1. Quality of Hire and its Implications in the Organization By Perminus Wainaina- Managing Partner

2.  Recruitment and Talent Management Solutions  Top 100 SMEs and foreign companies  Entry level, supervisors and top level employees i.e. GM & MD  Sectors:FMCG, Manufacturing, Hospitality, IT, HR, Banking, NGO, Micro-finance, etc  HR Outsourced Services  Payroll Services  Psychometric testing About Corporate Staffing Services

3. Employment Survey 2015 by Corporate Staffing Services: Finding QUALITY Employees Still Difficult Despite the large number of applicants, it still proves difficult to find top talent with positive attitude towards work. "45.3% of the respondents mentioned that the candidates who apply for vacancies are of poor quality, as majority of them do not fit in the positions.”

4. Scale of the Challenge “The average bottom line cost of a “bad hiring decision” equals approximately 30% of the individual’s first-year earnings potential,” U.S. Department of Labor Recruiting an Accountant  Advertising cost  Time invested on recruitment process  2000 applications  Over 80% NOT qualified  KRA penalty late submissions "Quality of hire is the best indicator of a recruiting function's performance,” LinkedIn survey, 2016 “80% of employees turn over is as a result of bad hiring decision,” Harvard Business Review, 2014.

5. Impact of Poor Quality of Hiring in Organizations “An average new hire costs a company $4 000,” report by Deloitte 2015. Poor Quality of Hire is: Financially expensive Lost worker productivity Lost time due to recruiting and training another worker Expense recruiting and training another worker Negative impact on employee morale Dwindling customer service Photo Courtesy

6.  What the role involves:  Function  Objectives  Reporting lines  Key tasks  How performance is measured - what success looks like in 6, 12, 24 months or longer  Write a person profile - Define skills, knowledge, behaviours and attitudes needed for success in the job and fitting with the culture. How To Improve the Quality of Hire  Be really clear about the job and the person

7. Cont’d Improving the Quality of Hire  Well-articulated value proposition - marketing to quality candidates  Get buy-in on the job and person profile from all key stakeholders for senior or critical posts.  View the recruitment process as a sales process - competition for great talent tell what’s in it and why you.

8.  Create a sense or urgency in the recruitment process and maintain good communication from start to finish – sign of discipline and seriousness  Be open and provide details about the role to candidates - clear idea of what the job would be like and imagine themselves doing it. Cont’d Improving the Quality of Hire  Objectivity - use objective assessment methods rather than subjective ones Photo Courtesy of dreamstime

9.  Understand your candidates’ hot buttons.  What will influence them to accept your offer?  Is it purely money?  Work-life balance?  Development opportunities?  Understand what other roles they are exploring and how they rate these opportunities relative to yours.  Ensure your on-boarding and induction process is first class.  Candidates decide about their fit within the organization and role within the first 3 months. Cont’d Improving the Quality of Hire Photo courtesy

10. Impact of Good Quality of Hiring in Organizations Good Quality of Hire: Help firms to stay competitive Save financial costs for firms Save time for recruitment process Improve the company’s chances of boosting turnover rates. Employees retention Cultural fit of employees “A comprehensive measurement on good indicators of post-hire quality includes: cultural fit, job performance, employee engagement and productivity,” Staffing.org survey on Recruitment Metrics and Performance Benchmark

11. Thank You For more information, connect with us via: Email: pwainaina@corporatestaffing.co.ke Location: Mayfair Suites, 4 th Floor, Westlands Website: www.corpratestaffing.co.ke