Chapter 1 – Key Business Principles of the Recruiting Process

Key Business Principles of the Recruiting Process – Your interviewing process should be business focused, candidate focused and rely heavily on the partnership between the teams involved in the recruiting process.

Have you ever looked at the candidate generation results for your organization? Specifically look at the following:

·        Time to fill – The length of time it takes from deciding to open a position to getting an acceptance.  This should not be a recruiter performance metric. Since so much of the interview process occurs outside of the recruiter’s scope of influence, it is great way to measure the performance of the entire process. 

·        Touch percentage – The percentage of candidates that apply that get looked at and assessed. Your advertising strategy effectiveness can be determined by seeing how many of those that you attract are being specifically considered. A low touch percentage may indicate that your job postings are not accurate or that you do not have enough recruiters to handle the workload.  You want to make sure that all that are qualified are considered. In an automated process, it is much easier to determine this value and use the information.  Otherwise, you would need to resource the recruiting team to handle the applicant volume instead of resourcing them based upon hires.

·        The interview to offer ratio for your team. What percentage of the time and resources are you utilizing to make an offer? If you could get the same number of hires, of the same quality of candidates, and do it using half of the interview time (thus saving productivity, financial, and bandwidth expenses), would you consider ways to do that? This ratio also tells you the effectiveness of the interview portion of your process.

·        The hit rate for your organization and for each department that is hiring. This is a much broader data point because it calculates the number of applicants per hire.  This is important because those who are not chosen may react negatively to your hiring and product brands