Standardised work is one of the fundamental building blocks of a lean manufacturing process. It should be the initial building block of a lean hiring process. Any good manufacturing Quality Manager understands that you cannot guarantee quality without a standard procedure in place to ensure consistency of the process. As a human resources consultant, I am frequently surprised by the number of companies that lack defined, standardised hiring processes. Many companies rely on their hiring managers to devise their own interviews and simple tests for evaluating the job candidates to fill open positions within their team. There are serious flaws with this approach. Below are four reasons that a standardised candidate evaluation process leads to higher quality recruits:
- An inconsistent process leads to inconsistent results. A process that is not standardised is not really a process, but rather, is a random collection of criteria. If the selection criteria are different for each evaluation, then it is impossible to determine the effectiveness of each individual data point used for selection. Which criteria were effective in the decision process? Which criteria were ineffective or even counter-productive? You will learn the answers to these questions over time if you consistently apply a standardised process.
- You have no standards without a standardised process. Without a standard process you really don’t have any standards. The first step in building a standardised process is to define the goals or standards of the process. What are the competencies that are important to our jobs and to our organisation? Soliciting the input of the job content experts and documenting those competencies is the first step of standardising the hiring process. The formal name for this initial step is job analysis. By taking this initial step, the stakeholders have identified and codified the standards of the selection process.
- Everyone is using the same measuring stick. A standardised hiring process ensures that your recruiters and hiring managers use the same reference points when making decisions. What is a “good” candidate? Joe and Alice’s definitions of “good” could be quite different. By standardising the process and criteria, the organisation provides that definition of “good” for all of its team members that are involved in the hiring process. Everyone is using the same language when describing candidates. A recruiter or hiring manager will be able to succinctly and accurately explain a hiring decision to his/her team member. Hiring managers will have more trust in the decisions recruiters make because of the standardised process.
- Continuous Improvement. Continuous improvement is the animating spirit of a lean philosophy. It is impossible to improve any process until it is standardised. A process must be standardised and therefore stabilised before any improvements are made. If a process is shifting from here to there, then any improvement will be just another variation that is sometimes used by some team members, but otherwise ignored.
It is also worth noting that a standardised hiring process has additional benefits beyond improved quality of new recruits. One of the most important is legal defensibility. An inconsistent process is fertile ground for discriminatory hiring practices. Applying criteria inconsistently could unintentionally lead to the perception of favouritism or disparate treatment.
Tackling volume hiring with intelligent blended assessment
How can intelligent blended assessment improve your candidate journey and save you time?
Traditionally, when organisations want to assess potential employees across a variety of areas, they have had to subject candidates to a lengthy assessment process, often with long gaps between each type of assessment and several instances of potentially inconsistent feedback.
Today, organisations have the option to deliver a single assessment to their candidates, providing a far more streamlined, valid, and inclusive process.
Advances in assessment technology now allow blended assessments to become more easily utilised, while helping to underpin a positive candidate experience through a massive reduction in time between initial testing and final decision, supported by a clear and concise feedback process.
This advice guide will discuss these areas in further detail, alongside some practical examples of how Talogy has helped organisations to adopt these new processes.
Use intelligent blended assessments to improve your hiring process.