As most employers will attest, your staff are your best asset, so getting the recruitment process right is essential.
As Inc. Consulting CEO Les McKeown says, the hiring process should be approached “with the same degree of professionalism as… the development of a strategic plan or the design of a new product or service”.
Increasingly, organisations are recognising the value of a strong recruitment process. According to our recent study, more than 80 percent consider recruitment to be a strategic priority, so evaluating your recruitment function and finding ways to improve it makes good business sense.
In part one of this six-part series, we’ll cover the first step to improving your recruitment function: evaluating your recruitment process.
Assess the strengths & weaknesses of your recruitment process
Evaluate your recruitment process based on quality, speed and cost.
Consider your past recruitment processes 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 areas need improvement? How much time did we invest in the process? 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 parts 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 useful measure for evaluating your recruitment process.
Examine the value of your advertising spend
One useful measure to give you a picture of your advertising cost 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.
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 primed for the interview to write reports about the interview process so they could more deeply understand their recruiting process from the perspective of candidates.
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”.
We recommend bringing more than one person from within your organisation into the interview room to allow for different interview questions and perspectives.
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, recruiters 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 your 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.
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 your recruitment function improve the process itself, 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.