How Successful Is Your Recruiting Process?

Share it
Facebook
X
LinkedIn
Email

If your company wants to find and retain top talent, your recruiting process is vitally important. But, how can you determine if your hiring practices are effective? There are a variety of metrics, but it really boils down to quality and speed.

Are You Finding the Right Employees?

A typical measurement for quality is candidates presented versus candidates hired. Or, for a loftier goal, tally the number of new hires that remain in the organization after 90 days. If your company is not happy with either of these results, consider the following intermediary measures to find glitches within the system.

Presented vs. Interviewed
You may have a large stack of resumes, but applicants need to be qualified for the position. If a hiring manager is rejecting most candidates for an interview, there may be a need for clarification. Recruiters may not understand a manager’s expectations, or the manager may be overly choosy.

Interviewed vs. Offered
This is the number of individual interviews required before an offer is made. Interviews are time-consuming and expensive, therefore it is important to move only top-quality candidates forward. This metric will vary by industry and position, so your best bet is to track and benchmark a reasonable ratio for your organization.

Offered vs. Hired
No one wants to invest time and resources into screening only to have the first-choice candidate decline the position. If your acceptance rates are lower than you would like, ask questions. Are your hiring methods too long and laborious resulting in high drop-out rates? Or, are your competitors simply making better offers?

Do You Hire Efficiently?

Downtime always is expensive for companies, so it is important to keep time to fill as short as possible. If your process seems unnecessarily slow, examine the following areas.

Time from Opening to Candidate Slate
Ideally, an organization should be able to present at least three qualified candidates within 10 to 14 days of the job opening. Longer fulfillment periods may be the result of poor advertising, recruiter work overload or lack of a reliable talent pipeline. Of course, there will always be exceptions. However, if you have a large percentage of requisitions older than 45 days, you may want to troubleshoot.

Feedback Loop
Once candidates are presented, managers are responsible for moving the process along. Encourage those involved in the next step of hiring to be proactive about giving either thumbs up or thumbs down. Delayed decisions are not only frustrating for candidates, they can result in the loss of good leads for companies. Top candidates who are left in limbo, even for a short period, are likely to move on.

Is your organization looking to improve its hiring and recruiting processes? Aventure Staffing, our Recruiters have cultivated an impressive network of highly skilled candidates with expertise in finance and accounting, human resources, manufacturing, agriculture and management. We can help you find the right people quickly and efficiently.  Contact us today to learn more!

Share it
Facebook
X
LinkedIn
Email

Categories

Related Posts

  Organizational changes, whether planned or unexpected, often present significant challenges for companies and their employees. Ensuring clear...

Summer is not just about vacations and relaxation—it’s also the perfect season to explore temporary employment opportunities that...

At Aventure Staffing, we understand that maximizing team productivity isn’t just about meeting deadlines—it’s also about fostering a...