Quality of Hire Tops LinkedIn's 2015 Global Recruiting Trends Report

[fa icon="calendar'] Nov 12, 2015 8:00:00 AM / by Deborah Lechner

LinkedIn has released its latest Global Recruiting Trends report, which assesses changes in industry trends going back to the year 2011. This report covers a number of factors that are important for employers and H.R. professionals to be aware of in order to improve and maintain efficiency in the hiring process. According to LinkedIn, continuing to sharpen hiring practices will become even more important over the next year and beyond as competition for well-qualified and skilled employees heats up due to expected increases in hiring volume and recruiting budgets.

Quality of Hire Tops the List

Quality of hire was identified as the most important factor used by companies to assess hiring performance. This factor ranked higher than other common performance metrics, such as time to fill and hiring manager satisfaction. How is quality of hire best evaluated? According to LinkedIn, the most important metrics to assessing quality of hire are new hire performance evaluations, new employee retention figures, and hiring manager satisfaction.

So what can you do to improve these metrics if an assessment of them reveals your hiring process is coming up short in terms of quality of hire? According to a report published by the Aberdeen Group, reliable, accurate candidate assessment tools are key to improving factors like:

  • New hire performance
  • Retention
  • Hiring manager satisfaction
  • Cost per hire
  • Time per hire

According to that report, businesses that use pre-hire assessments see a higher year-over-year improvement in key recruitment-centric performance metrics. Additionally, these businesses are 36 percent more likely than all others to be satisfied with their new hires.

Implementing Individualized Assessments

According to Aberdeen, the most effective assessments are highly individualized, tailored to the specific needs of each business. This is a crucial factor for companies looking to reap the benefits of these evaluation tools.

For instance, companies that are sales-oriented may benefit most from tests that evaluate personality and sales aptitude, while those who operate in the financial sector or in service industries may find more benefit in tools that assess character, cognitive skills, and work skills. Businesses that operate in physically demanding industries, such as construction, manufacturing, health care, or warehousing, often find the most benefit in Physical Ability Testing (PAT).

Pre-hire PAT programs, while less commonly used than other types of pre-employment testing, are steadily gaining popularity among companies that have strenuous jobs to fill. The chief reason for this is that pre-hire PAT programs work to accurately and objectively assess whether or not the physical abilities of job candidates are well matched to the physical demands of the jobs for which they are being considered. This increases hiring performance by ensuring that new hires are physically capable of safe and efficient performance in the workplace. That, in turn, decreases the odds of losing new employees to injury or frustration as they struggle to handle the demands of their new jobs, thus improving new employee retention rates.

Investing in reliable, accurate pre-employment assessment tools is the fastest – and most cost-effective – way to capitalize on what LinkedIn's new report identifies as the crucial metric of any talent acquisition program: quality of hire.

But remember, should you decide to implement pre-hire testing, make sure your program is science based and utilizes validated testing protocols to ensure regulatory compliance and legal defensibility. Working with a reputable testing provider to design a customized testing program is the best way to ensure these requirements are met.

Physical Abilities Test Webinar

Topics: Pre Employment Screening

Deborah Lechner

Written by Deborah Lechner

Deborah Lechner, ErgoScience President, combines an extensive research background with 25-plus years of clinical experience. Under her leadership, ErgoScience continues to use the science of work to improve workplace safety, productivity and profitability.

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