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 AttractRecruiting Candidate Processing InterviewReporting 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

Rrliance on outsource vebdors

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

Rrliance on outsource vebdors

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