The ''Quality of Hire'' and explanation of how the TAG did measure ''Quality of Hire" in HCL Company.
Quality of Hire is one of the most important values that represents the new employees which bring to the organization, and in this manner shows how the recruitment team is at finding and interfacing employing with the right individuals for each available job. Quality of Hire can be defined as measuring the value of new employee on performance and overall goals and organization performance (Gurav, 2016). According to case study, in the decentralized system, HCL team had their own system of employing, no synergy of database and resources. Hence, the team was not at maturity level to measure the performance of the employees and organization as …show more content…
Talent acquisition can be defined as the process of finding the skilled people to meet the organizational requirement in addition to labor requirement and it is responsible to find, assessing and hiring the candidates (Srivastava & Bhatnagar, 2010). The skills of recruiter that should possess include tactics of sourcing, hunter's mentality, candidates assessment, listening, employment branding practice, ability to build a relationship and corporate in hiring initiatives (Connerley, 1997). In regards of HCL, the skills of recruiter within TAG are required to be savvy and using social networks in order to source quality of candidates, change available recruitment from sourcing partner to active partners. The focus on quality of hire and measure is increased as a deliverable by recruitment function. Some organizations measure hire through pre hire person and post hire outcomes measures. The pre-hire assessment include role based skills, competency based assessment, application to offer conversion ratio and background verification checks. Therefore, pre- hire assessment the how the person performance before bring to organization (Breaugh, et al., 2003). The post-hire outcomes measures include job performance, employee turnover, P-O (person-organization) and P-J (person-job) fit assessment. In terms of assessment, study of Aberdeen group ( 2008 ) explained three different metrics to measure quality of hire such as top performance retention, rating review of first candidates performance and time to productivity. Moreover, Williams et al., ( 1993 ) used the performance and voluntary turnover to measure the quality of hire. But, few organizations use the pre and post hire to develop the metrics of measuring quality of hire. In addition to P-O fit assessment, Moynihan and Pandey (2007) introduces new networks that result from
Quality of Hire is one of the most important values that represents the new employees which bring to the organization, and in this manner shows how the recruitment team is at finding and interfacing employing with the right individuals for each available job. Quality of Hire can be defined as measuring the value of new employee on performance and overall goals and organization performance (Gurav, 2016). According to case study, in the decentralized system, HCL team had their own system of employing, no synergy of database and resources. Hence, the team was not at maturity level to measure the performance of the employees and organization as …show more content…
Talent acquisition can be defined as the process of finding the skilled people to meet the organizational requirement in addition to labor requirement and it is responsible to find, assessing and hiring the candidates (Srivastava & Bhatnagar, 2010). The skills of recruiter that should possess include tactics of sourcing, hunter's mentality, candidates assessment, listening, employment branding practice, ability to build a relationship and corporate in hiring initiatives (Connerley, 1997). In regards of HCL, the skills of recruiter within TAG are required to be savvy and using social networks in order to source quality of candidates, change available recruitment from sourcing partner to active partners. The focus on quality of hire and measure is increased as a deliverable by recruitment function. Some organizations measure hire through pre hire person and post hire outcomes measures. The pre-hire assessment include role based skills, competency based assessment, application to offer conversion ratio and background verification checks. Therefore, pre- hire assessment the how the person performance before bring to organization (Breaugh, et al., 2003). The post-hire outcomes measures include job performance, employee turnover, P-O (person-organization) and P-J (person-job) fit assessment. In terms of assessment, study of Aberdeen group ( 2008 ) explained three different metrics to measure quality of hire such as top performance retention, rating review of first candidates performance and time to productivity. Moreover, Williams et al., ( 1993 ) used the performance and voluntary turnover to measure the quality of hire. But, few organizations use the pre and post hire to develop the metrics of measuring quality of hire. In addition to P-O fit assessment, Moynihan and Pandey (2007) introduces new networks that result from