It’s easy to settle once a plan has been implemented. You become comfortable, thinking the thing you did last time will always be just as effective and successful the next time around. Don’t fall victim to the “set it and forget it” mode if you don’t want competitors to surpass you in the near future.
As external factors constantly change, businesses need to be able to adapt and be flexible in their methods to ensure they do not fall behind. Recruitment is just one function of a business but in itself can be completed using various different sources – and while new sources can be found and implemented, it takes time for the source to prove itself. The recruiting market today is challenging, so it is essential to have a process in place to evaluate the effectiveness of a recruiting source, fast. To help, we have put together 4 steps to guide you through the source evaluation process.
1. Determine HOW you will measure the effectiveness of your source
This will vary from business to business, what works for you might not necessarily work for your competition and you may need to trial different sources a few times before you find what works well.
For example, do you want your source to…
• Gather a volume of applications?
• Lead to a large amount of interviews?
• Head-hunt the hardest-to-find skills?
• Provide the quickest response rate to increase in demand for labour?
If you begin the process by identifying your key focus and requirements from your recruitment source then you can begin measuring its success once implemented. It might be a good idea to set KPI’s that your team can re-visit on a monthly basis to ensure they are staying on track.
2. Understand the logistics of it
In recruitment, the clock is always ticking. You need to ensure that your recruitment team has a strict time frame to abide by in order for management to see that the source is progressing nicely. You must also agree on the way data will be collected and who each team member will report to. For example if you use an external agency, who will be their first point of contact? Something to remember here is that your team need to know who needs to approve each stage in the recruitment process to ensure smooth running – if one person doesn’t do their job the next function will be delayed.
3. Get management on board
If your recruitment team and managers disagree on the effectiveness of a recruiting source, you are bound to encounter some form of conflict and an endless amount of “I told you so’s”. A recruiter may be selective on the quality of candidates they provide a hiring manager. That hiring manager may simply want to see applications come through, providing peace of mind that there is interest in the vacant position. By setting the bar at the beginning of the process, it is easier to get management buy-in and come to an agreement if sources need to be changed if results aren’t being met.
4. Establish a plan to analyse your results
Without this, your data does not mean anything and you will not be able to see just how effective your approach to recruitment has been. Are the results meeting the measurable points you outlined?
If you take time to track the effectiveness of a source, you must have a plan in place to handle those that are not up to par. By establishing a plan, recruiters can rest easy knowing that they are armed with the ability to do something about the ineffective source rather than do nothing.
Likewise, you also need a plan in place for your team to decide what to do next if a particular recruitment campaign or source has been extremely successful. Did you generate more applications than you set out to? If so, how will you plan to redouble your efforts in this area? It might help to try multiple sources at once to cancel out surplus and maximise on crucial recruitment methods.
Re-thinking your recruitment source?
Excellent recruiting sources are of key importance to finding exceptional talent to take your business to the next level. It is crucial for recruiting teams to evaluate current sources and try new ones if they want to have a competitive edge.
While a lot of manufacturing organisations are, on the whole, being proactive when it comes to trying to overcome recruitment difficulties and skills shortages it’s no secret that many businesses just do not have the time to seek out the specific skills they desperately require. Start People is a manufacturing recruitment specialist with quick and proven access to passive candidates, enabling us to identify and supply the expertise you need to bridge the skills gaps. We work with some of the major players within the Manufacturing, Engineering and FMCG sectors, always providing each firm with a sector specialist consultant who will provide a service refined and adapted to their individual needs – whether that’s to provide high volume temporary labour or identify a top firms next operations director. Are you ready to Get Started with a new agency source?
Get in touch today!
By Nina Yeulett on 25 Oct 2018comments powered by Disqus
£11.00 - 13.20 per hour
£30k per year + benefits
£11.15 - 11.15 per hour
£23,088 - 25,012 per year + + OT
£7.83 - 7.83 per hour
£37k per year + benefits
£8 per hour
£8.46 - 8.46 per hour
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