90% of recruiters say that today’s labor market is candidate-driven, making it increasingly difficult to find the ideal candidate. This stresses the importance of having a strong employer brand and giving your applicants a good candidate experience. In order to get the best candidates, you have to have a fully optimized recruitment process.
An ineffective or inefficient recruitment process can hurt your company as you will miss out on the best talent. In turn, this will cause your competitors to get ahead of you. To prevent this, you have to start by first auditing your recruitment process. This helps you to understand what your current process looks like, what your bottlenecks are, and how your candidates perceive you during the process.
5 steps to audit your recruitment process
So how do you conduct an audit of your hiring process? Where do you get started and what tools do you need? Follow the tips below and find out how you can start auditing your recruitment.
1. Map out the candidate journey
The most important step when auditing your recruitment is to first map out your entire application process from the candidate’s point of view. The best way to do this is to make it visual. Grab a big poster-sized piece of paper or use a tool like Whimsical to draw the candidate journey on.
For auditing your hiring process you do not have to map out your candidate journey in its entirety. Start by mapping out every touchpoint between the candidate and your organization. This includes the different stages that a candidate goes through in the application process. The candidate persona can be left out as this differs from job to job.
Mapping out the candidate journey will give you a clear overview of what your application process looks like for candidates. You will also get to see what the touchpoints are between you and your candidates. This will be of great value for your audit as you will be able to see how your internal processes connect to different points in the candidate journey.
2. Map out the internal processes
For many companies, conducting a recruitment audit is mainly about improving the internal processes. So the next step is to map out all your internal processes. The things to map out are:
- Every step within your recruitment, starting from writing out the job description until the moment that someone is hired (the onboarding process could also be included if you have one).
- A description of every process within your hiring. These processes should then be linked to the corresponding step in the candidate journey.
- The amount of time spent on each process and the amount of time that applicants spend in each stage of their application process. This can be seen in the job overview report or time to hire report in Recruitee.
- Map out all the potential communication points with your candidates.
Once you get a clear overview of your candidate journey and the internal processes, you can see which parts of your recruitment process aren’t up to par. These should be improved or optimized. For example, if you see that you’re having a hard time responding to candidates within 2 working days, you could set up an automated mail flow. This makes sure that the candidates do not feel ignored.
3. Use quantitative data
Data is the most valuable asset when auditing your recruitment process. Your recruitment data reveals a lot about your recruitment. It tells you what your bottlenecks are, what parts of your recruitment cause you to miss out on talent, and what you can improve on. As talent acquisition platforms are becoming more popular, recruiters also have access to more recruitment data. Using this data is crucial when auditing your recruitment processes. Some of the most important recruitment metrics to include in your audit are:
- Time to hire: How long does it take for you to fill your open jobs?
- Applicant drop-off rate: How many candidates drop off from the pipeline and where do they drop off?
- Job offer to acceptance ratio: Percentage of candidates accepting your job offers.
- Career page conversion rate: Percentage of career page visitors that convert into applicants.
These different metrics are extremely valuable for your recruitment audit. They will provide you with important insights that you can use when looking to improve your hiring processes.
4. Use qualitative data to shed light on bottlenecks
While quantitative data gives you a large amount of information, it does not answer the “why” question. Quantitative data only tells you the cold plain facts without any interpretation. If you want to know why certain quantitative data is as it is, you will have to collect qualitative data. Soft data is gathered by asking your candidates or website visitors for feedback. For example, when a candidate drops off, you can send them an email asking them for their reasons. This way you can get insights into why your drop off rate in some stages of the process might be higher than expected.
Collecting qualitative data requires more time and effort than quantitative data. But this effort is well worth it. If you want to properly conduct an audit of your recruitment process you will have to collect some qualitative data. Without it, your quantitative data will be harder to interpret and therefore less insightful.
5. Gather input from your recruiters
When auditing a process, it is crucial to get input from the people that carry out the daily tasks. This means that your recruitment audit should be done in close cooperation with your recruiters. After all, they are there in the trenches every day. Not only will your information be more accurate, but your recruiters will also think of ideas they feel will help you to improve the recruitment process.
Involving your recruiters does require you to plan properly. The best way to go about this is to start out with identifying the different steps in the process. Involve a few recruiters in this process but not the entire team. Once you have an overview ready you can have a meeting with the entire team to discuss every step in the process in more detail. Try to get insight into every single step and what tasks the recruiters perform in each stage of the process. Also, make sure to ask the recruitment team about how long it takes to take candidates from one step to the next and how much time they have to spend themselves on each task.
The importance of your recruitment process audit
A recruitment audit is a crucial part of your recruitment. After all, you want to know whether your recruitment efforts actually give you the desired results. Without doing proper recruitment audits you won’t know, for example, whether your careers page that you spent tons of resources on, actually works or not. Does it convert applicants? Do visitors actually click around on the page? Or are you spending too much time on a specific step within the process causing applicants to drop off? All of these things can be prevented if you audit your recruitment processes properly and frequently.