HLM: What strategies should HR execs implement to make sure the quality of hires isn't lacking because of the volume?
Margetts: You have to be really clear about who you're looking for. Spend time on the front-end outlining those things related to the job and the cultural attributes you're looking for with the hiring managers.
Make sure you're very clear and work very closely with the hiring managers. It's extremely important that they are a partner in this and that the managers spend a significant enough amount of time to interview the choices.
It's also important to assess where you're sourcing your candidates from. We've tried to be very diligent about getting out in the community, especially vocally, since we're a new part of the community. We've made sure we're going to Irvine job fairs and local events, etc.
So I think tapping into that local talent is a good strategy. We have paid more attention to our assessment processes, too, to make sure that people do, to the best of our knowledge, fit into the organization and the culture. We have assessment tools to make sure that potential employees meet some basic behavioral criteria for fitting into our organization.