Setting goals may be challenging for businesses, but Kevin Grossman of Talent Board believes that the concept of accountability may be essential to advancement.
To meet their talent goals, organizations have experimented with a variety of technical and non-technological strategies. Accountability is a popular new strategy and is likely among the most sensible.
Some companies decided to explicitly link CEO compensation to DE&I results as these issues rose to the forefront of corporate strategy. According to research conducted by the human resources consulting firm Mercer in October 2020, between 15 and 20 percent of S&P 500 corporations used DE&I indicators in their CEO incentive schemes. Others, including Chipotle, have joined this year. Well-known brands that have participated in the movement include Starbucks, Wells Fargo, and Uber.
But might the idea be applied to other HR tasks? Employers increasingly tie recruiter compensation to applicant experience, according to the charity Talent Board.
Additionally, a benchmarking report conducted by Talent Board and released last month revealed that companies with superior overall recruiter performance are more likely than peers to relate that success to remuneration. The top 10 firms in North America for candidate experience connected recruiter performance with applicant experience 6% more frequently than the survey’s average for all organizations.
According to Kevin Grossman, president of the Talent Board, employers can have trouble implementing this strategy.
This is a result of the reality that the great majority of job applicants are rejected, whether it’s for a lack of experience, credentials, or some other reason. Additionally, the front end of the hiring process is becoming increasingly automated. In this industry, machine learning solutions are often available.
According to Grossman, employers should concentrate on the hiring processes that require a direct human interaction, starting with application screening. Employers could judge, for instance, how well recruiters analyse job seekers who eventually receive offers of employment.
“The responsibility comes in when I start to evaluate, appraise, and interview people,” claims Grossman. The speaker declared, “There’s a greater human connection there.
