Inefficient Recruiting Process

7 Signs of an Inefficient Recruiting Process

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If you have an insufficient recruiting process, this is something you have to identify immediately. Otherwise, you are going to constantly run into issues where you are unable to attract the highest qualified candidates. You will lose them to the competition and it will either take too long to fill open positions or you will spend too much money in training to get new employees up to speed with the expectations of the job.

Various signs will show if you have an inefficient recruiting process. By being aware of these, you can take greater control of the process.

Time to Offer Takes Too Long

The time to offer a position to a candidate might be taking entirely too long. Candidates, especially when they are being recruited by other companies, don’t want to wait 30 to 60 days for you to make a hiring decision. If you’re going to take a long time, it needs to be disclosed to the candidate immediately so they know that there are reasons for having to wait.

High Time to Productivity

If there is a high time to productivity, which is essentially the length of time it takes a new employee to become productive within their position, this needs to be identified. It could be that the candidate was not as qualified as originally suspected. It could also be that the training is insufficient. Whatever the problem, you need to address it and resolve it to be able to improve the recruiting process.

High Cost of Recruiting

There may be a lot of money spent in recruiting that is unnecessary. This includes the number of interviews conducted, the time taken by HR team and managers, the money you spend flying candidates in for interviews and meetings, fees paid to professional teams, and more. The typical company spends about 8 to 12% of a candidate’s salary in recruiting costs, though it should only be around 5 to 6%. Talent acquisition teams and technology have the ability to streamline the expenses.

Low Employee Referrals

You might depend heavily on your current employees to provide referrals. If you are not getting as many as you once did, there might be a problem within your organization that you are not aware of. Most employees, especially when provided with a referral bonus, are happy to refer their friends and associates to the company where they are happy. If they are not happy, they will be less inclined to provide a referral.

This essentially means that you have to take a step back and consider if employees are happy with the company. An employee survey could tell you what area is broken so you can work to rectify the problem.

Candidates Reject Second Round of Interviews

If you bring candidates in for a second round of interviews and they decline, you have a problem. They have either found another position or they are simply tired of jumping through the hoops you have created to come work for you. They would rather keep looking than endure another round of interviews.

If this is the case, you need to look at asking more in-depth questions during the first round or providing a better explanation to candidates as to why you need the second round. If they know the second round is with higher level employees or that they will receive a job offer within days of the second round, it might lead to them accepting your invitation.

Poor Manager Feedback

Candidates grow frustrated when they don’t hear back from the hiring manager as to when a decision will be made. Further, new employees grow frustrated when they don’t get feedback from their department manager about their performance. This means you need to look at all managers to determine whether they are helping or hindering your recruiting process.

High Turnover Rate

If you suffer a high turnover rate, which is that of employees leaving throughout the year, it often indicates that there were mistakes made in the hiring process. The turnover could be for two reasons: the candidate leaving or the candidate being replaced/fired. Either way, you need to identify the reasons behind it.

Common issues include:

  •  Failure to integrate with culture
  •  High time to productivity
  •  Failure to engage
  •  Mistakes made within position

It might take some research to learn about the reason for the high turnover rate. However, once you determine the reason, it will allow you to make changes throughout your company so you can ultimately improve the recruitment process. It will in turn reduce the turnover rate and reduce the expenses involved for onboarding employees.

In the end, you have to look at what candidates are being given throughout the recruitment process. If they aren’t being informed throughout the process, there’s a problem. You want to tell them as much as possible about the organization so they can determine if they want to be a part of it as well as whether they think they will be a good fit. Further, you want to provide plenty of support, even past their joining date, so they raise their productivity level and get the necessary feedback from their manager.

By being more alert through the process and identifying problems early on, you will be able to recruit better employees and gain more productivity throughout the workplace.

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