If it’s time for your organization to get a better understanding of how to improve the recruitment process, connect with us to learn more about how Work Institute can help.
Gathering the Data
Performing Recruitment Studies
Uncover the perceptions of the recruitment experience and how to improve it to hire the workers you need. Implementing a regular Recruitment Studies identify areas of improvement in the recruitment process.
Hiring the wrong person can result in high costs for the organization and the consequences go beyond turnover costs; there are costs associated with decreased work production, a disrupted company culture, and potential loss of customers & revenue.
Common Recruitment Complaints
Work Institute's Recruitment Studies reveal perceptions of the recruiting experience, how to improve it, and how to hire the workers needed. Common recruitment complaints include:
- Top applicants vanish during the hiring decision-making process
- Companies take too long to make a decision
- Too many hires result in unsatisfactory results
- Top employees exit the organization within a few months
- Managers struggle to identify critical aspects of the best candidate
- Candidates are exposed to continuous rounds of interviews that confuse assessing and selling
Recruitment Studies Reveal
How recruiters find applicants
Are they using staffing agencies? How are those agencies representing the organization? Are they looking at college campuses? Job fairs? How does the recruiter represent the business? What messages are resonating with potential hires? How are the recruiters identifying top performers?
The success of the job postings
Is the employment listing worded properly to attract the right applicants? Does it reflect the company brand and mission?
Company's unique value proposition
How well do you demonstrate what makes the company special? Are you highlighting those qualities in each job listing?
Appeal of the employment opportunities
Are the right benefits and salaries that will entice top performers being offered? Top candidates can afford to be selective.
Effectiveness of timing
Quick and desperate decisions lead to bad hires which cost employers in the long run. What is the pace of the hiring team? Too fast? Too slow?
Interview process effectiveness
Candidates are better prepared for interviews than ever before. What does the company to in the interview process that meets them at this level? Where does the company fall short?