Recipe for success—The science of hiring in state and local government
What’s the recipe for hiring the perfect employee? Choosing the ideal candidate can be influenced by many variables depending on the job, including education and training, certifications, experience, and behavioral fit. Employers have long used measurable standards for knowledge skills and abilities to assess a candidate’s fit for the job. However, behavioral fit traditionally uses subjective methods during the interview process.
To assess behavioral fit, talent science gives your organization a quantifiable way to measure whether the candidate will succeed in a position based on their behavioral traits. How does it work? Behavioral data is collected on current employees in the position, including both low and high- performing employees, to establish a baseline of successful attributes and characteristics. Candidates, both internal and external, are evaluated against these attributes to identify the best fit. The result is a data-driven and defensible method for identifying the candidates best aligned to the position’s goals and the success of your organization. In other words, behavioral data allows you to hire the right people for the right jobs. With the right employee in place, job performance and satisfaction is higher, leading to improved retention of hard-to-fill positions.
As government agencies look to replace a fast-growing number of retirees, talent science can help you create a pool of available candidates. Through the assessment of employees’ behavioral traits against key position attributes, you can identify and develop your top talent to move into these key positions in the future. Talent science, coupled with other succession planning tools, can provide you with a seamless transition when you’re filling these positions, which can be vital to your agency in achieving its mission.
As you move your government agency into the future, it will be important to find alternative ways to hire and promote talent. That’s why many modern government agencies are incorporating talent science into their human capital management (HCM) strategy to hire, retain, and develop the right talent.
To learn more, visit Infor Public Sector.
Download thought leadership, Using analytics to thwart the child protective services talent crisis. This thought leadership provides insight into how talent science can help an organization gain talent best-suited to succeed.
Heather Sherlock, Director, Infor Public Sector
- Federal Government
- State and Local Government
- Talent Management
- Talent Science
- North America