Step 3: Self Assessing Your Recruiting Effort

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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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[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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