When developing an employee selection strategy, it is important to balance compliance, measurement and performance, and recruiting.
Compliance is not only the right thing to do; it is also legally required. Different government laws may impact your hiring process. These laws are often enforced by different government bodies. You should spend time understanding your compliance requirements so you know how to adjust your hiring process.
The key is to make sure your hiring process does adversely impact a protected group.
Also, make sure that your interview process is managed just like a test. Interviews are just another form of assessments.
Evaluating the candidates for a particular job needs to be balanced with measurement and performance. Measurement and performance relates to the tools that are being used to evaluate job candidates and how you are linking those evaluations back to job performance.
Understanding your compliance obligations and how your hiring funnel is impacted based on recruiting candidates who will perform better on the job allows you to balance your recruiting process against these needs. Whether it is your accommodation policies or monitoring how many candidates you need at the top of your recruiting funnel to meet your hiring targets, your recruiting process should be developed in conjunction with your compliance and measurement processes.
Balancing compliance, recruiting, and measurement and performance will strengthen your hiring process. It is important to carefully consider each of these and how they work together to maximize your assessment strategy and drive powerful business results for your organization.
Topics: Talent Selection Ideas