6 Factors You Should Consider When Evaluating Your Recruitment Process

Let’s face it, the recruitment process can be quite a struggle at times. Almost one-fourth of all new hires leave their companies within one year of coming on board. Adversities are a natural part of life — which means it is common for even incredible recruiters like you to bump into their fair share of problems along the way. So then what exactly is the secret to success here?

Essentially, there is always room for improvement when it comes to perfecting the recruitment process. So what’s important here is for you to adopt and implement a mindset of constant growth. Strive to rigorously evaluate your recruitment process in order to make better hiring decisions and benefit all of the stakeholders involved. Remember, the decisions you make today can have a monumental impact on both the employees and the organization.

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Now the question remains…how exactly do you assess the effectiveness of your recruitment process and modify it for long-term prosperity? 

Here are some important factors for you to consider while evaluating your recruitment process:

Be Honest and Straightforward About Your Needs

To put it simply, the more clear you are about the precise requirements for the job position, the more you’ll benefit in the grander scheme of things. Let’s be real, time is an incredibly valuable asset — and the last thing we want is to waste candidates’ precious hours as they apply for the opportunity at hand. 

With this important information in mind, be sure to honestly and straightforwardly state the must-haves for the role while simultaneously outlining the key deliverables. By doing so, you’ll not allow prospects to self-assess and conclude whether or not they are the right match for this position but also allow the company to profit from a high-quality, competent workforce in the long run. 

On top of that, make sure to remain as realistic as possible and plan ahead in order to prevent any future misconceptions and obstacles. If you find yourself stuck and in need of assistance, there is no need to panic! Simply request input from the other stakeholders — and consider gauging your job description for discriminatory criteria that could potentially be limiting your talent pool. A little bit of effort makes a massive difference.

Remain Clear About How You Will Measure Candidate Suitability 

The truth is…employees can really make or break an organization. As a recruiter, your worst nightmare is to accidentally hire the wrong fit for the role and negatively impact the company — which is why it is crucial for you to decide which approach you will use to evaluate candidate suitability. Because there is so much at stake here, you must make an active effort to really think this through. Consider the following measures of suitability:

• CV screening
• Telephone interviews
• Face-to-face interviews 
• Practical tests 
• Video interviews
• Psychometric testing
• Presentations  
• Skills testing

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Needless to say, each of these methods comes with a set of pros and cons. That’s why it is important for you to take a seat and conclude which one(s) will produce the results you crave. Feel free to combine these methods if need be — but keep in mind that an unnecessarily lengthy or complicated recruitment process might cause potential employees to lose interest. At the end of the day, be sure to opt for an approach that aligns with your capabilities and promises a successful future. 

Effectively Broadcast Your Message to the Public

As you take your message to the market, it is important to keep a number of things in mind. For starters, you must keep the employer brand/organization in mind at all times in order to successfully spread awareness and create exposure. Essentially, you must include the essence of the organization’s brand in all of your endeavors for optimal results. On top of that, it is crucial to have a shared vision in order to increase the candidate’s confidence in the company.  

Once you’ve got the basics out of the way, decide how exactly you’ll broadcast this message of yours to the masses. Carefully initially discourse on the most effective advertising strategy — and waste no time in finalizing it right away. 

Stick to Your Timescales 

Did you know that a vast majority of recruiters lose potential hires because of the length of their recruitment process? That’s right. It’s a deal-breaker. And that’s why we’re going to leave no stone unturned in sticking to our timescales. As we begin, think carefully about your candidates’ expectations and view the entire process from their perspective. Put yourself in their shoes in order to realize just how demotivating a delay can be. Don’t keep them waiting too long.

The key here is to remain reasonable. As you plan and work on your campaign, be sure to set realistic deadlines that take all company aspects into consideration and reduce the likelihood of future mishaps. Plus, communication goes a long way in the world of business — so do not forget to discuss your timeline with all of the stakeholders in order to successfully meet expectations and minimize the chances of a tarnished reputation.

Pay Close Attention to Candidate Feedback

What better way to improve and learn from your mistakes than by listening to criticism from your own candidates? Seek feedback from only those who found success as a result of the recruitment process but also those who were rejected. Remember, every feedback is valuable.

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Perhaps your candidates were disappointed with the long waiting period after the submission of their CV or perhaps they were angry at the lack of feedback after their interviews. At times, prospects take silence as a sign that you’re either rude or not interested. Pay close attention to these grievances in order to identify which aspects of your recruitment process require significant modifications. 

Listen to Hiring Manager Feedback 

You’ve listened to criticism from your candidates. And now, it is time to do the same with the feedback you’ve received from your hiring managers. As a recruiter, you work hand in hand with these individuals — which is why their comments are of such value and significance. Use the critique to improve and build a highly qualified talent pool for effective employee selection. 

If the hiring managers are unhappy and unsatisfied with the quality of the shortlisted prospects, it is then evident that change must be made. Such feedback, essentially, provides beneficial insight into both your decision-making abilities and the recruitment process as a whole. Take this as a sign to strengthen your evaluation of the candidates you submit and improve wherever it is necessary.

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You no longer have to search for prospective clients. We’ll bring an influx of them to you. At Tash Ads, we care about you — and we want nothing more than to see all of your recruiting dreams come true. 

And there you have it. We hope this guide has provided you with a better understanding of the numerous factors you must consider when reviewing your recruitment process. It’s simple: follow these guidelines — and see the difference yourself. The more effort you put into enhancing this process for the betterment of both the candidates and the organization, the more you’ll grow and thrive as a recruiter.