- Posted by Holly Ratcheson
You can read blog posts about setting goals but a lot of HR leaders are left wondering, Okay, what does that mean for my organization? If you’ve never worked on annual talent acquisition goals before, setting goals for the improvement of recruitment can seem like a vague concept. So, where to begin? Here is a list of example goals you can use in your recruitment process optimization journey.
- Lower your New Hire Failure Rate
The exact number value associated with the cost of immediate employee turnover is different for every organization and every position. What is certain is immediate employee turnover can be extremely costly in both money and resources. One expert estimates the cost at about 20% of the departing employee’s salary, but it can be much higher. Let’s reduce that rate with increased assessment quality, required background checks and screened reference.
- Create a Target Open/Fill Ratio
Open positions can wreak havoc on the team having to absorb the work of that empty desk. Recruiting needs to set a percent of opened vs. filled positions for each recruiting cycle and hit that percentage by the date set by the hiring manager. A smart recruiting leader will assure that need-to-know dates are shared with the team, bottlenecks are identified and solved and evergreen or recurring roles have their own dedicated talent pool.
- Make Diversity Hiring a Priority
Scrambling for diversity hires last minute can result in poor hires due to improper planning and rushed assessments. Create a strategy around diversity hiring before it becomes overwhelming. Never be in a time crunch to make a hire, that’s how costly immediate employee turnover happens. Here are some tips on hitting your diversity hire goals without compromising your recruitment process quality.
- Identify biases/barriers internally and address with training and learning.
- Create and distribute proof points on diverse hiring and team elements.
- Make your process easy, not just for diversity hires but every hire.
- Build your diversity hiring careers page with accountability hurdles and then live up to them!
- If you are a recruiting leader, make sure your team, hiring managers and HR department know that diversity hiring is at the top of your list.
- Identify the universities, competitive companies, job titles, certifications and any other factors that can lead to more effective (read: retained) diversity hires.
- Set a Hiring Manager Satisfaction Rating
This can be done any number of ways, but many recruiting professionals meet with their hiring manager to create a scorecard that highlights goals, strengths and weaknesses. The hiring manager can then assess their satisfaction with recruitment on a quarterly basis. If you’re having trouble knowing where to start with a hiring manager scorecard, here are some great pointers on the topic.
- Increase Candidate Experience Ratings
Not surprisingly, the candidate experience in most organizations is less than stellar. In fact, 52% of candidates surveyed said they didn’t feel like they were being treated like an individual during their candidate experience, and 40% of candidates reported unacceptable lapses in time between the initial conversation regarding a position and the follow-up conversation. Your team might need reminding that your customers and your candidates are more than often also your clients and customers. Candidate experience ratings are a great reminder. If you haven’t implemented these or even set a baseline with a simple survey, do so immediately!
- Create a Standard Prioritization of Recruitment Efforts
We see a lack of recruitment strategy as one of the most crippling flaws in our client companies’ processes. Prioritization of recruitment resources and efforts is a vital part of that strategy. One of the easiest and most effective steps a recruiting manager can make in their recruitment process optimization efforts is to communicate where the most effort and resources should be allocated, ensuring the highest priority business needs are met in a timely and effective manner. It is up to the TA manager to set and enforce this strategy.
We don’t want to overwhelm so we’re saving the last half for part 2. Take these actionable and attainable goals back to your team and start putting real numbers next to them. We want to help our entire community make 2015 an amazing year in recruiting. Come back next week for part two, and seven more fantastic recruitment process optimization goals.