferable skills or candidates who might be able to quickly be upskilled, you as the Recruiter could increase the pool of potential candidates.
In addition, without reviewing the data about who did end up as great hires or specifics about why someone was not a good hire, it is hard to adjust your screening process. Furthermore, if your organization has the hiring manager enter the specific requirements, you may not be able to overwrite the criteria to change the scope of the search for comparable technologies or experience…if you’re fortunate to know what those would be for highly technical roles.
As most organizations use ATS, it’s a literal matching system. And without the technology expertise to know this could be swapped for that software, for example, the ATS can only get you so far.
With the time crunch on you and the hiring manager, you want to make sure you bring in quality candidates. By partnering with an organization that pre-screens candidates for you, you can cut the time it takes to research their skills. Plus, you will increase the confidence, for yourself and the hiring manager, in the capabilities of those candidates brought forward.
You have the expertise of who will culturally be a good fit, meet standard company requirements and might have the right temperament for a particular role or manager. If you can focus your energies on those components and have the technical details pre-qualified, why wouldn’t you?
Chisel Analytics can help you find the right data science talent for your company. Whether you are recruiting for a specific need, team growth, or a change from your current direction, we can partner with you to find qualified data professionals with the skill sets you need.
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