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Zooming out...what needs to change in Recruitment.

DEAN NORRIS| FOUNDERS CIRCLE

The Recruitment Dilemma

Recruitment is a delicate dance of understanding business needs, seeking talents, and aligning expectations. If not managed correctly, there is a likelihood that this will result in disappointment for all parties.

The Disconnect Between Recruiters and Hiring Managers


What Went Wrong? Understanding Rejections

Sales thought leaders and successful exit entrepreneurs often talk about the importance of "no", and the lessons we can draw down from them. The hiring process is no different. Feedback is hugely important at both the recruiter and candidate layer for different reasons. There is a lack of proactiveness to deliver thoughtful feedback which often means that the probability to hire the best possible talent is greatly reduced


The Communication Gap

The lack of clear communication between recruiters and hiring managers is like trying to solve a puzzle with missing pieces. It leads to misunderstandings and hampers the entire process. What tools are there to bridge this gap?

Now, with Interview Intelligence tools like transcriptions and snippets, you can see exactly what went awry. Imagine having a magnifying glass that allows you to zoom into the very core of the recruitment process. That's what interview intelligence is offering, a chance to unveil the mystery that has been baffling recruiters for years.

Unfair Metrics: The Recruiter’s Burden

The Problem with Existing Metrics

Metrics are like signposts guiding us through the winding road of recruitment. But are we following the right signs? Let's delve into the commonly used metrics:

  • Cost per Hire: Imagine comparing the price of a sports car to a family sedan; it just doesn't make sense. Junior roles cost less than senior ones. It's an unequal ground, isn't it? How can we measure success this way? It's like comparing apples to oranges!

  • Time to Hire: Picture a relay race where you hand off the baton but have no control over the next runner's speed. That's what measuring the time to hire feels like. Recruiters can present candidates, but the rest? It's a winding road with many turns.

  • Quality of Hire: It's like baking a cake with the exact ingredients and then handing it over to someone else to bake. You did your part, right? Now, it's the hiring manager's responsibility, and the consequences lie with them.

What Metrics Do Matter?

So, what should be the North Star guiding recruiters?

  • Effectiveness in Attracting Talent: What's the strength of your employer brand? Measure it by the quantity of qualified applicants who are drawn to your opportunities. It's not just about casting a wide net; it's about catching the right fish.

  • Assessing Talent Discovery Capabilities: How adept is your TA at pinpointing the right fit? Gauge this through the speed of presenting candidates with the required skills, the diversity and volume of the talent pool, and the ratio between offers made and accepted.

Time, variety, and acceptance. These aren't mere words; they're the compass that keeps us on track. These metrics align with the very essence of recruitment – finding and presenting the right people.

Holding Hiring Managers Accountable

Recruitment is a two-player game. Why then are only recruiters measured? What metrics should be the responsibility of the hiring manager? They are like the directors of a movie, while recruiters are the casting agents. Let's measure:

  • Time for Feedback: How swiftly do hiring managers communicate their thoughts on presented candidates to recruiters?

  • Alignment with Job Description: How closely does the new hire meet the requested criteria in the job description? It's about matching expectations with reality.

  • Interview to Offer Ratio: What's the relationship between the number of candidates interviewed and the offers made?

  • Diversity Metrics: Count the number of diverse candidates interviewed and compare it to the offers extended. This is about equality in opportunities, a level playing field where everyone gets a fair chance.

Measuring the Candidate Experience: How Pleasant is the Journey?

The candidates are not mere applications; they are human beings with hopes and aspirations. Let's not forget them! It's a two-way street, and we must ensure a smooth ride:

  • Time to Spot the Right Position: How quickly can candidates locate suitable roles on the job board?

  • Application Time: How many minutes are required for candidates to complete an application?

  • Application Abandonment Analysis: What's the count of those who quit the application process, and why do they leave?

  • Ease of Application: What's the candidate rating or feedback on the ease of application?

  • Overall Experience Ratings: How do candidates feel about the entire recruiting experience?

  • Feedback Responsiveness: How many hours or days does it take for a candidate to receive feedback on their CV or interview?

  • Decision Timelines: How many days pass until a candidate is informed about the next steps?

There is a need for precise and empathetic measurements in the recruitment process. The candidate experience is the heartbeat of recruitment, and we must keep it healthy and in check!

Conclusion: A Collaborative Approach to Recruitment

The journey of recruitment doesn't have to be a path filled with confusion and misunderstandings. Like a well-oiled machine, recruiters and hiring managers can work together. It's time to redefine the metrics, and bring down the walls.

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