The Good, the Bad and the Ugly: Tracking Hiring Outcomes

By Jezabel Southard

Posted on March 17, 2017

Your company puts a great deal of work into creating job postings, screening and interviewing candidates, and choosing the best among them to hire. But what happens after you’ve made that hire? If asked to describe your hiring outcomes, could you come up with accurate explanations – and do you have the numbers to back them up?

For many employers, the answer to the second question is “no.”  Many companies struggle to create adequate methods for tracking their hiring initiatives and outcomes. Here are some key metrics to evaluate with your recruiting partner, so you can adapt your strategic staffing plan to your real-world outcomes:

Talent Sources

Tracking and analyzing sources of hiring data will tell you which sources are providing the most candidates and which sources are providing the most candidates who pass through to the interview and job offer stages. When you know where it’s most productive to look for candidates, you can focus on those sources – and stop wasting time and effort on sources that seldom pan out.

Post-Hiring Satisfaction

How happy are your new hires with their choice to work for your company? How happy are the teams they joined? Simple electronic surveys can help you gather data, providing an inside look at the post-start-date part of the hiring process. This method can easily be adapted to gather information that will help you improve employee retention and productivity, as well.

Time to Fill

How long does it take to fill a specific position in your company, from the day the job opened up to the day the candidate accepted your job offer? The longer this takes, the more likely a problem in your process is preventing you from keeping the best candidates interested long enough to say “yes.”

Recruiting Ratios

How many applicants were interviewed? How many interviews resulted in job offers? These numbers will help you evaluate the effectiveness of every stage of your recruiting. They also make it easy for your staffing partner to pinpoint potential problem areas and recommend specific solutions.

By tracking your hiring outcomes, you will position your company to make adjustments to your hiring strategy based upon data and results. This information will help you identify if there are gaps in your recruitment strategy, or if there is a recruiting tactic that is hurting your outcomes. Talk to an experienced recruitment firm about your findings and see if they have specific recommendations to help your company.

At TERRA Staffing Group, our staffing partners do more than merely recommend candidates.  We help our clients shape the hiring process from beginning to end.

Contact us today to learn more about our staffing solutions in Seattle, Portland and Phoenix.

Categories: Employee Development, Staffing Tips & Recruiting Trends

Tags: Best Recruiters to Work with in Seattle, Evaluating Your Hiring Outcomes, How to Track Your Hiring Outcomes, Reasons to Track Your Recruiting Outcomes, Seattle Staffing Agencies, Seattle Staffing Expert, Seattle Temporary Staffing, Top Recruitment Firm in Seattle

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