If employees are the lifeblood of any successful organization, then recruiting is the marrow that keeps them in steady supply, providing a constant, indispensable infusion of innovation and drive. Recruiting is essential to staying competitive, serving as a fulcrum between those that rise above the pack and others that fall towards the faceless, indistinguishable masses.
Furthermore, since the recruiting and candidature process serves as the entry point for the employee experience, it is critical for organizations to optimize their recruiting procedures to make positive, enduring first impressions that could very well affect the trajectory and impact of every individual employee.
To maximize recruiting success and leverage the process to maximum benefit, employers must never lose sight of the bigger picture and avoid adopting a myopic, confining perspective. Such narrow-mindedness can prevent management from effectively mining the wealth of information sitting in front of them throughout the recruiting cycle.
Organizations need to instill powerful feedback systems that allow them to continually monitor, gauge, and evolve the recruiting process, always striving to improve that initial and undeniably critical stage of the employee experience.
Intuition and collected knowledge from the past will only get an employer so far. Both the job market and workforce are far too dynamic to rely on mere instinct and relevant but outdated experiences to properly navigate such complicated, crowded waters. For that reason, collecting feedback throughout the recruiting stage of the employee experience is vital in continually revealing and acting upon areas needing improvement.
Given the many facets of the recruiting and candidature process, feedback should focus on the entire spectrum of the experience – including the clarity of the original job posting, warmth of the receptionist's greeting before an interview, impression given by the office, impact and professionalism of correspondence, and anything else that influences the process.
Failure to take a meticulous, highly organized approach to collecting feedback throughout the recruiting stage gives organizations incomplete views of its overall effectiveness. However, when proper feedback channels are established and maintained, employers derive specific insights and benefits that cannot be easily mimicked or replaced, including:
Although it's easy to lose proper perspective and isolate feedback targets to the most promising applicants, the most effective feedback systems collect input from a wide-ranging group, including candidates extended offers as well as those rejected. Such an approach ensures insight that is representative of the entire scope of recruiting procedures and not heavily skewed in any particular direction.
Likewise, recruiting feedback should rely on applicant surveys that carefully find a balance between convenience and thoroughness, revealing as many character and performance traits within a candidate as possible without becoming overbearing and a nuisance.
Of course, candidates aren’t the only individuals to play an instrumental role in the recruiting process. Collecting feedback from recruiters, HR, and even existing employees can provide vast insights into the candidates that will fit best with an organization's expectations and culture. Although often overlooked, current employees can provide significant benefits toward streamlining the recruiting process and even gauging how well a candidate might fit into individual teams and with existing team members.
Instilling a feedback system will only produce the desired benefits and actionable insights if adequately designed and rolled out. Therefore, it's not enough to merely create a feedback system but, perhaps more importantly, the system itself needs to be tailored to an organization's specific needs and recruiting procedures. Keeping a handful of factors in mind will help employers get the most out of their recruiting feedback, including:
Recruiting supplies an organization with the talent, knowledge, and skills needed to compete in a competitive marketplace. Likewise, it is the first stage in the employee experience that evolves and proceeds across the entire duration of a worker's employment with an organization, often even afterward. Therefore, the feedback collected throughout recruitment has a prolonged effect that will impact an employer well into the future.
Hyphen is a partner that allows organizations to make the most of their feedback systems, giving them the ability to collect and thoroughly analyze even the most nuanced of people data to reveal insights that are often otherwise missed. For the recruiting process, Hyphen's platform equips employers with a variety of metrics that can quantify the overall efficiency and effectiveness of their recruiting procedures.
In other words, Hyphen's innovative platform can significantly decrease the chances of missing qualified, talented applicants, identify the ones that fit best with an organization's goals and culture and, ultimately, continually improve the recruiting process along the way. Those are the seeds of a satisfying, productive employee experience.