Additional Selection Information

Please contact your Human Resource Business Partner for more information on any of these services.

New Hire Survey

Shortly after being hired, new employees are asked to complete a survey regarding their hiring experience. These surveys can provide information including top recruitment sources for successful applicants, what applicants find most appealing, whether the recruitment/selection experience and first days on the job were positive, and suggestions for making improvements. Survey findings are in the Talent Management Dashboard. Supervisors can contact their HR Manager for access.

Onboarding Survey

The first 90 days can determine whether a new hire stays or leaves. For those who decided to stay, this period will influence on their long-term engagement, commitment, and productivity. Unfortunately, onboarding doesn’t go well for everyone, nor does every supervisor interact with their employees as frequently as they should. Therefore, new employees are asked to complete a survey after their first 90 days regarding their onboarding experience and engagement level. This allows supervisors to intervene with employees who are disengaged or having a poor experience. Supervisors wishing to access survey findings in the Talent Management Dashboard should contact their HR Manager.

Hiring Process Improvement Studies

Two critical factors in the hiring process for key positions are speed and selection accuracy. The first shows the time between the day an applicant applies and their first day on the job, while the second helps predict which candidates will be high performers and retainable. In a hiring process improvement study, all aspects of the current process are thoroughly examined and recommendations for improvement are made. This often involves enhancing recruitment materials, streamlining current processes, and introducing new or modified selection tools or methods.

Realistic Job Previews

Unmet or unrealistic job expectations can lead to early turnover in key positions. If it’s determined that unrealistic expectations are a main cause of early turnover or job dissatisfaction, a Realistic Job Preview (RJP) should be considered. An RJP is a communication plan that helps applicants understand the job’s expectations before they accept an offer. It may also encourage applicants to withdraw from consideration if they determine a job will not meet their expectations. The tricky part for an RJP can be identifying specific expectations not being met, determining how much to communicate, and deciding the most effective mediums for communicating. EOD can support this process.

Employee Referral Programs

Research shows that referrals from current employees are of higher quality than applicants from the public and are more likely both to receive and accept an offer, stay at the job longer, and perform better. This amounts to spending less time on the hiring process, reducing turnover, and increasing productivity. However, not all referrals are equal. A well-designed employee referral program can ensure that the program leads to good hires.