Recruit the ideal candidate for a vacancy is the dream of the whole company. However, selection processes are not part of an exact science, sometimes the chosen employee may not be what the organization envisioned for the job.
To minimize the chances of error, companies have been using a evaluation of the recruitment and selection process. Through it it is possible to correct flaws and implement improvements in this process. Thus enabling greater assertiveness in hiring.
In addition, a evaluation of the selection recruitment process is able to measure the efficiency of your company when it comes to hiring. It can be a key element to cut costs with turnover and new admissions.
But how to make a evaluation of the recruitment and selection process? In this article we will help your company to be more assertive when choosing “perfect candidate ”.
How to evaluate the recruitment and selection process
Successful companies have a well-defined selection process.
Whoever gets more right in the selection and hiring processes tends to achieve more satisfactory results. This is because an error of choice causes a high turnover, impairing the company productivity and yours credibility in the market.
Know now the main factors that can help you in evaluation of the recruitment and selection process to make it more effective.
1. Training for recruiters
O selection process Effective first goes through an organizational planning of the company.
If the organization does not have a team prepared for a recruitment process, the chances of a wrong choice are very high.
In fact, it is very common to find recruiters who are totally unprepared and who do not even know in detail the vacancy offered and the work that will be performed.
With interview methods and approach strategies completely outdated these recruiters end up even pushing a possible talent away from the company. When in fact they should be preparing the ground for the future contracted.
Therefore, a team of recruiters must always update themselves in this role so that they can leave positive marks throughout the interviews.
It is up to the company to conduct a study on the skills of each professional. So that the person chosen for the role of recruiter has the ideal profile and mainly is trained to perform it correctly.
2. Evaluation of costs with the process
Not every contract needs to be excessively costly. This is because if the contracted professional brings you good results, we can say that the expenses with him are worth it.
And it is no different in a evaluation of the recruitment and selection process.
It is extremely necessary for the company to know how measure the costs of selection processes. It is very important to be able to measure spending on a contract in exchange for the period in which the contractor stayed with the company.
How to do this?
Put on paper how much it is costing your company to advertise the vacancy, conduct the interview and finally close the contract. How many hours are spent? Have employees been staying longer than the trial period?
Divide the amount spent by the number of vacancies filled and have an average of how much you have spent. Or even compare the number of candidates interviewed x the number of candidates hired. Did you waste a lot of time in the process? So it's good to see you again.
3. Calculate the time spent
The saying that “time is money” fits perfectly in an evaluation of the recruitment and selection process.
The longer the company takes to close a vacancy, the greater the chances of being compromising its results.
When recruitment and selection periods go beyond the set time, professionals are overwhelmed and take on more than one role. In addition, recruiters can dedicate hours to a process, which often ends unsuccessfully.
For this reason, it is essential to evaluate the time spent to fill a vacancy.
The more automated the process is, the greater efficiency and less wear and tear along the way.
As we said earlier “time is money”, so if you waste time with a selection process, your company is certainly losing money.
Thus, set a maximum time to close the contract. Select only candidates who meet the requirements for the vacancy and apply pre-selection tests and dynamics to avoid any professional who has nothing to do with your culture.
4. Get the job description right
Many employees leave the company because they are not performing the tasks that were described in the vacancy.
This is a common problem, but it needs to be reorganized in the evaluation of the recruitment and selection process.
Before even selecting someone for the job, the company needs to know how to describe the job correctly. This is because a generic disclosure of the work can attract people who have nothing to do with their culture and make them waste their time.
Therefore, it is very common that a professional does not meet the expectations of the company and sometimes not only because of a lack of skills, but because it was hired for the wrong role.
Then review the details of each vacancy you post and also the location where you are posting.
5. Feedback from new hires
Was the process easy or difficult? What most attracted the attention of the selected professionals? These are questions that, if answered, can support you to improve your evaluation of the recruitment and selection process of your company.
And who can answer it? Your new hires! Nobody better than they can give feedback on what they thought of the process, so that you can learn lessons from it.
And not only that, many companies designate a professional to have feedback even with those who were not selected for the vacancy.
So that you can identify and evaluate points such as: speed of response in the process, requirements to fill the vacancy, quality of disclosure and etc.
6. Consider the trial period
The trial period can reveal important data in an assessment of the recruitment and selection process.
We must consider, in fact, that for a contract to be considered effective, it must exceed 90 days of experience.
And there is a way to measure whether your latest selection processes have been effective. Make a comparison with the number of employees who have not passed the experience period with those who became effective.
These numbers can reveal whether your recruiters have attracted and chosen the right professionals, with quality.
If your company has been going through constant changes in the trial period something is wrong.
Constant departures can lead to a drop in team performance, costly hiring and firing processes and consequently loss of results.
7. Pay attention to the turnover rate
THE turnover it is even common in the market, but when it becomes a routine it is good for the company to open its eyes. And it should all start with a evaluation of the recruitment and selection process.
Through turnover rate it is possible to evaluate the errors in the selection process and the expenses with the exit. Remembering that a turnover is costly. Whether with contractual expenses, new admissions and even with investment in qualifications and training.
If the company's outputs are constant, it is good to evaluate the beginning of everything that necessarily goes through the recruitment and selection process. Whoever chooses the ideal candidate is more likely to retain him in the company.
If your turnover is high, one of the factors may be a poor assessment of the recruitment and selection process.
Avoid mistakes by reevaluating your selection process
In an increasingly competitive market, the evaluation of the recruitment and selection process it has become an essential strategy in building a good image for the company.
And not only that! Whoever hires better has more chances of result. Selection is not an exact science, but an assessment of its processes can deliver issues that contribute to the correction of flaws and effectiveness in the choices.
And how are you conducting the evaluation of the recruitment and selection process in your company? Leave a comment in the post and tell us!
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