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A Guide to Evaluating Your Recruitment Process
- 1. A GUIDE TO EVALUATING YOUR RECRUITMENT PROCESS
- 2. RECRUITMENT FACTS • Employee turnover has increased to 16% since 2012* • Employers think the recruitment process is becoming more difficult • Use of social media has improved candidate quality by 50%* *Taken from the Hiring Process Report 2015; Kelly Services
- 3. IMPORTANCE OF EVALUATION • Ensures HR are accountable for their actions • Monitors compliance • Checks for bad practices • Tests cost efficiency and allocation • Demonstrates how HR adds value to organisation
- 4. EVALUATION MUST BE… • Relevant • Timely • Clearly understood • Able to provide positive contribution
- 5. COST OF REPLACING EMPLOYEES DIRECT COSTS • Work time of recruitment team • Work time by those incidentally involved • Online maintenance • Agency fees • Marketing fees INDIRECT COSTS • Loss of productivity during learning process • Loss of productivity while teaching new employee • Loss of productivity during notice period • Loss of productiveness while job is vacant
- 6. COST OF EMPLOYEE TURNOVER + Loss of productivity from other employees filling in + In-house hiring costs + Termination administrative costs + Training/induction costs + Loss of productivity in early stages of employment + Loss of productivity in final stages of employment - Unpaid costs while job vacant = TOTAL COST OF EMPLOYEE TURNOVER
- 7. TYPES OF RECRUITMENT MEASURES • On the job performance of new employees • Engagement surveys • Cost/benefit analysis • Efficiency measures • Quality of hire measures • Lag indicators (has happened) • Lead indicators (predictive)
- 8. EFFICIENCY MEASURES • Time taken to fill vacancies • Turnover rate of new hires • Cost per hire • Cost of each recruitment component • Application conversion rates • Survey of applicant experience • Survey of hiring managers
- 9. QUALITY HIRE MEASURES • % of employees still hired after one year • % of employees that perform above expectations • % with high performance review scores • % offered fixed contract • % promoted during first year
- 10. GUIDELINES FOR SELECTING MEASURES • Work backwards (what do you already know?) • Will there be a positive contribution to the business? • Use a mixture of lag and lead indicators • Don’t over analyse • Measures must link to overall business goals • Measures must identify gaps and underlying issues
- 11. GUIDELINES FOR SELECTION • Is the process ongoing with continuous feedback? • Focus only on issues that HR and IR can influence • Segment data according to employee demographics • Ensure data isn’t flaky
- 12. PRESENTING EVALUATION RESULTS • Prepare reports with end user in mind • Who will benefit from these results? • Identify the business-critical jobs and roles and the metrics that fit them • Prepare business case for introducing HR initiatives • Identify all costs and where problems/gaps exist • Use benchmarks • Address key questions • Make specific recommendations for change