Organizations that hire thousands of customer-facing candidates, particularly for hourly hiring, should set high-volume recruiting metrics to inform and improve future hiring cycles.
“Companies traditionally struggle to measure outcome-level data with a level of consistency,” says Adam Godson, vice president of global technology solutions for Cielo, a strategic recruitment process outsourcing (RPO) partner. “It can be hard to track hires when volume levels are at 300, and it’s difficult to be consistent with quality when hiring that many people.”
So what should organizations do?
Measure the length of each candidate’s stay with a baseline of six months. This data can help organizations predict future hiring cycles and turnover rates.
Track the likelihood that managers would rehire the candidates. This can help HR teams manage their seasonal hiring cycles and understand the productivity of their short-term workforce. If managers were pleased with the work of certain employees and organizations have the data to prove it, they can remarket to those top performers year after year, shortening hiring cycles and improving output.
Conduct a job satisfaction survey to gain valuable feedback about processes and work environment. Candidates who report high levels of job satisfaction can remain in the system for the next period of high-volume hiring.
This post originally appeared at HROToday.com, written by Debbie Bolla.