An effective recruitment process improves company productivity and reduces employee turnover. Developing the right protocols is vital to attracting qualified candidates, narrowing down the talent pool to the right people, and hiring staff members who will add value to your organization for a long time to come.
Many companies do not put enough focus on developing the most effective recruitment process to assemble the best possible staff. Others fail to adjust their recruitment process as the company evolves. To determine if your organization needs to tweak your recruitment process, consider the following key factors:
The number of qualified applicants:
When you post a job ad, calculate the number of candidates who apply who have the desired qualifications necessary to succeed in the open position. If a low number of qualified candidates respond to job ads, the ad may not be written correctly to attract desired candidates or you may be posting requests for applicants using the wrong sources.
The offer/acceptance rate for open positions:
The process of narrowing down the talent pool, selecting a candidate and extending an offer takes time. If potential employees your company makes offers to routinely turn down the job, this is a red flag that your company is not selecting candidates who would be a good fit or is not providing a good candidate experience during the recruitment process.
The number of new hires who do not remain employed for three or more months:
Employee turnover shortly after a staff member is hired is a strong indicator that there are serious flaws in the recruitment process. You may not be accurately representing the company during the hiring phase or may be selecting the wrong candidates for positions within your organization.
The number of new hires who meet or exceed performance expectations.
When few staff members perform to the desired levels of skill and ability, this is an indicator of a fundamental problem with the hiring process. Track where your highest performing staff members come from to identify the best approach to hiring new staff members and try to identify common trends among employees who underperform to identify deficiencies in the recruiting process.
The length of each job vacancy:
Determining how long it takes to bring in a new hire is vital, as long job vacancies could make your organization less productive and could increase turnover among other employees who may become frustrated with being asked to assume more responsibility while your company remains short-staffed.
If your recruitment process needs adjusting, it's important to consider what aspects of your process need to be altered. From writing clearer job descriptions to developing better candidate screening tools, there are numerous alterations to recruitment protocols that could make a difference in the quality of candidates you recruit and the talent you hire.
Are you looking to improve your recruiting process?
The McIntyre Group assists companies in effective recruiting so businesses can hire the candidates that will help their companies grow strong. Check out some of our top talent or contact us to find out about the help we can offer with your hiring process.