This article is part 3 of a three part series in managing job seeker expectations and recruiting processes. You can visit part 1 and part 2 to catch up on where we’ve been thus far.
The recruiting process involves many moving parts, levers and individual contributors who are key to hiring the best candidates so that the organization can scale, grow and thrive. It’s complicated and details can be easily missed. It’s important to evaluate your hiring process to determine bottlenecks and missed opportunities that are keeping your recruiting team from executing at levels of maximum performance.
Treat Your Hiring Process Like a Project Management Process
If candidate communication is your ultimate goal, it’s important to understand and uncover where those communication bottlenecks exist. To do this, you need to develop a recruiting process that hires faster and more efficiently, and improves candidate and recruiting workflows. A recruiting project management mindset can help you to identify problem areas and improve recruiting metrics like time to fill, the candidate experience and cost per candidate. Develop your recruiting project management plan by monitoring these metrics and using these insights to create a data driven plan to better manage your workflow and candidate expectations.
Take Time to Evaluate Your Candidate Experience
So you’ve put in the time, effort, and strategy to create a candidate communication process. You’re monitoring your metrics from a recruiting process side of things, and that’s great, but, it’s important to also seek feedback from the candidates you have been taking the time to communicate and engage with.
Surveys are a great way to better understand the positives and negatives of your hiring process. You can use that data to evaluate how your efforts are seen and valued by your candidate community. A simple candidate survey automatically shared with all candidates takes the guess work out of understanding the candidate experience, and that’s critical to driving positive change in your recruiting communication strategy.
An important metric for understanding candidate experience is your net promoter score. Net promoter score or NPS was developed as a customer service mechanism, but it’s been adapted to recruiting as a way to understand the candidate experience. Candidates are presented with 1-3 questions asking them to rate important recruiting process components including candidate communication, the interview process and recruiter response levels using a 1-10 point system. Your NPS score is an average of responses by all your candidates who complete the survey.
A rating of six or below represents candidates who are not thrilled with customer experience levels. The 7-8 range represents passive candidates who are providing feedback but aren’t particularly raving about you. A score of 8 or above means that the candidates you’ve engaged with have been converted to fans of your company and its recruiting processes. They’ve become potential brand advocates.
Communicating the Impact and Value of Candidate Communication Through HR Metrics
Candidate communication is an important and often overlooked part of the recruiting process. Communicating to senior leadership and other stakeholders how candidate communication impacts not just recruiting but also retention, employee engagement, and productivity levels is important to validating and expanding your efforts. This starts with reporting and metrics that go beyond NPS and help provide insights into how small recruiting process changes have an impact on the larger organizational goals and success.
But w things like employee turnover, time to fill and cost per hire are important HR and recruiting metrics to share with leadership, it’s essential that you communicate how recruiting process changes have impacted your production per employee or employee tenure over time. It’s your job to contextualize HR data to bring the whole picture together.
Building a recruiting and HR metrics dashboard is no small task. Not everyone is an Excel spreadsheet master which is why having recruiting and HR technologies that can provide robust reporting can help you make the best use of your time.
Comeet’s recruiting metrics and reports can help focus your recruiting efforts. With our customized reporting features, you can identify areas of opportunity and develop a specific plan to improve your quality of hire while maintaining a superior level of communication for candidates as well as hiring managers.
Communicating HR and recruiting metrics, it’s a balancing act. Weekly updates on recruiter productivity levels, specific activities, and on hot jobs within the organization will help you tell that story. Monthly and quarterly reporting helps set the stage for strategic changes, allowing leadership to see the big picture.
Bringing It All Together
It’s a bull market right now and the best candidates have options. You don’t want to lose out on the best talent because of a misalignment between candidates and your recruiting team. As talent acquisition leaders, we need to set and manage realistic expectations with job candidates and organizational leadership. That means taking advantage of recruiting and HR technologies to automate, facilitate and understand our efforts and drive to organizational change
This article has been part of a three part series on managing job seeker expectations. You can visit part 1 and part 2 <insert link> to learn more.