“56% of newly hired executives fail within two years of starting new jobs … Sadly, 56% hiring failure is worse than the flip of a coin.”
A 56% failure rate in most professions would be an inexcusable firing offence. So why do we except it in recruitment? And why not spend the time to work out how to improve your odds?
For many organisations the task of recruiting the best talent seems never ending.
Job advertising and recruitment fees, multi-phase interview processes, induction and training costs – they all add up. Indeed anyone who’s ever been involved in recruitment knows what an expensive and time consuming process it can be – and that’s when it runs smoothly. Inefficient recruitment processes can add significantly to an already costly exercise.
Common issues include:
- Generic sourcing techniques that focus in the wrong places and fail to attract the best talent
- Too much focus on irrelevant past experience and skills
- Failure to clearly communicate expectations up front
- Flawed hiring processes, with screening based more on gut feel than any sort of validated role-specific assessment criteria.
Before commencing any work in the optimisation of an organisation’s recruitment process one must take a step back to determine exactly where things are currently going right and wrong.
And that starts with feedback.
Post Placement feedback surveys, where the thoughts of both hiring managers and job applicants are considered, are the logical first step to remove ‘gut feel’ from where you think your recruitment process is falling short, and to add fact-based rigour to your optimisation efforts.
These surveys should not be a once a year exercise. As business needs evolve, and your recruitment process refines, you need to keep constant tabs on feedback from your ‘customers’. Hence at the conclusion of each and every recruitment process a survey to collect feedback on what went right and to seek constructive ideas for process improvement should be sent to both hiring managers and job applicants alike.
Collecting referrals from newly placed candidates regarding other talented employees they might know who may be interested in a role with your organisation is another great way to maximise the ROI on your recruitment feedback process.
Whether you’re an internal hiring function or an external recruitment agency, PeoplePulse has unsurpassed experience over 14 years in the set up and running of effective recruitment feedback processes – and we’d be happy to help you too.
Timely and insightful feedback from both candidates and hiring managers to help you fine tune your recruitment efforts and stay on track.
PeoplePulse’s Heat Maps are a great visual way to identify areas of your recruitment efforts that need work (red) and areas that are going well (green).
What you receive:
Why Choose PeoplePulse?
Trusted by over 1,000 organisations since we were established in 2003, PeoplePulse combines the very best in online survey software & reporting with your own Project & Account Manager – with you every step of the way. Survey reporting experts from our Insights Division can even prepare, present and workshop your results for you, so you can free up your time to focus on implementing the insights you’ll gain.