The Elusive Metric_Quality_FINAL - Flipbook - Page 11
Skills Assessments and Simulations
Equally, solely relying on a CV to gauge a temporary
worker’s potential efficacy in a role is a highly outdated
model and will only ever highlight what someone has
done, rather than how they will perform in the future, and
when under pressure. This is why skills assessments
that are designed around the real demands of the role
and simulations that mirror day-to-day tasks under time
pressure are so valuable. By leveraging these methods,
and adopting behavioural profiling to reveal traits such
as adaptability, teamwork and resilience, employers
will expose strengths and gaps far more reliably than
scanning past job titles.
Leveraging Referrals
Another method of diving deeper into a candidate’s
suitability for a temporary position is to leverage
referrals. Afterall, an organisation’s best advocates are
often its own staff, and many of the best candidates
will already work within the company. Employers that
encourage existing employees and temporary workers to
recommend people they trust and reward those whose
referrals succeed, report higher reliability, stronger
engagement and longer retention than those relying on
‘cold’ applications. Referrals tap into real-world insights
about work ethic and culture fit and provide far more
colour and detail than a standard application alone,
giving employers a head start.
Structured Onboarding
However, the ability to impact quality of hire doesn’t end
once the initial review and hiring process has begun,
and all too often, temporary colleagues arrive without the
context and support they need to hit the ground running.
This is where more structured onboarding experiences
come to the fore. The best processes will explain role
objectives, introduce key contacts and grant immediate
access to essential systems, setting out expectations
from the outset. An introduction to the company’s values
and working styles should also be incorporated. Studies
have shown that a concise onboarding programme lifts
engagement and productivity among temporary hires.
Collecting and Using Feedback
Following the placement and onboarding, and in order to
refine the approach over time, internal feedback should
be collected from line managers and other relevant
stakeholders on how the individual has met objectives,
behaved in team settings, and ultimately upheld the
company’s standards. The data helps employers to
refine their approach over time and hone their screening
criteria, whilst providing valuable feedback to staffing
partners and agencies, which will help them to ensure
future candidates more closely match specifications.
Building a Redeployable Talent Pool
This approach then supports the development of a talent
pool with the best chances of performing successfully.
All workers who have performed to the desired level
can be redeployed and utilised again in the future when
relevant opportunities become available. Building these
pools of temporary workers drastically reduces the need
for lengthy onboarding processes, accelerates hiring
cycles and guarantees consistency in both service and
culture in the future.
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