Our Performance Measures for Recruitment Assessment
The objective of Omni’s Recruitment Effectiveness Assessment is to provide in-house recruitment leaders with both a strategic and practical analysis to build a high-performing, specialist recruitment function that can support an organisation’s ability to source, select and secure the talent it needs to achieve its business objectives. Omni has designed a maturity model that identifies and details four clear stages of recruitment best practice which is used to benchmark corporate recruitment activities. Each stage has its own set of key activities and performance measures which is followed with a subsequent ‘Recruitment Maturity Matrix’ that breaks recruitment activities down into 10 core areas.
As part of our ‘Recruitment Maturity Matrix’, we monitor and assess activities within the entire recruitment process, from the initial job advert to the induction process. As part of this analysis, we use the following performance measures, amongst others.
By closely tracking the average time it takes your company to hire a new individual, you can achieve a greater understanding of where the inefficiencies and delays lie within your process. For example, most companies with an in-house recruitment team will have a set time target in which they are expected to present the Hiring Manager with a slate of suitable candidates for interview. If this target is not being met, then there is cause for concern about the effectiveness of the recruitment team.
In business, everything comes back to money. Searching for and hiring new talent does require financial investment so you want to be sure that your money is being well spent. Once an Omni Recruitment Effectiveness Assessment has been completed, you will have a greater awareness of where inefficiencies lie within your current process and how resources could be more effectively utilised.
Having a greater awareness of which recruitment sources produce the highest quality-of-hire will ultimately allow you to allocate resources more effectively. We will help you identify where the top performing hires originated from and determine how it was that they first discovered the job opportunity. Looking to the future, you will then be able to accurately target the right audience when presenting job opportunities.
When it comes to recruitment, the quality of candidates is of greater importance than the number of them. As part of our recruitment assessment, we use a mix of subjective and objective measurements to assess the quality-of-hire.
One of the best placed individuals for determining the quality-of-hire is the Hiring Manager, so we would monitor their level of satisfaction with the in-house recruitment team’s current efforts. From a more objective perspective, we would consider how efficient the Hiring Manager is at providing constructive feedback to the recruitment team regarding the candidates presented for interview. Long delays at this stage in the recruitment process can create a bottleneck. A much tighter turnaround for feedback makes the process more efficient and provides a more positive experience for the candidate themselves.
The ability of the company to identify and appoint high-quality candidates can also be ascertained by looking at the retention rates of new hires. Alternatively, you could look at the ratio of the number of screened candidates presented to the Hiring Manager in comparison to those that are actually interviewed. A high ratio would indicate that the recruitment team isn’t finding candidates that meet the Hiring Manager’s expectations.
Finally, the Omni recruitment assessment will consider the process from the candidate’s perspective, speaking to those people who have been through it. We will seek to understand how they found the entire process, from initial sight of the job advert right up to their first few weeks in the job.