Pre-hire quality

Before we deep dive into the pre-hire quality let's first understand what is the quality of hire. 

What is the Quality of hire? 

It estimates the value new hires bring to a company and how much they contribute to results.

Below are the metrics that can predict the quality of hire: 

• Pre-hire quality: Indicates the quality of a new hire early on

• Post-hiring job performance: Performance metrics contain any kind of measures that show a new hire adds value

• Productivity: Can be measured by looking at a metric like the % of goals accomplished in the given time frame

• Retention: Sign of whether new hires are good fits

Out of the four metrics, pre-hire quality is the most important one and comes at the very early stage of recruitment. It supports recruiters to be more precise and foresighted. But how can you achieve it?

Pre-hire quality is important in campus recruitment for several reasons as follows:

• Identifying potential:

  Pre-hire quality assessments can help companies identify candidates with the potential to succeed in the job role and within the organization. This is particularly significant in campus recruitment, where many candidates may not have significant work experience. Evaluating pre-hire quality can help organizations determine candidates who possess the necessary skills, knowledge, and potential to succeed in the role.

• Reducing costs:

  Hiring the wrong candidate can be costly for companies, both in terms of time and money. Pre-hire quality assessments can help companies to lower the risk of hiring the wrong candidate by identifying high-quality candidates early in the recruitment process. 

• Improving retention:

  Recruiting high-quality candidates can lead to improved retention rates, as these candidates are more likely to be satisfied with their roles and stay with the organization for a longer period. Pre-hire quality assessments can help organizations recognize the right candidates who are a good fit for the role and the company culture, which can enhance retention rates.

• Enhancing diversity:

  Pre-hire quality assessments can help organizations identify candidates from diverse backgrounds who have all the necessary skills and potential to succeed in the role. This can help organizations improve diversity and inclusion within the company, which can lead to a range of advantages, including improved innovation and problem-solving. 

Recruiting for high-volume roles can be difficult, as the sheer number of applicants can make it challenging to determine the most suitable candidates.

However, multiple strategies can be used to enhance the pre-hire quality of candidates when recruiting from campus.

• Develop a comprehensive job description:

  One of the most important steps in recruiting for high-volume roles is to develop a comprehensive job description that clearly outlines the responsibilities and requirements of the position. This can help to attract candidates who have the necessary skills and experience and can also help to filter out those who may not be a good fit.

• Implement pre-screening assessments

  Pre-screening talent assessments can support the quick identification of candidates who have the required skills and competencies for the role. For example, you could use a competency assessment to test candidates' personality assessment to determine candidates who are a good fit for the role and your company culture.

• Develop a talent pipeline

  Rather than waiting until a position becomes available to start recruiting, consider developing a talent pipeline of potential candidates. This can involve building relationships with universities.

• Measure and analyze your recruitment process

  Finally, it's important to continuously estimate and analyze your recruitment process to recognise areas for improvement. This can involve tracking metrics such as time-to-hire, cost-per-hire, and candidate quality, and using this data to make informed decisions about your recruiting strategy.

In conclusion, recruiting for high-volume roles can be a daunting task, but pre-hire quality assessments can play a significant role in high-volume recruitment by helping organizations identify high-quality candidates who are a good fit for the role and the company culture.

How can Pera help to identify pre-hire quality in high-volume hiring? 

Pera can help to identify pre-hire quality in graduate recruitment by assessing a candidate's cognitive abilities, personality traits, skills, and knowledge. By using Pera in the hiring process, organizations can improve their possibilities of identifying high-quality candidates who are the right fit for the role and the company culture.