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Evaluating and optimizing hiring success is pretty important for growth companies who hire a lot. When your company is an active recruiter and has hiring goals and objectives to achieve, it pays out to optimize your hiring.

What is hiring success?

Hiring success means your hiring function is able to meet your annual hiring objectives. Meeting the annual hiring objectives means that each individual recruitment process is successful. So we need to be evaluating our overall ability to succeed in hiring as well as identify our strengths and weaknesses in our individual recruitment processes.

When the recruiting function meets their hiring objectives, the business is able to deliver business objectives. Lack of resources – as in skills, experience, pairs of hands – are usually required to execute business objectives. When we have a shortage of those people related resources, meeting business objectives either fails or requires the existing teams to exceed expectations.

If your business has (ambitious) goals and objectives and those cannot be achieved without growing the personnel, your hiring should be optimized for success.

What are hiring goals and objectives?

Hiring goals come from the business goals and objectives. Goals refer to an expected outcome, something that needs to be achieved. Objectives are measurable and usually more short-term than goals.

In the most simplest form, an example of hiring objectives could be:

  • Q1: Signing 20 new [profile] employment contracts.
  • Q2: Signing 30 new [profile] employment contracts.
  • Q3: Signing 15 new [profile] employment contracts.
  • Q4: Signing 30 new [profile] employment contracts.

The number of required new contracts come from business plans and are budgeted numbers. Hiring team needs to be able to plan ahead based on the assumed number of needed new employees.

Hiring success means the hiring team is able to deliver these budgeted number of contracts. Optimizing hiring success means there is a plan in place what does it require to make this happen.

Start from evaluating your current hiring success

The only way to optimize hiring success is to first evaluate how you are doing now. It is impossible to fix, improve and strengthen unless you know what exactly.

The overall hiring success is a sum of many variables. Optimizing means all your variables are fine tuned to deliver you maximum value. And the more people take part in your recruitment processes during a fiscal year – be it in-house or outsourced, the more variables to evaluate and work with you have.

That’s why we have recruitment processes in place. Those are there to optimize what we do and how we do it in order to maximize our hiring success.

What makes up your hiring success?

(1) Reputation and brand awareness.

The more amplified and appealing your reputation is, the more value it delivers towards your hiring success.

(2) Well thought-through hiring profiles.

When the hiring manager actually spends a bit of time to think through and plan the hiring need ahead, the more likely there is a successful outcome that keeps delivering value for the business at least 12-16 months after the contract was signed.

This is the time when the hiring manager must clarify what success in this role looks like both during the first 6 months to the job as well as once the on boarding has ended.

(3) Excellent and clear messaging in your job posts and other recruitment marketing collateral.

When the job post is written well enough, it wins the attention and keeps the ideal applicant interested and curious enough to want to send their application to this role as soon as possible. Learn more about my thoughts about messaging in a job post.

Other recruitment collateral must be planned to do their part of the job too. I recommend a growth business to have both a recruitment page and a career site on their web page.

A recruitment page(s) is targeted to active job seekers who are ready to apply and move forward with your company.

A career site is targeted to passive job seekers with the purpose of building employer awareness and inviting ideal talents into a candidate journey with your company.

(4) Project-managed hiring processes.

Every recruitment process should be project-managed, as in planned and scheduled in advance. And also measured by the ability to stick to the plan. When you have a schedule you are committed to sticking to, you can communicate your applicants what happens and when.

This increases their likelihood to commit to your process and wait for your decision making. It also improved significantly candidate experiences. I know this because when I was a recruitment consultancy entrepreneur, we project managed every single recruitment process – together with the customer (because they always had a role in the actual process) and it worked liked magic every time! It was so rewarding!

(5) Excellent candidate experiences at least through consistent recruitment process communication.

The more people take part in the recruitment process, the harder it gets to exceed candidate expectations. A consistent, value-add communication process connected to your recruitment process can do wonders here.

You can significantly improve your hiring success by implementing a recruitment process -communication as a weekly task to your recruitment process.

(6) Special attention to rejecting in an elegant manner, as in say “no thank you” elegantly.

The thing here is that we always reject more people we say welcome to. All the rejected candidates are an audience that could speak highly of your business. Not taking care of them is a huge lost opportunity to improve your company reputation and influence your overall hiring success.

(7) Planning and executing a top of the class new comer on boarding process for the first few months of employment.

The hiring success should not be seen to end once the contract has been signed. Even though it might be the end of a recruiter’s role, surely on boarding has significant impact on your overall hiring success.

Let’s imagine the new comer experience was negative. What might be the consequences?

  • The new comer left the company during the first weeks or months. Back to the recruitment process then.
  • The new comer was left on their own devices slowing down the time it takes to convert a new comer from a cost into a productive investment.
  • The newcomer has nothing great to say about the new place of work when they are asked. And they will be. When a person changes jobs, their friends and families will ask about the new job during the first weeks. A great opportunity to expand your employer brand audience by the way.
  • The new comer speaks ill of your company because they are not welcomed, on-boarded nor guided to get a great start.

Evaluating your hiring success in order to improve

When we want to optimize our hiring success we must evaluate how we do in all of these areas listed above. Evaluation requires measuring, tracking, asking for feedback and gathering data to help learn for sometime. I would say at least for 6 months.

Once we have the data, we are able to analyze and track our strengths and weaknesses both in processes, in the execution, in the areas of skills and in the area of people having a role in our processes.

Overall hiring success is the sum of every single recruitment process.

When we then use this information to start optimizing our hiring success, we decide what are our measurable objectives for our hiring success and which metrics we follow regularly to see how we progress.

Optimized hiring success means two things

(1) Your business is able to meet the business objectives dependent on people related resources being available as planned and needed.

(2) Every recruitment process delivers value to the next recruitment process through improved candidate experiences and impact on your reputation as well as through your new comers converting their personal audiences and networks into your company audiences and networks.

Do you read Finnish?

Check out this blog post & podcast-episode about recruiting & candidate experience on my company blog >>

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