Previously, we’ve looked at employee retention, motivation, mobility, training, learning and upskilling. Yet the success of an employee is in part determined before any of those strategies can be implemented—before, in fact, the employee is even hired. An employee’s success rate in a given role is heavily determined by how well his or her cognitive and personal skill set matches the requirements of the role itself, and that framework should be laid far in advance of sourcing or selection activities.
As obvious as that may seem, it’s nevertheless common to hear organization leaders grouse that employees are ill-suited for the positions they were hired to fill. In fact, according to a survey from Robert Half, more than 60 percent of CFOs interviewed pointed to a poor skills match as the culprit for a failed hire. Worse, for some organizations it’s difficult for leaders to ascertain a skills mismatch, leaving the question of why an employee is struggling up in the air.
What’s to blame for this skills mismatch? While reasons can vary by organization and individual employee, a recurring theme is a failure to properly define the elements needed to be successful in a role. An employee who lacks the skills, abilities, interests and goals necessary to excel in a position will necessarily be a poor fit within it. Make no mistake about it, an employee who fails on the job does so because the requirements of the role and the individual’s skillset were not aligned. An organization’s access to an accurate evaluation of the requirements of roles across the enterprise might show that such an individual would in fact be a great fit, only for a different role.”
Thankfully, choosing the right talent to fill a role is easier today than ever before with the appropriate tools. The right career pathing solution can help you identify the employees you need, taking the guesswork out of analyzing jobs and making informed matches between job and talent.
Here are a few ways career pathing assistance can help your organization identify and hire the right employee for the job.
- Career pathing software can be scalable to the level of jobs data you have. Already have data and a competency framework for specific jobs in your organization? Career pathing software can integrate and evolve the data. Lack sufficient jobs data? Pathing software can also draw from a pre-loaded competency framework and crowdsourced jobs data from similar positions. The completeness of your data shouldn’t be an obstacle; regardless of where your organization is at in capturing jobs data, the right pathing solution can help surface the information you need to make better hiring decisions.
- Career pathing involves more than just software. Jobs data alone tells only part of the story. An expert consultant can help you leverage the data points generated by your pathing software to power the rest of your hiring process. The skills and behaviors produced by the system (and confirmed by your own employees) can also be aligned with cognitive or personal assessments, structured interview guides, and other pieces of your selection workflow. An automated competency modeler like CAEL’s PathSavvy, backed by a qualified talent management professional, can help you maximize your data to bring the right talent in—and to retain
- Career pathing tools can provide unparalleled insight into what an employee must bring to a position. Think about the job description of any given position within your organization. Most likely many of the requirements are vague or generic, inadequately convey what (work activities) the incumbent does on a daily basis, and how (competencies, skill levels) the employee successfully completes the job. A qualified pathing solution can yield relevant, job-specific insight into the kind of employee a position needs, providing evidence based on cross-referenced competencies, difficulty levels, skills and interests associated with positions across your enterprise. This level of specificity can help you ensure that you’re sourcing and selecting the right skillsets and fit for every one of your roles.
- Does the perfect “fit” already exist inside your organization? Just as career pathing systems let your employees provide information about role requirements, they can also tell you who amongst your incumbent workforce fits a specific set of criteria. As employees create career paths, they’re informing you not only about where their interests lie, but also about their knowledge, skills, abilities, interests, experience and skill levels. There may be no need to source externally—leverage your software to uncover internal talent across departments, functions and the enterprise at large.
Companies can’t afford to approach the hiring process without an acute understanding of what their roles require- from both a competency and fit perspective. Fortunately, recruitment teams don’t have to do it alone. With the right career pathing tools, and the help of talent experts, organizations can gain the insight needed to make informed hiring decisions that will pay dividends today and down the road.
Learn more about CAEL’s career pathing solution, PathSavvy, here.