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- Tasks: Evaluate recruitment success and improve hiring processes in the construction sector.
- Company: Leading company in the construction industry focused on effective recruitment strategies.
- Benefits: Competitive salary, flexible hours, and opportunities for professional growth.
- Why this job: Make a real impact by enhancing recruitment practices and shaping company culture.
- Qualifications: Strong analytical skills and a passion for improving recruitment processes.
- Other info: Dynamic work environment with a focus on collaboration and innovation.
The predicted salary is between 36000 - 60000 £ per year.
Why the Imperfect Art of Evaluating Recruitment Success is Nonetheless Critical
The challenge of finding good staff has consistently been a ‘top three issue’ for pretty much every CEO in the construction sector for the last 20 years or more. Unsurprisingly, management and HR teams are constantly wondering whether they can and should be recruiting better.
What does ‘better recruitment’ mean?
‘Better recruitment’ will mean different things to different companies – some will want to reduce cost, others will want vacancies filled faster and others will want to attract ‘better’ candidates (an even more subjective concept).
How is recruitment success measured?
Metrics used to measure recruitment success can generally be divided into three categories: cost, efficiency and quality. However, simply measuring one aspect of recruitment performance is likely to be counter-productive and companies will typically build a dashboard of metrics covering all three areas.
Sadly, there is no one size fits all answer to measuring recruitment. Not only will the most appropriate metrics to use vary depending on the role, but what may constitute a good score or ratio for one role may be quite different to the next depending on seniority, function, location etc.
Cost
‘Cost per hire’ is probably the easiest and most common way to evaluate recruitment. The metric can be as simple as identifying all financial costs (recruiter fees, advertising fees, applicant tracking software costs, psychometric testing costs, referral checks, vetting costs etc) and dividing that by the total number of hires for the same period.
Efficiency
There are various metrics that can be used to assess the efficiency of hiring processes. For example, ratios of ‘applications to interview’ (number of applications % number of interviews), ‘interviews to hire’ (number of candidates a hiring manager needs to interview to make a hire) and ‘offer to acceptance’ (percentage of candidates who accept a formal offer) all help build up a picture of how efficient and effective the recruitment process is.
Quality of hire
Quality of hire is in many ways the Holy Grail for recruitment evaluation – most companies would happily swallow a 10% increase in recruitment costs if all their hires were as good as the top 25% of employees. But how can you measure quality?
- Performance reviews: while measuring ‘quality of hire’ through performance reviews would seem an easy and obvious solution it is highly subjective.
- Ranking scores for employees: asking colleagues to score one another can smooth over some of the subjectivity that come from performance reviews, however it can also be a measure of popularity rather than effectiveness.
- Length of tenure: assessing how long an employee stays with the company can also provide an insight into whether or not they were a good hire.
What is the point in evaluating recruitment success?
There is no magic bullet that will drive ‘better’ recruitment but by measuring what we perceive to be key steps through the recruitment process, companies are at least able to compare performance either historically or against expectations and to adjust, refine and replicate processes appropriately.
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Why the imperfect art of evaluating recruitment success is nonetheless critical employer: AR Resourcing Group Ltd
Contact Detail:
AR Resourcing Group Ltd Recruiting Team
StudySmarter Expert Advice 🤫
We think this is how you could land Why the imperfect art of evaluating recruitment success is nonetheless critical
✨Tip Number 1
Networking is key! Get out there and connect with people in the industry. Attend events, join online forums, or even reach out on LinkedIn. You never know who might have a lead on your dream job!
✨Tip Number 2
Practice makes perfect! Prepare for interviews by doing mock sessions with friends or family. This will help you get comfortable with common questions and refine your answers to showcase your skills.
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We think you need these skills to ace Why the imperfect art of evaluating recruitment success is nonetheless critical
Some tips for your application 🫡
Tailor Your Application: Make sure to customise your application for the role. Highlight your relevant experience and skills that align with what we’re looking for at StudySmarter. A personal touch goes a long way!
Showcase Your Passion: Let us see your enthusiasm for the role and our mission. Share why you’re excited about the opportunity and how you can contribute to our team. We love candidates who are genuinely interested!
Be Clear and Concise: Keep your application straightforward and to the point. Use clear language and avoid jargon. We appreciate when candidates communicate effectively, making it easier for us to understand your qualifications.
Apply Through Our Website: Don’t forget to submit your application through our website! It’s the best way for us to receive your details and ensures you’re considered for the role. We can’t wait to hear from you!
How to prepare for a job interview at AR Resourcing Group Ltd
✨Understand the Metrics
Before heading into the interview, get familiar with the key metrics that companies use to evaluate recruitment success. Knowing terms like 'cost per hire' and 'quality of hire' will not only show your understanding of the industry but also help you discuss how you can contribute to improving these metrics.
✨Tailor Your Experience
When discussing your previous roles, focus on how your experience aligns with the specific needs of the company. Highlight instances where you’ve successfully reduced hiring costs or improved the efficiency of the recruitment process. This shows you understand what 'better recruitment' means for them.
✨Ask Insightful Questions
Prepare some thoughtful questions about their current recruitment challenges. For example, ask how they measure the quality of hire or what metrics they find most challenging to improve. This demonstrates your interest in their processes and your proactive approach to problem-solving.
✨Showcase Adaptability
Since every company has different definitions of 'better recruitment', be ready to discuss how you can adapt your strategies to fit their unique needs. Share examples of how you've adjusted your approach based on the role, location, or team dynamics in the past.
