Step 3: Self Assessing Your Recruiting Effort

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[/fusion_text][fusion_text]STEP 3: Self Assessing Your Recruiting Effort

Reading each section of the continuum allows a more objective view of strengths, weaknesses and opportunities

Define and Attract Recruiting Candidate Processing Interview Reporting Communication
Clear understanding type of hire   The Employee Value Proposition company wide/department focus/job focus   Effectiveness or presence of employment branding   Candidate marketing organized, measured monitored   Documentation of advertising plan   Employment website   Balance of passive vs active candidates Documentation of advertising plan   Tracking of recruiting results   The right balance of sourcing, screening, processing, closing   Reliance on outsource vendors   Continuous training   How do you measure in comparison to your competitors? Is it monitored, surveyed, documented?   The candidate experience   Effects of your ATS from the candidate perspective   Accuracy of reports of each stage processing   Referral programs and processing   Internal movement processing   Your interview rating online Effectiveness of candidate pre-screen   Is the interview criteria relevant to the company, then division then position   Training on interview bias and diversity in interview process   Organization knowledge of interviews and methodologies   Time to interview and cost of interview time Knowledge of:
  • Cost of vacancy
  • Each step of the recruiting cycle
  • Cost of hire
  • Best recruiting vehicles
  Vendor spend   Candidate decline amounts and reasons   Competing companies and compensations   Interview results and comparisons   Employment of the best technologies to capture data
Communications between Hiring Managers and recruiting   Recruiting’s understanding of the business it support and all Stakeholders   Hiring Managers understanding of their role in recruitment   Trust between Hiring Managers and Recruiting   The “C” suites support of Recruiting   Cost of recruiting supplied to finance   Shared expectations of market and recruiting time
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[/fusion_text][fusion_text columns=”” column_min_width=”” column_spacing=”” rule_style=”default” rule_size=”” rule_color=”” hide_on_mobile=”small-visibility,medium-visibility,large-visibility” class=”” id=””] STEP 3: Self Assessing Your Recruiting Effort

Reading each section of the continuum allows a more objective view of strengths, weaknesses and opportunities

Define and Attract
Clear understanding type of hire The Employee Value Proposition company wide/department focus/job focus Effectiveness or presence of employment branding Candidate marketing organized, measured monitored Documentation of advertising plan Employment website Balance of passive vs active candidates
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Recruiting
Documentation of advertising plan Tracking of recruiting results The right balance of sourcing, screening, processing, closing Reliance on outsource vendors Continuous training How do you measure in comparison to your competitors?
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Candidate Processing
Is it monitored, surveyed, documented? The candidate experience Effects of your ATS from the candidate perspective Accuracy of reports of each stage processing Referral programs and processing Internal movement processing Your interview rating online
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Interview
Effectiveness of candidate pre-screen Is the interview criteria relevant to the company, then division then position Training on interview bias and diversity in interview process Organization knowledge of interviews and methodologies Time to interview and cost of interview time
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Reporting
Knowledge of:
  • Cost of vacancy
  • Each step of the recruiting cycle
  • Cost of hire
  • Best recruiting vehicles
Vendor spend Candidate decline amounts and reasons Competing companies and compensations Interview results and comparisons Employment of the best technologies to capture data
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Communication
Communications between Hiring Managers and recruiting Recruiting’s understanding of the business it support and all Stakeholders Hiring Managers understanding of their role in recruitment Trust between Hiring Managers and Recruiting The “C” suites support of Recruiting Cost of recruiting supplied to finance Shared expectations of market and recruiting time
 
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