Introduction
Business is a profitable endeavor that satisfies both the desire of the entrepreneur and his customers. It entails starting, growing, and sustaining. And to achieve that aim, there is a great need to involve individuals who are highly motivated, skilled, and experienced, who will strive to drive the business to its zenith. The entrepreneur can only run the business alone at the start, but when the business expands to an extent, there is a need to get others involved. The process of involving these individuals is known as recruitment. Recruitment is the process of assessing and hiring qualified individuals for a job position in an organization or business. Hiring people for job roles may seem very simple, like just posting and people applying for the job,, but it actually goes beyond that. It entails strategic planning, a rigorous recruitment process, and the hiring of skilled individuals. One relevant aspect of the recruitment process is the act of tracking the recruitment performance. Tracking the recruitment performance enables growing teams to know those who have performed excellently during the recruitment exercise, and it also allows them to hire those who are qualified. There are various ways to track performance, and they are:
Tracking various channels: Keeping an eye on the recruitment performance, is an essential part of the hiring process that helps an organization to monitor the success of its hiring decisions. Every aspect of the recruitment needs continuous assessment and checking to determine if the plans laid out are working as expected. The first tracking needed to be done to ensure that the recruitment is done strategically is to monitor the different platforms used for the job posting. When an organization needs employees, especially the growing ones, they are sometimes anxious and overzealous. They at times have overconfidence and low confidence, depending on the organization. This feeling makes organizations sometimes post jobs on numerous platforms because they want applicants from a wide range of environments to apply. Using many channels or platforms for the job posting is not a bad idea, but it becomes a concern when teams are not able to monitor all the channels used. Tracking the platforms used for the job posting will help one to know where to look for the number of views. If the platforms are not monitored, it becomes difficult to know those who have applied. So, to track the performance of a recruitment, tracking the platform or channel should come first.
Tracking the Message Sent: Tracking the messages sent is the next stage in the tracking process. It entails assessing the posting message sent to the various channels and checking if the message is attractive enough to draw candidates’ interest. When the content of the message is attractive, it will be possible to see many viewers for the job. Growing teams can track the message by measuring the number of candidates who respond positively to the initial message, tracking how many candidates open the messages, measuring the number of candidates who click the links, and the percentage of those who respond. The message should include the expectation of the organization, what is required of the candidate, and what makes the position desirable. It is also important to check again the message posted to all platforms and make it easy to navigate.
Tracking the Number of Views: The next stage in tracking the recruitment performance is to ascertain the number of views. Knowing the number of views helps growing teams to know if their job posting was well done. It will also enable them to know the platform that has the largest views so as to concentrate on that in their next posting endeavor. Tracking the number of views will enable growing teams to understand if the right people know about their job opening, if there is enough visibility, and if people are aware of the role that the job posting is being viewed by the targeted audience. The tracking can be done by calculating the conversion rate and monitoring views-to-application
Tracking the Number of Applications: Tracking the number of applications enables growing teams to know the number of individuals who have applied for the position. If there are few applicants, or no applicants, it means that the organization has not done a proper job in their talent pool, but when the number of applicants is very high, it means they have done well in the posting, but they also need to find a way to minimize the number. Growing teams can track their recruitment performance by utilizing funnel metrics, sourcing for effective platforms or channels, and using applicant tracking systems such as the ATS dashboard and recruitment metrics dashboard.
Tracking the Number of Applications Reviewed: After the selection of applications, there is a need to track the number of applications reviewed. When there are large numbers of applications, reviewing all the applications becomes very difficult and stressful. To avoid these problems, growing teams must streamline their recruitment by being specific with the skills, qualifications, and experience they require, as this method will reduce the number of applicants to the ones actually needed for the job. To streamline the application, it is necessary to set mandatory questions designed for the selection of the most relevant applicants. It is also vital to analyze efficiency, conversion rates, and the speed of the screening process. Growing teams can also monitor the volume of work reviewed per day, track the average time spent on resume screening, measure the efficiency of the screening process, and measure the percentage of candidates contacted for an interview.
Tracking Numbers of Applicants Invited for an Interview: After reviewing the application, the next step is to track the number of applicants invited for the interview. This is a very critical aspect of the recruitment. There are times when those not invited for the interview show up because they got information about the interview from people closer to them. To channel the recruitment to the specific invited applicants, it is very important that all applicant invitations should be monitored and ensure that only those invited sit for the interview in case there are large numbers of applicants. This is a very difficult situation, but protocol needs to be observed.
Tracking Numbers of Applicants Hired: It is important to track the number of applicants hired in order to know the number of tasks to assign, the amount of pay to receive, and the time set for each task. Knowing the number of applicants hired will enable a growing team to have interpersonal relationships and build fast team relationships with them. A growing team can track the number of applicants hired by calculating the number of applicants hired per one hire, track the platform that produces the highest number of candidates hired, track the number of candidates that accept the offer, and track the number of candidates that are serious before, during, and after the hiring process.
Tracking Numbers of Hired Individuals who Attend the Orientation: Not all employees hired are usually available for orientation. Organizations are very particular about their orientation because it is the time that newly hired employees are exposed to the company culture and people. Through orientation, the organization takes records of those who are likely to take their job seriously. The growing team can track their recruitment performance by calculating the number of candidates that are invited for the orientation, the number of candidates that showed up for the orientation, showing the time each candidate actually arrived at the meeting, and their participation during the orientation.
Tracking the Number of Employees who have Begun their Tasks: After orientation, many employees feel they have been taken and they can do as they like. Organizations that are focused on growth will take the time to monitor the work of their employees, ensuring that all employees are giving their best to the company. Those who are thriving should be motivated to do more, and those who are slow to perform should be cautioned. A growing team can track their employees who have begun their task by calculating the number of those who have started their task, those who have started and completed their work, those who finished their task at the due date, and those who did not do or complete their task.
Tracking Times for all the Processes: All the above-mentioned activities need time management for their smooth operations. It is important to set a time and date for all the processing and ensure that the times are followed without delay. Both the applicant and growing team should be mindful of the time, ensuring to meet the time set. The growing team can track the time of the recruitment performance by measuring the total days from the job posting to the acceptance offer submitted by the candidates. They can also track how long it takes a candidate to complete the whole process from the screening, interview assessment, and to the completion of the task. They can also measure how many candidates finish the application process and those who fail to keep up.
CONCLUSION
Tracking the recruitment performance is very important to the success of any organization, as it helps the organization to know about the strengths and weaknesses of those hired in the organization. The different activities that need to be tracked have been explained in this paper, but they are not limited to it. Tracking of recruitment performance is a continuous process in an organization because the improvement and changes in the organization require the hiring of more workers.
