Quality, Not Quantity, Should Drive Your Acquisition Strategy

June 12, 2017
Hiring for quality, not quantity, promotes teamwork and lowers turnover.
Hiring for quality, not quantity, promotes teamwork and lowers turnover.

Hiring the wrong employees is a trap many businesses find themselves in, especially as they try desperately to address talent shortages. Instead of filling empty positions, these bad decisions lead to increased turnover rates as new hires leave or are let go.  Recruiting Trends took a stand on this issue that hurts to hear but is vital for understanding and improving businesses: Technology has done a lot to improve the talent acquisition process, but businesses aren't adapting well.

Too many companies let internal conflicts - heavy workloads, stressed employees and the like - influence their hiring decisions. Led by a desire to make things look good on paper, they focus on filling as many empty seats as possible instead of making sure those people are right from the job.

"The root of the problem right now is that the talent-acquisition function and all it encompasses is largely untethered from the business strategy or the results that are most important to the business," Linda Brenner, a human resource leader at various well-known companies including PepsiCo and Home Depot, told the website.

"By focusing on quantity, businesses end up with disjointed teams."

Unfortunately, by focusing on quantity, businesses end up with disjointed teams who may or may not work well together. Each new hire has the right technical skills, but it's uncertain whether they have the soft skills that exemplify the company's culture and values.

A survey from the Society for Human Resource Management revealed a particularly startling fact: only 20 percent of HR professionals said they were very or extremely confident their business properly evaluates the skills of their entry-level applicants. This, simply put, isn't good - imagine the struggle of a company where 80 percent of its employees aren't qualified for the job. Unfortunately, in a world where businesses face talent shortages yet HR departments are overworked, it's all too easy to hire the wrong people simply to make sure there are enough bodies to do the work.

A worried businessman looking at a resume.Few HR professionals are completely secure in their company's ability to find the right hires.

How to hire quality applicants

To make the best hiring choice, businesses need to reassess their talent acquisition strategies. Quantity should no longer be the end goal. Rather, HR teams should focus on finding quality employees. This leads to a workforce that's right for the business, reducing turnover and ensuring the company is stacked with the talent it needs.

Finding quality hires requires is a mutlilayered approach that starts with the job listing. Every posting should clearly describe all the talents required, not just the technical ones. To use an example, dependability/reliability is one of the three most important new hire skills cited by HR professionals, according to the SHRM survey. To find applicants who fit this bill, all recruiters need to do is list the characteristic in their job descriptions.

Beyond that, businesses must meet applicants on their terms. The best job seekers find fitting opportunities through social media and review sites like Glassdoor. Unless they're already familiar with your company, they won't go straight to your "Careers" page to see any employment opportunities.

Finding the right employees should be a careful process, not a haphazard one. By understanding the needs of job seekers, businesses can make certain they hire the right staff. On that note, job seekers are also looking through positions on their phones, not just their desktops. It's important to make sure all parts of your hiring process can be completed via mobile device.

Want a solution that saves you time and helps you find the right employees? Contact the Orange Tree sales team to see how we can help.

Topics: Human Resources