Using recruiting resources wisely is a big challenge for employers and recruiters. It means keeping one eye on the company and one eye on the newest recruiting trends to create and maintain a competitive advantage. Try focusing your recruiting process on the most important and impactful factors in your hiring success: top performers, recruiting reputation, and measuring for continuous improvement.
Focus on Top Performers
Think about your top performers. You probably don’t have to think too long or hard because their performance is probably very memorable. How much more productive are your top performers than the rest of your employees? Twice as productive? Three times? Ten times? What if all your employees were as productive as your top performers? Think about where your company would be if your workforce was mostly top performing employees. It’s the reason you have to focus on recruiting top performers.
To do this, know what your company’s top performers look like and use that in your recruiting process. Review performance evaluations and talk to managers about top performing employees. Instead of asking boring standard interview questions, ask interview questions that identify traits of your top performing employees. Hire the candidates that are closest to your top performers.
The Value of Recruiting Reputation
Whether you realize it or not, your employer recruiting etiquette, or lack of it, makes a difference in your recruiting success or failure. A recent CareerBuilder study reveals that candidates are willing to accept a lower salary from employers when the company’s image and candidate experience were positive. There’s real value in a good recruiting reputation, and you’ll feel the consequences of a bad reputation. Your recruiting process needs to be focused on winning top candidates over and attracting them to your company and open positions.
You can influence candidates’ perceptions of your employer brand with responsive communications and your company will soon enjoy a reputation as an employer of choice. Let every candidate know when and how you’ll follow up. Don’t tell candidates you’ll be in touch and then never call back. Be up front with candidates when you decide they’re not a good fit. Don’t leave candidates waiting when they come in for interviews. Pay strict attention to the details in your recruiting process and make it the priority it needs to be to develop a workforce of top performers.
Measure for Continuous Improvement
Recruiting today is continuously evolving, and your recruiting process has to keep up if you want the kind of hiring success you need to build a productive workforce. New technology, sourcing and recruiting tactics, a changing economy, and many other recruiting variables mean your recruiting goals have to include continuous improvement. You need to measure the effectiveness in your recruiting process to improve it.
Having and using solid data in your recruiting process requires gathering and analyzing the right measurements. Collect data on things like how long it takes to fill a job opening, how many candidates you source per hire, candidates interviewed per offer made, offer acceptance rates, and reasons offers are declined. And candidate experience survey information provides valuable information about the status of your recruiting process and how to improve it.
Set goals and measure if and how well you’re meeting them. If it takes too long to hire when you have open positions, set goals to reduce the time from requisition to hire. If you have too few candidates or applicants to review, add new sourcing methods with the goal of increasing applicants by 10 or 15 percent. Test how successful improvements you’re making are and review them for gaps or inconsistencies. If you add a video interview to pre-screening, measure how it added to your recruiting process.
Andrew Greenberg’s roots in recruiting date back to 1996. He has experience both on the agency-side and corporate-side of the staffing business, with a focus in the financial services space at companies like Bloomberg and UBS. He also has core experience with information technology staffing, and has worked for major software companies such as SAP Business Objects and IBM/Informix Software. To get in touch with Andrew, you can reach him by email or by phone at (800) 797-6160.