How to Improve Your Recruiting Assessments
Posted November 30th, 2015
Many companies evaluate their recruiting efforts through some kind of measurement. But the evaluations seldom leave the human resource department because the information is of little use to company leadership. Most evaluations don’t push change and improve recruiting at the company because the assessments are not measuring the right things, nor are they geared toward the overall goals of the company. To make recruiting evaluations more effective, some experts contend that there need to be changes in what is measured and how it is measured. Here are a few examples.
1. The value added by new hires.
Business leaders want to know if they are getting their money’s worth with new hires, which cost the company a lot of time and money. If the company hires people who simply perform at the same level as those they replace, there is no improvement in performance. Human resources needs to evaluate new hires by comparing their performance to that of the average employee, to determine if they are outperforming the baseline.
2. Hires that don’t work out
Looking at the rate of new hires that don’t pan out is important as well. Most departments look at their failure rates and try to determine how they can improve, and human resources needs to do the same. It is especially important to take a look at hiring failure rates because of the tremendous impact hiring failures have on a business in terms of lost productivity and money.
3. How the hiring process affects hiring
Human resources also needs to look at the hiring process to see how that impacts the quality of hires the company is making. If the process is slow, positions remain unfilled, affecting productivity. Top flight candidates are also lost this way because they are hired by competing firms.
As part of this assessment, human resources needs to take a look at the number of hours hiring managers contribute to the process and determine if they are devoting too much time to it and how to reduce the time commitment.
Human resource departments need to estimate how many candidates are lost because of an inefficient hiring process and then take steps to improve the process.
The same is true for the other areas – the job doesn’t stop with measuring performance, the human resources department needs to come up with action plans to improve the productivity of the department.
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