Job Quality Assessment
Having considered what a good job looks like, I’d like you to do an assessment of the jobs you are currently working on and those that you have worked in the last four weeks. In the video sessions that accompanied the different recruitment streams (temporary, permanent and contract) I shared the following categories to review job quality. Before you progress to watch the video on how to qualify your jobs better, score your recent jobs (and therefore your own job qualification process) to then watch the video knowing what you need to discover the most!
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Question 1 of 5
1. Question
How well do you understand the content of the jobs you worked?
Remember – this is about how well you can bring it to life with a candidate, inspire the client that you genuinely understand the mission the successful candidate will go on. Plus, your understanding of, ‘why?’ What is the purpose of the role and the reason it exists? Someone leaving isn’t the reason for the vacancy (although it is) the reason it exists is to achieve something, make something, save something or accomplish something. Purpose and content.
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Question 2 of 5
2. Question
How well did you navigate the potential roadblocks and make the jobs more fillable?
Remember – The roadblocks we are talking about may not have stopped you at the point of qualification. They could be sleeping, only to wake further into the process and derail it. Consider – your assessment of competition – how many of these jobs were given to other agencies? Disclosed and undisclosed? How much control did you have of the process? Was there a timeline? Did the client take your recommendations and hire/interview or did it require CV review and feedback? What about rates – perm fees or charge/pay rates for temps/contractors? Attractive margin? Do you know about sign off to hire?
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Question 3 of 5
3. Question
How well were the success drivers of urgency and commitment covered and explored?
Remember – urgency is more than ASAP. How many of the jobs that you worked claimed to be urgent and then dragged their feet? What was the impact of failing to hire and delays? Just how critical was the hire? Did you build a placement process with the client to fill it? Slots? Working interviews? Straight start? Deposit?
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Question 4 of 5
4. Question
How sellable was the job to your talent pool?
Remember – Your client is going to be part of the deciding factor. Why would a temp choose to do it? What makes it right and for whom? What about a perm candidate? Why would they commit their career to this job, this manager, this company? How does it compare to other jobs and opportunities they could be looking at?
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Question 5 of 5
5. Question
Overall – How would you rate the quality of jobs that you have been working on, filled and not, against the criteria I shared in the video and your assessment of what you knew, what you can now see that you didn’t discover and the overall fillability assessment of the jobs?
Remember – You are scoring the quality of your jobs which in turn reflects on how well you conducted your assessment. If you are looking at your jobs and you don’t know the answer to some of the questions then perhaps it is a blind spot of something you did not cover.
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