Making Recruitment Predictable
There are lots of job opportunities in India. The number of variables in the Recruitment Process makes recruitment extremely unpredictable.
Lack of clarity about what kind of candidate one wants to hire. Confusing, over complicated, stuffed job descriptions. Copied resume, stuffed keywords, lack of competency to put together the accurate background, skills and experience in the resume. Add to it, lack of competency of the recruiters who are trying to identify the right fit candidate.
Everyone thinks and believes that they know recruitment and anyone can do recruiting. Hence, we can see CEOs, CXOs, and mostly freshers who work as a recruiter. However, one needs to realize that recruiting is a complex job and requires a lot of time and effort to be invested before a right hire is made.
One might say that the recruitment process is broken. This is probably true because you will hardly find any employer who is consistently satisfied with any placement company. It’s not only the employment agencies who are to be blamed but the employer is equally responsible for making recruitment consulting companies fail. Most recruiting companies hire over 90% of their recruiters as Freshers and most employers do not invest the required time to explain and translate the required understanding of their recruitment vendors. As a result, it becomes a Keyword based game. The failure is simply blamed on the recruitment company. Neither recruiting companies place enough emphasis on acquiring a deep understanding of the requirement nor employers spend time explaining the exacting need.
It can start with writing down a fresh and clear Job Description by articulating the exact need. Translate that need to the recruiters who are going to spend time and effort in identifying the right fit. Have recruiters who are experienced and matured to understand the complexities of hiring a right fit based on challenges created by a Job Description and Candidate Resume. If an employer is working with job agencies, they need to verify the experience of recruiters working with them.
Create SLAs at every stage of Recruitment Lifecycle. Whether it’s your internal recruitment team or recruitment vendor, create and implement SLAs to make recruitment seamless and predictable.
One can pick and choose the host of SLAs to ensure not only recruiters do a quality job but the recruitment timelines are also made predictable.
- Time to Qualify and Submit Candidate Resumes
- Interview to Offer Ratio
- Time to Offer
- Time to Onboard (Fill)
- Candidate Ageing
- CV/Interview Feedback TAT
- Offer Approval TAT
- Offer to Joinee Ratio
- Interview Drop Ratio
Just merely having SLAs will not serve the purpose. One needs to track the SLAs at regular frequency and one can add penalties/bonuses if these SLAs are not met or exceeded.