Looking for new ideas on incentives for our TA team on quality of hire- anyone have fresh ideas other than focusing solely on retention? I don’t love the idea of it being a ding on the recruiter if someone quits when it could be due to leadership in the department or something else out of the recruiter’s control. Would love to hear any suggestions you all have!!

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I’d be happy to upload a paper that may provide insights.

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Mee too

I've written about this; happy to DM you the article link if you're interested.

In short, there are metrics you can use across stages that are all closer to the hiring process than retention. Some examples are:
- onboarding performance (speed of integration, learning metrics)
- fit early on (manager and employee ratings of fit, team feedback)
- progression and development early on (manager and team ratings of progress, productivity, development areas)

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Please share link :) would love to read!

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It should not fall on the recruiters. Its a competitive market and other strategies would need to be in place to keep employees. With that said if there are missed hires include your TA in all talent conversations and have them be more strategic partners to the business... in my experience that helped them understand better and hire better. It also allows the business to understand the realities of the market and recruitment and hopefully them to be more proactive rather than reactionary

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Love this suggestion! Would provide better understanding across all orgs.

I would suggest 30-60-90 day checkins between recruiter and candidate to further glean what could improve in the hiring process. Did expectations match reality? Why do so many companies stop onboarding process once employee is in the chair??? Research shows robust onboarding processes increase retention.

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Look at your selection process. It seems like you aren't asking the right questions in the process.

I’m sorry, I should have clarified that we’re not necessarily having higher than average turnover, it’s just that we’re revamping our TA org and looking for additional incentives to add to the table. So being proactive by offering an incentive around quality, to hopefully continue driving the same or even better quality we have while keeping our recruiters happy here.

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Well I think instinctively people look at developing higher paying or more flexibility which is a start, but you really need to look at the characteristics that will drive perceived organizational support from your potential applicants. What are the ways you will show you support development, work life balance, autonomy and opportunity

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Need help to understand this.

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