There is a good article from Kevin Wheeler at ERE Exchange (The Electronic Recruiting Exchange) today on "Measuring Candidate Quality". It is short and simple and reflects a reality in hiring that as a headhunter is frustrating for me and I believe for my clients. What is it that makes a quality candidate? In particular I know this is very, very frustrating for software companies because many of them don't seem to have a good grasp of what makes a quality developer before hiring them.
I think Kevin's advice is great, there needs to be a stronger relationship between the Recruiter and the Hiring Managers to truly flesh out what means quality to them. Furthermore that ideal needs to be used to make hires and measure them as they go through the selection process. Still this takes time and education and both are things that are in short supply. For that reason I am big fan of using direct search and headhunting to fill positions. If you cannot define quality in your own business borrow that definition in your competitors. We see it all the time in sports and certainly in executive level positions. Encourage your Recruiting partners to do the same for you.
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