Great HR is hiring
QUALITY people who produce more per dollar of salary
paid than those you hired last year and that produce
more per $ than the people hired by your competitors.
Hiring better performing employees improves productivity.
Hiring employees with different or better skills improves
the likelihood of innovative ideas and increased corporate
capability. Candidates who pass an assessment screening
are 5 times more likely to be successful performers.
Cost is only one part of an ROI equation. The performance
and productivity of the hire are the important components.
You want a high ROI at a low cost. If you hire a
high performer (e.g., high sales output, productivity
or performance appraisal scores), their higher productivity,
which is usually 3 -7 times salary, will make the
cost of their hire insignificant in comparison. Cost
of hire ROIs are generally not strategic without
the corresponding quality measure to go with them.
Résuméfit, using cognitive science,
identifies best-fit future employees faster, smarter,
and
with increased accuracy. Résuméfit provides
employers with objective methods and structured
processes
that enhance the intuition of decision makers,
counter-balance subjective biases, and help HR
managers / recruiters reach more objective hiring
decisions.
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Retaining top performers in all positions can avoid the
drop in service levels that occur when best-fit employees leave unexpectedly.
It means that fewer
of your organization's ideas and well-trained talent will join your competitors.
In positions where service levels improve when experience increases, there
will be greater productivity, capability, and experienced workers.
Résuméfit's Integrated Evidentiary Résumé System™ provides
a comprehensive pre-hire to retire recruitment - selection solution. Résuméfit increases your ability
to exercise informed choice, make prudent hiring decisions, and retain best-fit
employees through its Human Resource Optimizer (HRO) system, which helps
you manage on the job employee relationship performance.
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Employees "fit" for the job have increased employee
pride and satisfaction. Since there is an established connection between
employee satisfaction and customer satisfaction, hiring best-fit employees
can increase customer service levels and customer satisfaction - both of
which have an established economic value. Also, job satisfaction is highly
correlated with organizational commitment.
Résuméfit, using cognitive science, scientifically maps the
job's requirements with potential candidates to help determine those who
are best-fit for the
position and the organization's culture. Selecting a best-fit candidate greatly
increases the chances of employee satisfaction.
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Dissatisfied employees talk to their co-workers, their
relatives, their friends, and sometimes even to strangers about their job
dissatisfaction. People come back to the office on Monday, after a nice weekend,
and say, "I think I'll look for a job." Research reinforces the
adage that people don't leave bad companies, they leave bad managers. Bad
managers and employees are the result of poor hiring decisions and / or inadequate
day-to-day management.
Résuméfit's Integrated Evidentiary Résumé System™ results in higher employee job satisfaction. Satisfied employees spend more
time on
and off the job
talking positively about the company, its products, and its management practices.
This peer-to-peer exposure tends to be more credible than traditional advertising.
There is a great deal of economic value in the increased and highly credible
exposure of your organization's name and practices to potential customers
and candidates.
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Stock analysts look at the quality of key middle managers
in a corporation when they make financial assessments of your company. If
hiring quality people positively impact workforce productivity and the attraction
and retention of key best-fit management talent, it may very well result
in a higher stock valuation over time.
Résuméfit's Integrated Evidentiary Résumé System™ focuses on
best-fit candidates. Getting past presentation skills and focusing on performance
is vitally important
if you want to minimize hiring mistakes. Not only will you be able to stop
hiring people who only talk a good game, you'll also be able to select best-fit
candidates who will become your top employees.
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