As most employers will attest, staff are your best asset, so getting the recruitment process right is essential. Increasingly, organisations are recognising the value of a strong recruitment process. According to our recent study, more than 80 percent of employers consider recruitment to be a strategic priority, so evaluating your recruitment function and finding ways to improve it makes good business sense. In this article, we’ll cover the first step to improving your recruitment function: evaluating your recruitment process.
Assess the Strengths and Weaknesses of Your Recruitment Process
Before starting out, it’s critical to assess the strengths and weaknesses of your current recruitment process based on three factors: quality, speed and cost.
Consider past recruitment campaigns and evaluate the number of applications received and the quality of these applications – how many applicants received an interview? And were the applicants overqualified or lacking in qualifications?
Ask questions like: what did we do well as a business? What steps in the hiring process need improvement? How much time did we invest? How long did the process take? Was it cost effective? Did we get the best candidates or the best of what applied to the advertisement? And what parts of the recruitment process cause us frustration? These may be the hiring steps you decide to outsource.
Question Turnover Rates
Did you know that about one in four hires leave their company within one year of coming on board? While induction, training, management skills and mentoring are factors, high staff turnover can be an indicator that your recruitment process has failed to attract the right candidates.
Examine whether your turnover of new hires is a result of voluntary separations or poor-quality hire rates (based on the total number of separations within the first year).
Track Performance of New Hires
Tracking the performance of new employees against other employees in similar roles is another meaningful test for evaluating your hiring process, as well as being a fundamental part of onboarding programmes. This is where having a 30, 60 and 90-day plan will clarify what is expected of them, so take the time to track their performance against the goals that have been set. It’s also a great way to uncover the areas they are doing well in, and those where they need additional training or support.
Examine the Value of Your Advertising Spend
One useful measure to give you a picture of advertising costs is to calculate the money you spent on advertising – factoring in both your time and the cost of the ads themselves – and dividing this number by the number of applicants you considered suitable for the role. The costs of keeping recruitment in-house might just surprise you!
Evaluate Your Interview Process
Ask yourself how you go as an interviewer and consider seeking feedback from past interviewees.
Dupray’s Director of Human Resources, Pierre Tremblay, says the company took a mystery shopping style approach to their interview process, hiring three professional actors who were tasked with gaining a deeper understanding of their employee hiring process from the perspective of candidates, and presenting a report on their findings.
The results showed they were too slow to respond to applicants, didn’t provide enough feedback to unsuccessful candidates, didn’t pay attention to candidate’s answers and “asked questions that weren’t stimulating”.
To help with improving your interview process, we recommend bringing more than one person from within the organisation into the interview room to allow for different questions and perspectives and help discount any unconscious bias that may exist.
Travelport Locomote CEO Sandra McLeod asks candidates to tell her why they really want to work for her company and judges their authenticity based on whether they give a “textbook” or “candid” answer.
“If they’re in that second camp, it shows me that they really want to work here, that this isn’t just a job for them and that they’ll be a great culture fit,” she says.
Better still, specialist Recruitment Agencies have a degree of separation from your organisation and bring both a different perspective and extensive interview experience.
List the Recruitment Tasks you Need Help With
Once you’ve properly assessed the recruitment process, you’ll be in a better position to list the recruitment tasks you need help with. Consider who in your organisation has the time and expertise to be involved in this process, as well as the urgency of the hire. At Harrison McMillan, we have a transparent model that allows you to pick and choose recruitment services – a tailored solution based on your requirements and budget. That way you only pay for what you need!
Choose the Level of Expertise You Need
Finally, before approaching a recruiter for help with the process, give thought to the level of expertise you need. For example, asking a more experienced recruitment expert to write a position description and sit in on interviews makes sense, while other time-consuming tasks, such as filtering through resumes and acknowledging receipt of applications, could be completed by a more junior recruitment adviser.
Not only will taking the time to properly assess the recruitment function help with improving your hiring process itself, thereby saving you time, but it could ultimately result in better hiring, increasing your odds of finding the best candidate the first time around – a move that is always worth the investment.