Recruitment may seem like nothing more than a standard business practice, but in many ways it’s a science. You’re trying to figure out how to identify the rock star for your business – the one that will come in and blow your expectations out of the water. Resumes, cover letters, interviews – these are all strategies that are specifically designed to give you a pool of data, and your job is to analyze that data and solve the problem of who will be the best fit for your company.
But much like any science, the solution is only as accurate as the process you used to create it. If you ran a study designed to find out how many people in the world suffer from back pain, and you only asked men and women over the age of 75, your conclusion would be that 100% of the world has back pain, because your conclusions were based on running a bad study.
Imperfect Recruitment Yields Imperfect Hires
Here is where we see issues with the recruitment strategies used by many different companies in today’s job market. Many have a basic understanding of the interview process, but the rest is basically guesswork:
- What questions do I ask?
- How do I present the company?
- Am I judging applications correctly?
Every company is different. Every individual is different. Training is limited, but even if you were trained in recruitment, chances are it still needs to be adjusted to meet the needs of your business.
While you can do a lot of guessing and hoping, one of the best ways to make sure you’ve created the perfect recruitment system is to turn it into its own research project.
Once an applicant has completed the interview, send them home with a post-interview survey – a survey filled with questions about the interview process, and what you can improve to find the applicant you need.
Applicants will be motivated to fill out the survey because they want the job, and will believe it is a part of the job. You’ll be able to get valuable feedback that will help you with your recruitment process. You’ll be able to use that feedback on future interviews, and ultimately refine your recruitment practices until you have a recruitment process that genuinely identifies the best applicants, motivates them to work for your company, and gets them started off the right way.
Post-interview surveys can be difficult to integrate, and even the creation of the survey is going to be a practice in survey creation, but once you’ve created it and you run it effectively you can make sure that your recruitment processes are perfect, and ready to identify the future leaders in your company.