How To Audit Your Recruitment Process

It is becoming increasingly difficult to find the ideal candidate which means it is more important than ever to have an optimised recruitment process. In this article, we look at how you can audit your current recruitment process and make the changes needed to increase your chances of success.

Key Takeaways

  1. Your recruitment process plays a key role in ensuring you hire the top talent
  2. Auditing your recruitment process can help identify any areas that need improving
  3. You can audit your process by mapping out your journey, collecting data and speaking to your candidates

 

Why Your Recruitment Process Matters

A poor recruitment process can be costly to your company as missing out on the top talent can give your competitors an opportunity to get ahead of you. To stop this from happening it is important to take a step back and look at your recruitment process and the candidate experience you are offering.

A good recruitment process not only means you are more likely to get the best candidate, but it also makes your recruitment more cost-effective. There are lots of different ways to recruit and so by analysing your recruitment strategy you can help identify what is working and what is not working and help improve your return on investment. Making your recruitment more efficient can mean you have additional resources available to spend elsewhere or to hire more people.

How To Audit Your Recruitment Process

Carrying out an audit on your recruitment process can help you understand where any issues may be occurring so you can address these. This should not be a ‘once and done’ scenario but should be a continuous part of your strategy to monitor your performance and adapt your approach when needed.

The audit should involve all people involved in the process. From hiring managers, heads of departments to the candidates themselves. The more areas you look at the more complete picture you will get and any data you can gather can help make the decisions more fact-based than opinion-based.

Here are four key elements to a successful recruitment audit.

1. Map out your process

 

A great starting point is to map out the entire process from start to finish. This should cover everything from writing the job description to onboarding a successful hire. You can map out this process from both the hiring side and the candidate side to understand how they are both connected. Once you have the process mapped out you can look at the time it takes between each section to help identify any bottlenecks or opportunities for improvement. Communication is a key element in recruitment so use this process to ensure you are communicating with the candidate at each relevant stage as well as internally.

2. Consider Your Candidate Journey

 

While you are mapping out the process and considering the stages the candidate goes through you should really spend time focusing on the full journey that each candidate experiences. Mapping out that journey can help you understand what the process looks like from the other side. A poor candidate experience can cost you as you may lose them during the process to a competitor or put them off from joining you by painting a negative picture of the company.

3. Get Feedback

 

Feedback can be useful to help you understand the reasons why certain things are happening. Talking to candidates is a great way to find out how they felt about your process. This could be with unsuccessful candidates and people you ended up hiring. You want to leave everyone with a positive impression of your company, so it is just as important that you treat your rejections with the same decency as those that progress through your recruitment process. You should also be following up with those who drop out of the process themselves to help understand why and take action to stop it from happening again.

4. Collect Data

 

Getting feedback is great to understand the reasons but it is just as important to back this up with data to be able to identify trends and monitor performance. You should be looking at data collection around metrics such as time to hire to see how long it is taking you to fill your roles. Monitor how many candidates drop out of your process and at which stage. You should also be looking at the percentage of candidates that are accepting your job offers. The last thing you want is to go through a detailed recruitment process only to have your preferred candidate reject you. Analysing the data and combining it with your feedback can help you improve each of these areas.

 

Helping You Recruit the Best

Auditing your recruitment process can help identify any areas for improvement and help you save time and money while hiring the best talent. At ecruit, we can help you improve your process with our fixed price recruitment services.

We can assist in optimising your process from writing a compelling job description and posting it on all the top job boards, through to providing an ATS which means you can track and communicate with your candidates easily.

Also, by taking care of the job ad writing and posting process and by filtering the best candidates for you, we can save you time to ensure you can focus your efforts on the most important area, the candidates.

Book a 5 minute demo with our team to find out more.

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