The Most Effective Ways to Measure Recruiting Success

Building an effective recruitment strategy takes hiring managers with formidable experiential knowledge and ingenious foresight. It’s not a paradox to say that you need to learn how to recruit top hiring managers and recruiters. Long-term, the main goal is to create a collaborative recruitment team that’s communicative and open to revising hiring strategies when needed (no one should fear the evolution of their process regardless of how rigid their industry is, or how deeply rooted in the past their credos may be).

So let’s assume that you already have an all-star recruiting team that’s social and synergetic. They’ve done an excellent job of imagining and circumscribing hiring strategies for your company, and they’re ready to build a superb workforce. Before you get too excited, take a step back and think about the leveled perspectives you want to gain regarding their performance.

Here are a couple shrewd questions you want to ask:

---

7 Influential Hiring Quotes

Hiring the right people takes time, the right questions and a healthy dose of curiosity. What do you think is the most important factor when building your team? For us, it's personality.

—Richard Branson in “Hiring the right people”

Sir Richard Branson’s insights are simple: most people can quickly master their role within a company, but if they lack the right social skills they won’t become engaged team players. The quality of an employee’s interpersonal skills have a high pay off because their skills are transferable, and if they click with your team they will get involved in a wide array of projects. For Branson, it’s all about a candidate’s ability to be adaptive—not always about how technical their skills are.

People who are passionate about and good at what they do tend to also be pretty good at cutting to the chase.

Aline Lerner in “Lessons from a year’s worth of hiring data”

Aline Lerner does a wonderful job of analyzing and critiquing what she calls “prevalent folk wisdom about hiring.” By looking at the numbers, she demystifies common assumptions concerning pedigree, gut feel insights, and other traditional indicators used by many hiring managers. Aiming to debunk myths about the hiring process, Lerner concludes that candidates will present their skills, knowledge, and interests with simple passion rather than providing puzzling explanations rooted in dry head terms and technical jargon. Look for candidates that can easily explain their skills with pithy vigor and not labyrinthine statements.

 

---

How to Build Your Company’s Career Page

Talented candidates will arrive at your career page for a number of reasons. Perhaps your API was recently featured in Programmable Web, they saw your ad on LinkedIn, or typed your address directly into the toolbar precisely for the purpose of perusing your career page. The goal of your site must be to attract and sustain all of these onlookers, regardless of how they landed there.

---