The big bang: Coupling talent science with technology to enhance public sector hiring
Over the past several decades the hiring process has changed, in some areas very dramatically, for government organizations. Talent acquisition improvements are a direct result of law and policy enactments (or enhancements), employer’s and employees’ needs and expectations and, arguably most important, technology advancements. Technology continues to propel human resources and talent acquisition to a new level of accuracy in hiring. Think about:
- The way potential talent is acquired--employers hiring employees, employees recommending friends, or individuals researching an organization and expressing interest in a position.
- The way talent is introduced to an organization--paper applications processes, completing an application online, or sending a resume using a professional networking mobile app.
- The way employees are screened to become a part of an organization--one-on-one interviews, selection panel format interviews, phone or Skype interviews.
As technology evolved and was strategically introduced into human resources operations as a tool, the hiring processes evolved too. They became more efficient, consistent and seemingly fairer across candidates. Costs associated with hiring could easily be decreased with the help of technology. Basic human capital management practices such as moving from managing paper applications to hosting an online applicant tracking system save money and resources. Electing to host online interviews to narrow the field of candidates before taking on the expense of in-person meetings saves time and money.
But technology is only one piece of the public sector hiring puzzle. Another piece is revolutionizing hiring by focusing on the science behind it. Talent science helps employers better select, develop, and retain top-performing employees. Hiring by using talent science will, over time, completely transform your business, improve the workplace culture, and yield a great return on your investment.
Once hired, you expect that the employee will excel, master the job, add value to your organization and continue on as a part of the team for years to come. No organization wants to continue to pour money into recruiting and hiring for a position. A revolving door of employees plagues employers with the loss of an asset. You have onboarded them, trained them, and invested time and funding that is lost if they leave.
Talent science helps to reduce the risk of losing valuable employee assets and minimizes the additional issues surrounding recruitment and retention. Talent science uses behavioral and performance data to determine if a candidate is, or has the potential to be, a desirable match for not only the position but the organization and/or specific team. Predictive analytics help determine what success looks like for the particular position and compares each candidate against that data, other candidates and successful employees with the desired traits. In one state agency, the Children and Family Services Case Worker classification had a 33% reduction in overall turnover, which equates to 12 weeks of training time and savings of $520,000.
Talent science facilitates smart hiring, the first time. What does that mean for you? Beyond what is on a resume, talent science prompts the selection of the candidate that is the best overall fit for the position, the first time around. The result for a public sector employer is accurate hires, successful employees and resources saved.