Dispel the Fog of Talent Management

A fog shrouds talent management.  Our vision is clouded by vague descriptions of candidates and employee performance as well as disorderly candidate and employee evaluations.

Wentworth's quantitative methodologies lift the fog, replacing vagueness with precise numeric capability and performance scores.  These quantitative data additionally allow a rich range of analytics that allow you to develop insights to your organization that are otherwise hidden to you.

These techniques also allow Wentworth to deliver exceptionally effective recruiting at half to one-third of the usual cost.

Next Practices Alignment, Recruiting and Human Capital Management

Status quo Recruiting and Human Capital Management can lead to new hires who can't do the job, refused offers, turnover, work not done on time, unnecessary expense and  consumption of valuable time, managerial dissatisfaction and internal strife, low productivity, reduced profitability, missed client deadlines...and more.

Next Practices Data-driven Recruiting and Human Capital Management, on the other hand, can bring you certain knowledge of who is available in the labor market, clear pictures of which candidates are most qualified, comfort that your hiring is legal, reduced turnover, an understanding of why selection decisions are actually made, and can be the basis for rational and effective on-boarding and performance measurement and management.

For more, follow this link to the full article...

Quantitatively Speaking, Why Should Recruiters Make a Significant Positive Difference?

Does it not seem obvious that recruiters should make a significant positive difference?  You would think so, but often they DO NOT.  Our Satisfaction with Recruiting survey tells us that hiring managers say delivery by recruiters is 26% less than the importance hiring managers assign to it.  A 26% shortfall!

For more, follow this link to the full article....

Quantitatively Speaking, Why Should Recruiters Provide Hiring Managers With Adequate Information About Available Talent In the Labor Market?

Why do we ask?  Because, in our  Satisfaction with Recruiting Survey , hiring managers said that recruiters conveying the talent that was available (and not available) was very important (4.6 out of 5.0), but that the information they actually received fell 26% short of their needs (3.4 out of 5.0).

If you bought steel cable that held 26% less weight than advertised, you would be outraged.  

For more, follow this link to the full article....

Why Should Recruiters Provide Hiring Managers Adequate Information About Candidates?

We’ve said it before: one of the key reasons recruiting does not work very well is that few people expect it to.

Without deep and precise agreement between hiring manager and recruiter as to what skills, experiences and characteristics a successful candidate should have, the candidate evaluations provided by the recruiter can only miss the mark…and probably the candidates, too….

For the answers, follow this link to the full article...

Why Should Recruiters Understand the Jobs They Attempt to Fill?

One reason is that you get efficient recruiting, appropriate cost per hire, qualified candidates and good hires, filled jobs and work that gets done...and more.

Why is this done wrong?  How can this be done right?  What is the role of quantitative data?

For the answers, follow this link to the full article...

Re-engineering the Process: How To Fix Recruiting...Hiring Managers Say We Need To

25 years ago or so, we ran a survey of hiring managers, candidates and recruiters, seeking to understand what each wanted from the other.  We were a new recruiting company at the time and our focus was to understand how we could better serve our clients (the folks who pay us.  Sorry, candidates!)

A little while ago, we ran almost the same survey again.  To our amazement, and sadness, not much had changed.  Hiring managers' dark and dissatisfied view of the service they got from their recruiters had not gotten better.

We created some static and video pieces about the results of the more recent survey, done in collaboration with IC Potential.

Click here to go to a menu of viewing options.

What's the short version?  Hiring managers are dissatisfied with the recruiting services they receive across 30 factors.  What's worse is that hiring managers' dissatisfaction is greatest regarding the services the think are most important.  So not only are recruiters missing the mark, they are not hearing hiring managers' priorities...or at least not responding to them.