Due to the immense costs frequently involved in the recruitment process, careful consideration must be given before hiring full-time employees. In studies described in a white paper entitled, “Employee Turnover Hurts Small and Large Organization Profitability,” human resources expert Richard Galbreath found that the cost to replace a range of employees can be fifty to several hundred percent of an employee’s salary. Below are seven signs that will let you know if your Selection Process needs attention:
To increase your retention rate, you need to correlate on-the-job performance with on-the-interview performance. Therefore, it is important to have a process that compares both these metrics via questions generated through analysis of your highest performing employees. These questions will provide the interviewer or the person selecting candidates with relevant business intelligence data that will help them in their process of filtering out qualified candidates.
The recruiting or Selection Process should not start when an employee leaves the company; it should be an ongoing process to obtain the best talent available. Think of talent as a resource, and then apply your knowledge of supply chain to that talent-resource. You need a process in place that creates awareness ahead of time for the kind of positions available in your company. In other words, you need a process that can find you both active and passive candidates.
The Selection Process is time consuming and costly due to elements such as advertising, examinations, etc. Therefore, it is important to automate some of the hiring tasks, such as submissions to job posting sites, alerts to twitter, etc. Such automation can directly reduce recruitment costs thereby allowing resources to be allocated to other recruitment.
New positions in a company affect many stakeholders, and therefore, obtaining approval is paramount to the success of the Selection Process. Sometimes all you need is partial approval from the stakeholders, and other times you need unanimous approval. It is therefore important to have a process that allows stakeholders to vote and capture their feedback.
To keep the hiring managers happy, the HR manager should provide the interviewers with top qualified talents. This way, the interviewers can focus on top qualified candidates and spend less time on qualifying talents. Additionally, it is important to have a mechanism in place to structure the interview so that candidates may be compared on an objective basis. Therefore it is important for the process to include structured questions for rating as well as a free notes section.
There are numerous regulations that the Selection Process must adhere to, such as non-discriminatory practices. Building a standardized Selection Process can help in litigation prevention by enforcing rules automatically and creates a proper audit trail of all the activities.
While increasing the number of applicants may increase the chances of obtaining more qualified candidates, managing a high volume of applicants may be cumbersome when dealing with the aforementioned issues. Therefore, it is important to have a Selection Process that lists qualified candidates in a “table” format where they can be sorted by qualification dimensions, such as years of experience, years of schooling, exam scores, etc.
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