You’re aware that hiring and onboarding is a time consuming and expensive thing to do. But it’s also the critical gateway to your organization and is one of the channels that your employer brand is communicated to candidates and the market place at large. A high-quality hiring process will support your employer brand — and it will make your business much more attractive to candidates that are in the market place. Also, having an effective hiring process enables you to hire the right people more of the time who are properly informed about and are ready for the role and your company so they will be able to hit the ground running.
Although the actual candidate recruitment experience is important to the talent management process, how many companies actually take the time to measure the candidate experience during the hiring process? Most companies probably don’t do this because they are focusing on other things. But you should. The following are six reasons why you should conduct a new hire survey when assessing your company’s recruitment process:
1. You will be able to figure out what the candidates’ perceptions of the hiring/recruiting process were. Did the candidates feel comfortable during the process or was there a part that they might have found boring, overly long and/or inappropriate?
2. You can see what the key factors that drew candidates to your organization. You will also be able to see which benefits or features seem to be the most attractive in general or to a particular demographic. It can help your hiring team see what benefits to highlight in the future for hiring situations to get maximum talent attraction.
3. You can learn how your top talent found you. You might learn that particular recruitment sources are coming up with better crops in terms of talent and then you can focus your future hiring efforts there for greater attraction effect.
4. This will help you figure out if the job that the new hire is doing matches up with the expectations that were set during the hiring process. This will show you if the role is being properly represented during the hiring process and help with the hiring process in the future by making sure that candidates receive a more realistic representation of the job during the hiring process if it was misrepresented in some way.
5. Surveys can help improve new hire retention by giving the new employees a chance to suggest areas for improvement in the hiring process and it will give them the opportunity to bring up any problems that they might be facing. Then these issues can be addressed.
6. The hiring process is not really over until after the onboarding process when the employee has been inducted fully into the organization. A new hire process should evaluate the onboarding process to give the employee the chance to voice any concerns about their own onboarding and/or outline any shortcomings. This can pinpoint weaknesses in the onboarding process and can help you improve the process so that new hires stay and are well prepared to start their job.
The questions about the hiring process should be asked within a few weeks of starting and the questions about the onboarding process should be asked after about 90 days or at the end of the onboarding period. This is the most effective time frame to do the surveys.
Published by Conselium Executive Search, the global leader in compliance search.
