Evaluating your recruitment process
Evaluating your recruitment process
A straight-forward way of measuring your recruitment process would be to view it as a marketing exercise. In the same way as you hope to attract new customers and clients, when recruiting you'll form a message (job description), use a variety of media sources to communicate that message (job advertisements, online tools, recruitment agencies etc), generate leads to add to your sales process (candidate shortlist and interviews) and eventually employ who you consider to be the best person for the vacant job.
Similar to a marketing campaign you'll want to make sure you get value for money from your chosen media, attract top-quality leads/candidates and improve your business' image somewhat. Give careful consideration to the following three questions:
1. Is your organisation attracting the right types of candidates?
Quantity vs. quality - It would be very tempting to say that finding highly qualified candidates is the point, whether you receive 1 application or 100 - and up to a point that's true of course. That said your recruitment process should be able to deliver consistently on both points. Too many or not enough applications can cause problems:
How to improve on this?
2. Is your process effective financially and in terms of time costs?
Track your responses to find improvements in the following areas
You are, in essence, advertising the entire business
Just one issue of course, is coming up with hard data, or even experiential evidence to help answer these types of questions about your recruitment process and the partners you choose to work with in that process. The HireScores website goes some way to helping with that problem by allowing you to gain specific feedback regarding both your own company and the experience candidates have had with your recruitment partners - helping you to make more educated decisions in the future.
Evaluating your recruitment process - To learn more about this author, visit Lisette Howlett's Website.
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Recruiting the correct employees for your company is often an expensive task. When recruiting you want to be certain you'll be getting the most from your hard work. The first and most obvious sign will be finding the right person for the available job. That said just because you found the right person the last time doesn't mean there isn’t room for improvement for both now and the future. With careful attention and a some new skills you'll be able to reduce both time and cost, as well as increasing your 'strike rate'; that is finding the best talent for your company.
A straight-forward way of measuring your recruitment process would be to view it as a marketing exercise. In the same way as you hope to attract new customers and clients, when recruiting you'll form a message (job description), use a variety of media sources to communicate that message (job advertisements, online tools, recruitment agencies etc), generate leads to add to your sales process (candidate shortlist and interviews) and eventually employ who you consider to be the best person for the vacant job.
Similar to a marketing campaign you'll want to make sure you get value for money from your chosen media, attract top-quality leads/candidates and improve your business' image somewhat. Give careful consideration to the following three questions:
1. Is your organisation attracting the right types of candidates?
Quantity vs. quality - It would be very tempting to say that finding highly qualified candidates is the point, whether you receive 1 application or 100 - and up to a point that's true of course. That said your recruitment process should be able to deliver consistently on both points. Too many or not enough applications can cause problems:
- Problems with poor quality - homogenous, are the best candidates you choose to shortlist the best possible or the best that actually applied?
- Problems with a high number of low quality candidates - no one is up to the job
How to improve on this?
2. Is your process effective financially and in terms of time costs?
Track your responses to find improvements in the following areas
- Your message
- Media chosen
You are, in essence, advertising the entire business
- How are you considered within your industry?
- How your company is positioned will affect the likelihood of applicants applying for other vacant jobs in the future
- How are you planning to 'sell' your business to prospective job applicants? Is your message a consistent one?
Just one issue of course, is coming up with hard data, or even experiential evidence to help answer these types of questions about your recruitment process and the partners you choose to work with in that process. The HireScores website goes some way to helping with that problem by allowing you to gain specific feedback regarding both your own company and the experience candidates have had with your recruitment partners - helping you to make more educated decisions in the future.
Evaluating your recruitment process - To learn more about this author, visit Lisette Howlett's Website.
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David AchesonDavid Acheson is the founder of DCJA Consultancy. DCJA Consultancy is a management consultancy business specialising in B2B sales consultancy. They offer bespoke and packaged sales consultancy including Sales Optimisation Review, Interim Sales Management, Sales & Marketing Review, 1:1 Sales & Management Staff Analysis, Management Training, Solution Sales Training, Creation of New Pay Plan, KPI's, run Customer Feedback Campaigns, assist with Recruitment, Coaching, Appraisals and set up Strategic Marketing Campaigns. David spent his early career in accountancy and then moved into sales in 1982, working in Office Equipment, IT, Advertising, Training, Outsourcing and Consultancy. He has held many Senior Positions in SMBs and Global Organisations including Head of Sales Operations & Head of Business Development. His knowledge, skills and great experience of the Sales Industry has led to David making keynote speeches and running educational sessions to key businesses through organisations including The Chamber of Commerce and Business Link. - Visit David Acheson's Website |
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Kim CastleWith nearly two decades in the advertising and design business, with clients like Domino's Pizza, General Motors, Direct TV, Pedigree, Wolfgang Puck, Higher Octave Music, Hollywood Celebrity Products, Disney, and Paramount, as well as thousands of entrepreneurs around the world define, structure, communicate, and position their business for greater profits, BrandU(R) co-creators Kim Castle and W. Vito Montone discovered that entrepreneurs could experience the same power that big brands command for a fraction of the cost with the world's only process-based results-drive Integral approach to business creation. BrandU(R) is helping entrepreneurs grow with the power of extreme clarity from idea...to brand...to market(TM) and helping one million entrepreneurs become successful and whole so that they can make a difference in the world. Are you one of them? If you want to experience clarity all the way to the bank(TM), get started now at http://www.brandu.com. - Visit Kim Castle's Website |
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Dave KurlanDave Kurlan is the founder and CEO of Objective Management Group, Inc., the industry leader in sales assessments and sales force evaluations, and the CEO of David Kurlan & Associates, Inc., a consulting firm specializing in sales force development. Dave has been a top rated speaker at Inc. Magazine's Conference on Growing the Company, the Sales & Marketing Management Conference and the Gazelles Sales & Marketing Summit. He has been featured on radio and TV, including World Business Review with General Norman Schwarzkopf, in Inc. Magazine, Selling Power Magazine, Sales & Marketing Management Magazine and Incentive Magazine. He is the author of Mindless Selling and Baseline Selling – How to Become a Sales Superstar by Using What You Already Know about the Game of Baseball. He created and wrote STAR, a proprietary recruiting process for hiring great salespeople, and he writes Understanding the Sales Force, a popular business Blog and is a contributing author to The Death of 20th Century Selling and 101 Great Ways to Improve Your Life, Volume 2. - Visit Dave Kurlan's Website |
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Dianne CramptonDianne Crampton is an executive leadership coach, team culture consultant, author and president of TIGERS Success Series, Inc. Dianne has been helping CEO's and Executives connect their employees to their core values and goals for over 20 years using the trademarked TIGERS team culture process, which stands for trust, interdependence, genuineness, empathy, risk and success. To download a free white paper on behaviors that build strong teams and behaviors that will predictably tear them down go here. Dianne's contribution to the 2010 Pfeiffer Consulting Journal (an imprint of John Wiley and Sons Publishers) entitled TIGERS Hearted Teams is available in November 2009. Her new book TIGERS Among Us: 5 Winning Business Team Cultures And Why, Three Creeks Publishing will release in March 2010. To receive publishing discounts, subscribe to the free TigerTracks Newsletter here. - Visit Dianne Crampton's Website |
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