Self-Assessing Your Recruiting Efforts

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[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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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?

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

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