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Successful Recruitment – Can you heave a sigh of relief?

It was a successful recruitment exercise. You have filled your vacancy and have a new employee starting in your organisation.  You breathe a sigh of relief and get back to the normal workload, which has been building up while you have been going through the recruitment exercise.

Measuring Successful Recruitment

Beware though – getting the person through the door and into the vacant role is only the first measure of a successful recruitment programme.

As part of your recruitment strategy, you defined what successful recruitment looks like and how you measure it.  There is no standard answer to this question, but some of the considerations are:

  • Is the hiring manager happy with the recruit?
  • How long did the process take?
  • Was it a positive experience for the candidates, even those who were unsuccessful?
  • How long should the new employee take until they are productive in their new role?
  • How long do they actually take until they are productive?
  • Do they fit in with the rest of the team, or has the recruitment solved one problem only to bring another in its wake?
  • How long does the person stay in their role?  If it is less than one year and you have to go through the whole process again in a few months, then is that a successful recruitment?
  • Is the customer happy?

Nurturing Successful Recruitment

You might want to consider what you can do, or if there is anything you can provide for the new recruit to settle quickly and be happy in their role. What steps can you take to give your recruitment process a better chance of success?  Is there any equipment, information or training which would enable them to pick up  their job more quickly and easily?

Analysing the Data

If you want to measure the success of your recruitment strategy, then you need to keep some data to analyse.  As a part of the recruitment strategy planning, you need to consider what measures you will want to use and how they can be analysed.  For example, you may need to think about how long it is likely for an averagely able person to be productive in any given role.  Is the role customer facing?  Are there skills you would expect any candidate to have, or do you need a training plan for new people into the role?

Next Steps

Initially,  you need to  consider how you can help the new employee to fit into your organisation quickly.  Is there any information you need to give them on Day 1 – and if so, how is that given to them?  Do you need to allocate a “buddy” or mentor for your new employees?  Is there any specific training that is needed for their role, or for the work place in general.  For example, what is the fire drill process? Where is the first aid kit? Are there any specific health and safety rules?

But now we are moving away from recruitment and stepping into the world of retention and how to keep your workforce happy, engaged and motivated.   We will be delving deeper in future, but for now I am staying with recruitment  as there is more to share in later posts.

 If you think this article is useful and you would like more advice on dealing with this  – or any other people-related issue in your business – please join our mailing list, or contact us for further guidance.

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