Is your current recruitment process "in shape"?

Taking the time to assess your current recruitment process can help you maximise your efficiency and capability.

This is an independent review of your current recruitment practices, and provides you with practical recommendations to reduce costs and maximise your efficiency and capabilities to attract and retain quality staff. Please take the time to review our list of ciritcal questions to help you evaluate how your organisation's recruitment process shapes up.

At talentnow!, we can complete a simple one day review with your recruitment decision makers. We walk through your current processes, highlighting immediate risk and improvements. We offer simple immediate solutions, through to a comprehensive review of every aspect of your recruitment activity, providing strategic as well as operational recommendations and project based solutions delivery.

A wrong hire can have a direct cost to your business of up to ten times the individual's salary, which for a senior level person can be catastrophic for your business. Work out what a wrong hire at $150K could cost your business. In some areas it could even cost you your business. Compare your hiring process to the care and process you would undertake for investing in a piece of capital equipment that costs $1 Million!!! Because that's what your investment in key staff can cost you individually.

The value we can add is not just by asking the right questions but through providing tangible solutions that can have a significant direct impact on your business

So following are just a snapshot of some of the questions you should ask about your process, and if you are not at least following the bulk of this process, there is significant room for improvement:

Discovery – The needs

• Do you have succession plans,
• Are there skills gaps and risks to business?
• Do you have an internal recruitment policy and process?
• Do you have preventative mechanisms in place to alert the business to the loss of high value staff?
• What processes are in place for sign off of a replacement or acquisition of new staff?
• Do you have Position Descriptions that simply outline the role and its requirements?
• Do you complete a needs analysis of skills requirements?
• Do you have a formalised remuneration policy?
• Do you have an exit process for staff leaving including independent interviews and structured handover of organisational IP such as vital accounts?

Attract

• Do you know your total recruitment spend?
• Are your ads focused on your brand or selling the job?
• Do you audit the role with the hiring manager before going to market?
• Do you check out the competition for the same resource?
• Do you simply advertise the Job Description?
• Do you have a simple employer brand framework/policy or strategy?
• Do you have preferred suppliers?
• If so, have you got special rates in place and how are you measuring success?
• What is your ROI on advertising spend?
• Do you have in place a simple online strategy?
• Do you have a comprehensive careers section on your site?
• Is your careers website optimised for Google?
• Are you utilising Web 2.0 tools available to attract applicants to your jobs?

Process

• Do you have a policy on how unsuccessful applicants are managed?
• Is it easy for applicants to engage with your business? How do you know?
• Do you have in place applicant tracking and management systems?
• Is your entire recruitment process documented?
• Have your hiring managers completed interview training?
• Candidates are customers - how are you reviewing their experience?
• Do you have consistent interviewing guides/questions for managers to follow?
• If managers are responsible for hiring do they have a “how to” guide?
• What support is in place to ensure organisational and legal compliance?
• How does the hiring manager make the hiring decision?
• Are reference checking, psychometric, drug testing processes in place?
• Do you have a candidate database of applicants?
• Do you refer to previous applicants before advertising again?

Hiring and Post Hiring

• Are hiring decisions signed off before offer?
• Does the business prepare for the arrival of a new employee?
• Do you have an induction process in place?
• Does any review take place at the one, two, or three month anniversary?
• If placed by a consultancy, do you review the process and what guarantees are in place?
• If placed internally do you review the actual costs to business of the hire etc?
• Do you review each recruitment process?

And one final big question. If you recruit yourself, have you evaluated the total cost including downtime, versus outsourcing the entire process?

If you'd like more information about our "Recruitment Warrant of Fitness Programme" call us today on 0508 4 TALENT (482536) or email us at wof@talentnow.co.nz.

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