Once you have assessed your needs and enhanced the candidate experience, take steps to ensure the continual effectiveness and efficiency of your recruitment process. Make smart use of key metrics (measurements of your company’s recruitment performance). Use data such as the success of your hires and the cost versus value of your recruitment efforts to see where you are succeeding and where you have weaknesses. Then, use the data to enhance your recruitment process in the future.
Analyze the Right Data
The first step in analyzing your current recruitment strategy is to gain access to the right sets of data. The key performance indicators (KPIs) to look at include the job ad click-through rate, the number of people who start but don’t finish the application, and the success of the candidates you’ve hired in the past. Collecting and making sense of the right KPIs can give you important insights into your recruitment process. These metrics can reduce the time it takes to hire the correct people the very first time.
Identify Room for Improvement
Take weaknesses in your recruitment procedure as opportunities for improvement. If your data shows that the majority of people who clicked on your job ad left without completing the application, determine where you might be losing them. Your application may have too many questions, a broken link, or not enough information about the job. Determining where your ad is failing allows you to resolve issues and enjoy a faster, more optimized, recruitment process in the future.
Ensure Consistent Efficiency
Repeatable efficiency is the ability to repeat the recruitment process again and again with predictable high performance. Your success in hiring new people should not be an arbitrary factor within your business; manage the process to triumph every time. Metrics can help you sustain the best recruitment procedure possible for your company, now and for years to come. Find out why tools and resources need to be dependable, reliable, predictable and repeatable with insight from our team.
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