Is your check engine light on? It may be time to tune-up your recruitment process
When was the last time you tuned-up your recruiting processes? (Yes, I compared recruiting to an automobile!)
What do you do to take care of your car?
- Check/change oil
- Replace windshield wiper fluid
- Rotate tires
- Put air in tires
- Wash your car regularly
- Vacuum interior
- Change air filter
- Check power steering fluid
- Replace timing belt
- Replace transmission fluid
- Flush radiator coolant
- Top off brake fluid
What’s more, if you really care about your car, you also get it serviced by a professional. It’s this peace of mind that ensures you sleep well at night knowing everything runs smoothly.
“But, Julie, how does this compare to our recruiting processes?”
I’m glad you asked!
If you’re an HR leader when was the last time someone evaluated your recruiting processes? Do you know what your candidates and new hires think about your company? In today’s job market, you can’t afford not to know these things. If you haven’t completed a tune-up recently, now is a great time.
What is a Talent Acquisition assessment?
A Talent Acquisition assessment is similar to an HR assessment where you either complete a department inventory yourself or partner with a talent expert to assess your recruiting processes.
What happens during a Talent Acquisition assessment?
During a Talent Acquisition assessment, you want to explore all aspects of the candidate lifecycle, from attracting to onboarding and retaining them. Here are a handful of questions to prepare you:
- What is your brand strategy?
- How does your brand stand out from the competition?
- On a scale of 1 – 10, where ten is the highest, how descriptive are your job postings? Do they describe the role and company culture accurately, or are they as dry as a piece of toast?
- How do you communicate with candidates throughout the process?
- Are you treating candidates like a valued customer? (Yes, I meant customer. We’re in the “people” business after all!)
- What type of white-glove services do your hiring managers receive from their recruiter or recruiting vendors? Do they get insight into the job market? Are they receiving training on the latest interview techniques?
- Describe the technology you use to track applicants. Is it easy-peasy or as painful as going to the dentist?
- How do you measure your results? Where is your traffic originating? How long is the candidate process? What is your time-to-fill? What diversity initiatives do you track? What trends are you seeing? What does the historical data tell you?
Bottom line: Whether it’s your car or your recruiting process, you can’t not afford a tune-up. You need to stay current to make sure you get the biggest bang for your buck. If you haven’t reviewed your processes and tightened them up in the past year, it’s time for a maintenance check. You don’t want to find yourself stranded along the side of the road.