We've all heard it! A recruiter/hiring manager saying "I've got a good feeling on this one!" when it comes to their next hire. But in all honesty, how often does that 'good feeling' come good? Is it something we can measure and do measure?
As a Talent Acquisition professional who works across multiple industries and geographies implementing and transforming talent strategies, I know that this applies to all companies, large or small, old or new. And, I'm never more nervous than when there is no logical template for recruitment. I'm not talking about big competency frameworks or libraries of psychometric assessments (though clearly, these do help) but, basic things such as an understanding of what hard skills or soft skills your organisation requires to fulfil its vision and potential.
Every time I hear about 'feeling' in the recruitment process, I immediately think about recruiting to type and unconscious bias and how this has such a negative impact on diversity & inclusion. But why is this important? Well, in 2018 a study by Boston Consulting Group found that "diversity increases the bottom line for companies. It looked at 1700 different companies across 8 different countries, with varying industries and company sizes. They have found that increasing diversity has a direct effect on the bottom line. Companies that have more diverse management teams have 19% higher revenue due to innovation."
So, at a time when there are record numbers of candidates looking for work, especially in the 16-24-year-old bracket, how has your organisation ensured "there's a science to building teams and therefore selecting talent to join teams"?
As always if you'd like to discuss any of the topics raised in this blog then please feel free to call me on 00 44 (0)7885 983539 or email firstname.lastname@example.org.
There’s a science to building teams, and therefore selecting talent to join teams.