Climbing the Greenhouse Hiring Maturity™ curve
Once you’ve understood the Greenhouse Hiring Maturity™ curve and taken the assessment to see where your team currently sits, what happens next? This is the time to start taking action. The great news is that no matter where you fall on the Hiring Maturity curve, there are changes you can make now to start improving your hiring process. This article outlines many actions you can take – remember to start small and pick just one or two focus areas as you start driving significant change in your hiring efforts.
We’ve identified four important competencies within hiring to work on as you move up the Hiring Maturity curve:
- Identifying and attracting the best talent for your organization
Owning every moment of your hiring experience
- Making confident, informed hiring decisions
- Using data to drive operational excellence and improve over time
These four competencies represent the foundation of excellent hiring. By focusing on these specific areas, you’ll be honing in on the essential skills and behaviors that your team needs to develop to become more strategic at hiring.
This article focuses on using data to drive operational excellence and improve over time. We’ve outlined recommendations to help your team move the needle and become more sophisticated in this particular area of hiring. Your company may not progress up the curve from Chaotic up to Strategic in a linear way, and that’s completely okay. Read through each section and take the most relevant next step based on your organization – every small step is a move toward hiring excellence and achieving your business goals that much faster.
Use data to drive operational excellence and improve over time
What does it mean to use data to drive operational excellence and improve over time? Why should you focus on it?
Being great at hiring requires that teams critically evaluate their workflows on a regular basis and can accurately report on key data. The goal is to get to a place of operational excellence where your company is continually improving on its hiring, just as it does with other functions like sales, marketing and product development. With a strong knowledge of talent acquisition best practices and benchmark data on previous process performance, you can develop rich expertise in hiring for a wide variety of roles.
The most strategic companies think of hiring as a dynamic process where they are constantly learning and changing based on past successes and failures. The key to success is effectively using accurate and well-managed (clean) data to measure, iterate and improve on the entire hiring process. Focusing on operational excellence ensures you can trust the data in your system and rely on it to make decisions.