1. What Is Role Fit Recruitment?
Role Fit Recruitment is the anchor for Hiring Smart!
It is a winning strategy because it gets the right people in the right roles under the right leadership. Since people are the key to competitiveness Role Fit holds the key to major strategic breakthroughs.
It is not WHAT you do but HOW you do it!
In many organizations, there is a tendency to define the “technical” requirements for jobs, professional skills, training/education, work experience, language skills, etc. However, that approach misses the critical value of assessing the behavioural requirements of a job.
Many failures on the job are not based on a lack of professional skills but on deficiencies in dealing with people and communication problems.
A seminal Harvard study attributed 85% of success to Inter-personal skills and only 15% to Technical competence.
Reduce post-hire surprises
The Success with People Hire Smart process brings a much higher level of transparency to hiring processes. It provides the best opportunity to getting the right person in the right role.
Vision, Mission And Values Alignment
- Gaining clarity about the job and identifying facets that might not otherwise be recognized up front.
- Analyzing and working through differences of opinion among key stakeholders as to how the job ought to be performed
Performance In The Role
The reports provide a point-by-point framework underpinning key performance measures that govern each job.
The Cost of a Bad Hire
High employee turnover is not only disruptive but can also be a significant drain on a business bottom line and performance..
Replacing a single employee can cost a company upwards of 30 percent of that employee’s annual salary, depending on the position type and skill level. The more skilled the position, the more expensive it is to find a replacement. The chart below outlines the cost of replacing employees in different positions:
Turnover Cost as Percentage of Annual Salary
|Position Type||Percent of Annual Salary|
|Entry-Level, Non-Skilled||30 – 50%|
|Service/Production||40 – 70%|
|Clerical/Administrative||50 – 80%|
|Skilled Hourly||75 – 100%|
|Professional||75 – 125%|
|Technical||100 – 150%|
|Supervisor||100 – 150%|
The costs associated with employee turnover can be broken down into three main categories:
- Separation costs
- Replacement costs
- Productivity costs.
The candidates that make the final cut at your company often do so by defeating your screening process, and you are left trying to predict who could best do the job based on instinct and subjective preferences.
The deciding factors often include:
1) He was really friendly
2) She’ll fit in well here
3) He’s the best we have for now.
Unfortunately, this process is not all that great at predicting job performance. Less than one-third of the hires made using this process are considered ideal. And about one in four hires is a complete mis-hire, with the majority of hires being merely workable.
We share those extracts to provide you with ready information to inform your quest to enhance recruitment and selection practices in your organization.
HERE IS THE EASY, HIRE SMART PLAN
The entire Assessment and Candidate Screening process includes:
- The Ideal Profile development
- Role-specific DNA Behavioural Analyses
- Role Fit – Gap Analysis scores for key competences
- Evidence provided in response to the brief survey
- Profile-linked interview questions
- Multi-person, competence-by-competence Comparative Analysis
For Best Results
You send us the Job Description and supplemental information for the position being filled. We will send the Ideal Profile data collection instrument to be completed by persons who know the requirements of the job.
The electronic forms should be completed by ideally 4 and up to 10 persons. The exercise should take about 10 – 15 minutes. The exercise should be completed independently and without consultation with other raters. The results should be scanned and e-mailed to us.
NOTE: That process in NOT a requirement. Our team has considerable experience and will draw on that to develop your Ideal Template.
With the Ideal Template in place, we will set up the online assessment for the candidates and send you links that will take them directly to the answering portal. Timelines should be established with the candidates for the completion of the assessment.
We will then process the information and produce the Behavioural DNA reports for each applicant, the multi-person comparative competency-based results, and the situational open-ended survey responses.
We look forward to helping you achieve an excellent fit for the roles involved. Role Fit is one of the most challenging areas confronting Recruitment & Selection professionals at this time.
The cost of Bad Hires is widely understated. Invest in getting the right person in the right role, under the right style of leadership.
2. What Is SPIKE Onboarding?
SPIKE Onboarding is the ultimate answer to the challenges presented by the need to have new recruits go through a formal Onboarding and Orientation process but the major obstacles to making that happen!
SPIKE has a feature that facilitates Pre-Onboarding and Onboarding in an efficient, time saving and user friendly way.