How to know if you hiring great talent or not

How to Know if

You are Hiring Great
Talent or Not?

zalp.com

Hiring and retaining the best talent
is as tough as it's ever been

The fight for the best and brightest talent in the world is
heating up; this is on account of a workforce that is far more
exposed to new opportunities than ever before.
Projections indicate that, for the first time in U.S. history, the
number of younger workers entering the work force will not
be adequate to replace those who are leaving.

How to Know if You are Hiring
Great Talent or Not ?

The starting
organization is

point

to

any

successful

Hiring the Right People
Hiring

great

talent

means

greater

productivity

&

profitability
With the best technology and resources, an organization will
struggle to achieve the requisite results without the right people.
The contributions made by the right candidate in terms of
productivity will far outweigh the cost of his salary


The US, Department of Labour calculates that it costs
half of a new hire’s annual salary to replace him.
• These figures take into account cost of recruitment,
selection and training

According to a Harvard Business
Review report, 80% of turnover is
caused by bad hiring decisions

• The figures do not include indirect losses such as
decline in employee morale
• Bad hiring is therefore a costly mistake

Organizations and companies are faced with different
challenges compared to those faced 10 or 15 years ago.
• On the positive side, however, they do not have to
restrict themselves only to their local pool. Access is
now available to a far wider pool of candidates
• Technology is the greatest enabler in the process of
connecting companies with potential candidates.


With these new recruitment practices and the far reaching implication of
bad hiring, the recruiters must constantly ask themselves one question

Am I hiring the Right People?


1. Analyse the job you want to fill
A job analysis effectively evaluates the personal attributes
required to execute the job role
• This list is identified by breaking down a job into logical parts.
• Each job task is analysed basis parameters such as skill, job knowledge
and overall attitude

When you know exactly what talents are required…
You know what to look for and what to test for, then you know you are hiring great
talent.

2. Focus on Employee Agility
Employer Agility combines
• IQ assessment – Technical ability
• EQ evaluation – Cognitive and social ability
An EQ evaluation offers a high probability index of
how

well an employee may fit into your

organization.

If you are using both, then you are hiring great talent


3. Use a Standardized Hiring Process
If your standardized hiring process includes

• Criteria-based screening of candidates
• A thorough background check
• Standardized assessments
• Structured interviews
…then you are likely to be hiring great talent

Hiring based on your company’s work culture, ethos and future plans turns out to
be more effective than hiring that is done based purely on candidate skills.

How will a standardized process help?
• Employees who are a good fit organizationally can be hard to find.
• An employee you hire may be a good fit for your company but not for the
specific position filled.
• The key lies in being flexible and trying to move them to another position
based on their strengths and experience.
• Employees who understand the organizational culture & ethos are more likely
to succeed than those that do not, even if they have the right skills.

If an employee you hire proves to be a good fit for your company then you have
hired great talent.

4. Hire for the future
To ensure great hires you need to hire candidates who
fit into your vision of the organization’s future rather
than just today’s needs.
Although a new employee has to make economic sense
for today’s work, the best hires are people who are
future ready and not just people who have skills to get
work going today.

If you hire for today’s need and tomorrow’s vision, then you are hiring great talent.


5. Create Great Candidates
While experience may be a pre requisite it cannot be a
substitute for a good cultural fit of the employee
Small organizations that are constrained by lack of resources
and brand power, may find it worthwhile to recruit new
candidates and train them rather than poach on existing ones

If you consider non- traditional candidates and engage the bright ones out there
then you will create great talent.


How to create great candidates?
Consider

Non-traditional Candidates
Many a time unconventional solutions to problems come
“Expand your definition of
what a good hire entails –
often the most promising
candidates sit on the
periphery of your sector.”

from people who may have a ring side view of the situation.
Efforts need to be made to meticulously engineer a diverse
and effective team.

Engage

Candidates

Having put together a worthy team, the task is to put
together a conducive system which enables employee
engagement

6. Inculcate a sense of Self Awareness
• Periodic performance tracking and evaluation
• Identify good employees and help them to improve their
performance better

• The employees should be motivated to be responsible
and thus remain committed to their own improvement
• Regular workshops and skill development helps the
employee to be more confident in the work he does

How to hire great talent
If you

If you hire people who

• Use Psychometric Assessments

• see the big picture

• Apply an effective way to

• are passionate about that picture

manage,

track

and

receive

employee referrals.

• can contribute to the overall company
vision

• Engage your new talent in a way
to improve early performance

• are better at getting things done

and later reap the benefits
…then you are hiring great talent.

...then you are hiring great talent.

Sources
• http://www.entrepreneur.com/article/78598#ixzz2iLLYtnNQ
• 1oo + 1 Top Tips, Tools & Techniques to Attract & Recruit Top Talent,
by Mel Kleiman.
• http://thebuildnetwork.com/team-building/conductor-talentassessment/#sthash.QcUyNCZL.dpuf
• http://blog.randstad.in/2013/07/how-do-you-hire-the-right-talentfor-your-business
• http://www.forbes.com/sites/ashoka/2012/12/05/three-strategiesto-help-you-cope-with-the-talent-deficit/
• http://www.businessinsider.com/small-employer-finds-great-techtalent-2013-10#ixzz2iXLW7LIo

Changing Times in Recruitment
Technological Impact

About Zalp
Empowered with breakthrough features that
tap into the full potential of Social Media and
an extremely user friendly interface, ZALP is
every organization’s perfect Social Employee
Referral and Social Recruiting Software.

ZALP helps organizations boost their employee
referral output by upto 72%

%

Why Zalp
7 easy and convenient ways to refer
The success of any employee referral program depends on one primary factor:

Employee Participation
ZALP gives employees not one but seven easy and convenient
ways to make referrals. This ensures increased employee
participation like never before.
ZALP’s social media integrated features make the referral
process for employees not only easy but also fun.

For more information, visit

www.zalp.com
To book a free demo, drop a mail to

info@zalp.com
www.linkedin.com/company/zalp
www.facebook.com/zalp03
www.twitter.com/zalptweets

You may also call us for any other assistance

1-866-217- 1267

Do you already have an

Employee Referral Program?
Get a personalized indexing report for your organization that helps
you benchmark your referral program against industry leaders and

understand key performance indicators better.
Register now »

ER-i is the first ever initiative on employee referrals that brings together recruitment
leaders from all across the world to set the benchmarks of an employee referral program.

How to know if you hiring great talent or not

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How to know if you hiring great talent or not