Knock Your Recruitment Process Out of the Park with Stakeholder Alignment

Many stakeholders in the recruitment process believe that recruiters and hiring managers never talk about the efficiency or effectiveness of talent acquisition. And when there is no conversation, there is no forum in which to encourage and plan improvements. Conversely, according to our Talent Advisory Survey, high-performing recruitment organizations hit game-winning home runs by spending 63% more time evaluating the efficiency and effectiveness of the talent acquisition process. Being dedicated to building stakeholder partnerships is what helps these organizations win.

So who should step up to the plate and drive corrections at lesser performing companies? The answer is clear: hiring managers and recruiters. They can make themselves better teammates and drive candidate satisfaction by committing to three essential behaviors shown in the following graphic:

As organizations assess recruitment process performance, they must know what metrics matter from the perspective of each key stakeholder and then align their process with a holistic picture of recruitment success that balances everyone’s needs. The power of stakeholder alignment is evident in the Talent Advisory Survey’s results. Those who do not strongly agree that the recruitment process successfully balances the needs of hiring managers, recruiters, and candidates are 50% more likely to struggle to hire quality talent than their more satisfied peers.

If you’re among those who are struggling, rally your teammates to evaluate what is and is not working. Start by asking the following questions:

• How quickly are candidates obtained after posting an open position?
• What is the interview-to-hire ratio?
• What is the post-placement time-to-productivity and how is it trending across the organization?

Answers to these questions will reveal which behaviors and actions can drive improvement and greater satisfaction across the stakeholder ecosystem.

Indeed, organizations seeking to change up their recruitment process must commit to building the infrastructure and workflows required to track success for each recruitment stakeholder. Once the metrics are in place, improvement conversations become more manageable.  These conversations are not always easy, especially in the beginning and particularly if they are not already a part of the organization’s culture. However, there is no better way to put your recruitment process in a game-winning position than to establish a forum, cadence, and data-driven approach to discuss performance. Consider the stakes as reflected in the table below:

Allegis Group is proud to serve as a trusted advisor to our clients and candidates, and remains committed to helping both audiences navigate their way to higher levels of business performance and personal satisfaction. We’ve therefore indexed findings from the Talent Advisory Survey in a free white paper available for immediate download. The report is based on global insights from 12,000 employers and candidates and offers actionable steps you can take to:

• Write compelling job descriptions in tandem with 30-/60-/90-day goals
• Invest in the right sourcing channels to produce results and fill your talent pipelines
• Embody the habits of highly effective screeners by vetting references and screening for cultural fit and skill needs
• Deliver a delightful onboarding experience that ensures a newly hired employee’s retention and directly contributes to recruiting’s ROI
• Augment the talent acquisition process with technology so recruiters can invest in rich relationships and drive toward measurable outcomes.

Get your copy to start improving your recruitment strategy today!

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