recruitment
Hiring by the Numbers
TOOLS THAT COMPANIES OF ANY SIZE CAN ACCESS
Organizations of all types are be-coming
more data-driven, using
a variety of metrics to gauge
their success at sales, productivi-ty,
operational efficiency and much more.
However, many business leaders and man-agers
still rely on subjective factors, such
as a “gut feeling,” to make one of their most
consequential decisions: whom to hire. It’s
up to HR professionals to give them bet-ter
tools and make the business case for a
more effective hiring strategy.
Leaders of small to mid-sized compa-nies
might be concerned about the costs
associated with a more data-driven hiring
process. But the fact is, excellent metrics
are readily available online and as a com-ponent
of a hiring platform that can help
companies hire more objectively. Here are
four tools that companies of any size can
access:
PERSONALITY TESTING
One of the most widely used personality
tests is the DISC model, which measures
productivity, teamwork and communi-cation.
“D” stands for “dominance” and
measures how well employees overcome
opposition to achieve results. “I” stands
for “influence,” which measures how em-ployees
persuade others to shape their
environment. “S” stands for “steadiness”
and measures how well employees cooper-ate
with others. “C” stands for “compliance”
and measures employees’ ability related
to structure and organization. The DISC
model helps employers understand behav-iour,
temperament and personality – and
measures a potential hire’s compatibility
with coworkers.
SKILLS ASSESSMENT
Many hiring platforms offer skills assess-ment
testing that can help companies
measure abilities that are relevant to spe-cific
positions. The information gathered
can help employers generate data that al-lows
them to hire with confidence. For
By Tonya Lanthier
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HRPATODAY.CA ❚ JULY/AUGUST 2016 ❚ 37
