The company that hires the most talented people will usually win in the game of business. Managers who endorse a business philosophy
that views their employees as valuable assets who will attract future customers and maintain current customers will win the talent wars.
High quality employees also attract other high performing employees, which is why an employee referral bonus program works so well
to attract new talent. Just like in sports, high performers like to play with other high performers who combine their talents into winning
teams. It is a well-established fact that high performing managers retain employees and low performing managers cause employees to
leave. Employees are assets that can solve problems and create new products, services and business strategies. Unlike machines,
employees are assets that care whether goals are obtained. Good hiring practices are fundamental to Human Capital Management (HCM)
because hiring decisions have the highest impact on future organizational performance. The quality of a new hire is determined by:
1) how many required competencies and skills they already possess 2) how many additional competencies/skills they will need to develop
3) how much money the company will need to invest in developing these additional competencies

How well a new hire fits the current job requirements largely determines how satisfied they will be. A bad hiring decision that results in a
person who quits or is terminated is a costly failure for the company. Hiring mistakes include the cost of termination, replacement, vacancy
and learning curve productivity loss. Mistakes are much more costly than most managers realize! Click here for a detailed review of the high
cost of hiring mistakes. A good hiring system will identify the most qualified candidates quickly. The most talented candidates are not
available in a competitive global marketplace for very long and there is also a vacancy cost each day a position remains unfilled. The most
talented candidates are the ones who when hired:  1) will reach high levels of performance most quickly 2) will sustain high performance
consistently and 3) will be retained by the company for the longest tenure. 

In addition to being efficient and cost-effective, the company’s recruiting and hiring systems must be consistent, well documented and comply
with Equal Employment Opportunity Commission (EEOC) requirements for verifiable non-discriminatory hiring practices based on race, gender
or age.  A good hiring solution creates a talent database that quickly becomes an information asset for the company. At HireSmart, we view
hiring as a strategic process that gathers essential competency information on a large number of candidates (i.e. large selection ratio). The
candidates in the database are also assessed for their current job and culture fit. We also assess for their future developmental potential
within the organization. The most efficient hiring systems will automate routine recruitment tasks and communications as much as possible
in order to maximize the time available for building relationships with the most promising talent.

The Quality of Your Hiring System is defined by:

1. Your ability to create a large pool of applicants (Selection Ratio).
2. Your ability to accurately rank your talent pool using online assessments of skills, competencies, and talents that fit the job. (Selection Method Validity)
3. Your ability to administer structured, behavioral interviews to the most promising candidates as quickly as possible. (time to fill)
4. Your ability to make job offers to the highest ranking candidate as quickly as possible (Time to Fill)
5. The level of collaboration and responsiveness that occurs between recruiters, hiring managers, staffing agencies, job boards and
applicants/candidates. (Networking & Workflow Efficiency)
6. Your ability to analyze and improve your talent sourcing metrics and cost-per-hire metrics.

Our Expertise is Online Talent Assessment Solutions

Online assessment solutions are designed to provide objective information about people’s talents that managers need in order to make accurate
decisions for hiring, training, and work assignment purposes. Assessments reduce the risk and costs of poor talent management decisions.
Many talent management decisions are currently made without much knowledge about the employee.  Assessment solutions can measure a wide
variety of skills, competencies and personal qualities including:

 - Personality traits, temperament, work values, motivations and work styles
 - Interests and work preferences
 - Special knowledge and competencies
 - Interpersonal skills
 - Decision-making skills
 - Specific Software skills
 - Administrative Skills
 - Accounting and Bookkeeping skills
 - Call Center skills
 - Computer programming skills