You already know about the recruiting metrics that you need to measure for 2019. Now, it’s time to have a look at the steps that can be useful for creating robust recruiting pipelines along with measuring and boosting its productivity.
- Establish Existing and Prospective Needs
Prior to beginning the recruiting, you need to recognize the vital roles that your company is in need of. Evaluate the meticulously and ascertain whether they are critical before you begin to develop your talent pool.
- Evaluate the Talent Catalogue
Identify and determine the essential skills needed for multiple roles and job vacancies. When you are done with the talent catalogue evaluation, it becomes easier for you to assign responsibilities in a better way.
- Identify the Combination for Filling Gaps
Identify what type of talent combination you are in need of to fill in the talent gaps of your company.
- Determine the Pool of Internal Candidates
Identify the accessible skill-sets prevailing in the internal candidates, and allocate or re-allocate important roles to them depending on their expertise. Evaluate the strong points and limitations of the talent pool and work towards improving their skills. Empower them to accomplish multiple roles.
- Keep a Track of Promotion and Turnover Rates
When the promotion and turnover rates are lesser than anticipated, it generally shows that your growth plans are in need of revision and improvement. Alternatively, if your promotion and turnover rates are higher than the anticipation, evaluate how your organization is dealing with the task of making opportunities in crucial positions.
- Develop and Implement Campaigns to Engage Candidates
Develop and find out the opportunities that can enable you to have an interaction with the candidates along with engaging them. Occasions like seminars, social gatherings, etc. are good opportunities to start with. Work together with multiple hiring managers and employees to develop strong professional networks.
- Evaluate and Improve Existing Sourcing Strategies
Assess all the effective sources you have been using to acquire the talent in the past and go through them to get new connections. Take into consideration the option of searching them with the help of keywords, standard profiles, trends, etc.
- Measure the Complete Size and Quality of Internal and External Pool
Examine both the internal and external pool database and keep a track of the accessible talent. This way you will have a knowledge of what is required and what is not.
- Have Improved Hiring Decisions with an ATS
The applicant tracking system creates precise reports that keep a track of all your daily correspondences and let you evaluate the performance depending on the customized recruitment metrics. The minute you have the knowledge of where you are in need of focusing your efforts, the fields where improvements are needed and the sources of your maximized quality candidates, you can divide your efforts, time and resources according to the requirements along with developing your talent pool in a quick and effective way.