Recruiting today is all about engagement. But it always has been.
If you’re a talent acquisition professional, you know how hiring gets done. You source multiple channels, work your network and talent database and identify candidates who will be a great fit for your organization. You work with your hiring managers to identify the right skill set (hard and soft) for the job. And you screen candidates carefully, using tools that deliver candid, objective insight from supervisors and peers.
In short, you work hard to find best-fit candidates.
But even when you find them and get them hired, there’s still the tenuous first few months, that stand as the true test of job fit. The first year of employment poses the greatest risk of employee turnover.
When the departure is involuntary. It’s rarely due to the candidate’s hard skills or qualifications.
Most of the time, it is due to the employee’s soft skills (or lack thereof) that didn’t come through during the interview or screening process: The abrasive personality, inappropriate behavior, or mistakes in their work product. Online reference checks can provide greater insights on these critical job specific behavioral competencies and reduce these hiring misfires.
Evaluating your hiring process and candidate experience
But many times, the employee’s departure is voluntary. A candidate who you thought was just the right fit ghosts your organization within a week, a month or few after taking the job.
But why? The candidates you’re hiring are right for the job, they’re eager to get to work, and enthusiastic about their future with your organization.
Did something happen during the candidate process that turned them off? Did the interview process have a hiccup you are not aware of?
SkillSurvey’s Post-Hire solution provides an automated way to gain better insights on hiring experiences and satisfaction
Talent acquisition leaders and recruiters review their hiring process and candidate experience, but are too familiar with the system, and may not have a true perspective of how that hiring experience is perceived by a job candidate.
Or, there may be a mismatch between the employer brand that is presented and the hiring culture that really comes across during interviews and other interactions. Most organizations do their best to promote their culture and the job role accurately, but the hiring manager, interviewers or recruiter may present something different altogether.
To help alleviate this challenge, organizations have asked candidates and new employees their feedback on the hiring process, what they like and dislike. This could be an informal or a general survey that is sent.
The challenge is, surveys are often not confidential, fail to provide specifics and consist of organization-wide generalities. That means aside from turnover rates that may be higher for a particular group or division, you never quite know where the problem derives.
In addition to having a top-notch candidate experience, organizations must understand if their onboarding programs are working – especially in this remote-work environment. Are new employees getting the appropriate training, connections and experiences to feel comfortable in their roles?
Are your hiring metrics delivering actionable data?
You’ve looked at your recruiting metrics to figure out what might be going wrong. Common hiring metrics include:
- Speed to hire
- Quality of hire
- Cost per hire
- Applicant volume
- Hiring source
- New hire turnover
These hiring metrics are important, but they don’t tell you a lot about what’s happening during the critical new hire experience.
Today, post-hire data—from employees and supervisors—is key to building resiliency in a workforce experiencing unprecedented challenges.
How should you measure post-hire success?
To improve new hire success the best place to start is at the beginning.
Begin by evaluating your hiring experience from both the new employee’s and the hiring managers’ perspective:
- You can understand what is going well
- You can identify simple problems early and solve them
- You can determine if the job criteria you posted aligns with the job as expected
- You can understand if your hiring manager’s expectations are being met
- You can pinpoint any onboarding and training gaps that need to be addressed
Early tenure data gives you the foundation you need to build the right recruiting strategies for your organization.
By leveraging SkillSurvey Post-Hire and our scientifically developed survey questions, we are able to help organizations capture confidential insights, from both the job candidates and their supervisors that can be looked at from a specific time in history and down to a team level. The questions allow for high level answers, but then drill down to areas that excite or hurt the process.
Rely on consistent feedback from surveys designed by professional I/O psychologists
We believe collecting post-hire data should be automated so it’s a routine part of any organization’s onboarding strategies. Ideally, that feedback will drive insight about:
- The candidate experience
- Onboarding and training
- Early tenure engagement
- Hiring manager expectations
Collecting that data shouldn’t be an onerous task. Today, organizations are relying on automated surveys designed to solicit feedback across the employee lifecycle. With a single tool that can be “set and forget,” organizations can collect the right engagement data to make the right decisions about recruiting, onboarding, engagement, and performance management.
Engaged employees make your job a lot easier
Talent acquisition is a different game today, with different challenges. You’re being asked to:
- Hire for the jobs of tomorrow, not just today
- Build relationships with candidates, over the long term
- Capture relationship data, to understand trends
- Understand behaviors, to nurture new talent
By combining post-hire engagement data with pre-hire metrics, you have a more holistic understanding of how to source, acquire, and retain the employees that will fuel your organization’s success.