Your company is only as strong as the people powering it, and right now, you’re not too confident in some of them. Despite your best efforts, your current hiring process has been causing you to make some bad hires, so things need to change.
Despite having plenty of it, you haven’t previously incorporated data into your hiring activities. However, it’s time to give it a try, because numbers don’t lie. This is an easy way to identify kinks in your hiring process, so you can make meaningful changes.
Here’s a look three types of data you should be looking at, and how including them in your process can allow you to achieve your hiring goals.
Where you find candidates matters. All sources do not produce the same quality hires, so it’s possible new hires that haven’t worked out are all coming from the same — or similar — sources.
Reviewing data is an easy way to determine where your best and worst hires are coming from. Use this information to eliminate the source(s) bringing in the worst candidates and direct more resources toward the source(s) delivering your top hires.
Candidate Engagement Data
It’s possible you’re losing top candidates during the hiring process because you’re not properly reaching out to them. If you have it, review candidate engagement data to determine the type and frequency of emails and texts that produce the best responses.
This is important because if you don’t reach out the right way, top talent will lose interest and search elsewhere. You can use this data to better time your outreach to align with their needs. Additionally, you might need to fine-tune messaging to draw them in and keep them interested in your company.
Interview Feedback Data
Getting candidates through the interview stage doesn’t necessarily mean they’ll accept your offer — but you already know that. If you ask candidates to complete a post-interview survey, this data can offer valuable insights into the effectiveness of your interview technique.
However, even if you’re not gathering this type of data, there’s still plenty of information you can collect to find out if changes need to be made to the interview process. For example, you could look at the different interviewers, interview techniques used, and even the amount of time it took to get to — and through — the process to identify any hiccups that need to be addressed.
Searching for ways to improve your hiring process? PrideStaff Dallas is here to help. Contact us today to find out what we can do for you!