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

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

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?


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



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



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



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