How do we know as recruiters that we are doing a good job?
The LinkedIn UK Recruiting Trends 2016 report, tells us that quality of hire is the most important performance metric for recruiting teams, according to UK Talent Leaders.
Whilst we agree that quality of hire is a sensible performance metric for recruiters, we were a little surprised to see how it’s being assessed:
54% of talent leaders are measuring quality of hire on retention and turnover statistics
What about employee performance?
We were still a little disappointed to see Hiring Manager satisfaction (43%) and new employee performance appraisal (37%) feature below tenure and turnover. In our view this seems a much more sensible way of determining if a recruiter has been effective – by that we mean they have translated the requirement successfully into a recruitment process that delivers a high-performing candidate that the Hiring Manager is happy with.
Good recruiters will ensure candidates expectations of the role and future development are clear from the outset, but how long they stay in the business is often determined well after the recruitment process has concluded. There are so many factors that impact an employee’s decision to stay with an organisation, that sometimes even the most stringent and engaging recruitment processes in the world can’t overcome someone’s decision to leave.
PhD study of recruitment
We are looking forward to the results of a PhD being conducted currently into quality of recruitment within social care. The study aims to pin-point the key traits of prospective employees, highlight the best recruitment and assessment strategies and then ultimately provide a robust way of ensuring that employees are being effective. This will no doubt include both performance appraisal and Hiring Manager satisfaction.
How do you measure quality of hire? How able are you to get retention and turnover statistics? Does your organisation link appraisal and manager satisfaction back to the recruitment process?
Graduate recruitment offers
We’ve seen a marked increase in the number of Graduate job offers being declined this year, across all industry sectors. The AGR also recently reported that non-acceptance of offers stands at around 15%, with many employers now making more offers than they have vacancies, to mitigate the risk (and cost) of having to start the recruitment process all over again.
We know there are a number of factors contributing to non-acceptance, as Graduates become more selective in their career choices, with the following areas all featuring:
- Development and training on offer
- Long term career pathways and opportunities
- Exposure to different experiences / business areas / locations
- Salary (perhaps due to the need to secure a role that will repay some of the pretty huge debts students are now leaving University with)
- Total package on offer – including pension contributions and healthcare cover
What’s in it for me
In the past there was a tendency to accept the first Graduate job offer made, but not anymore, we’re seeing a real sway towards a ‘what’s in it for me’ attitude. And with this generation being highly connected and networked, they are comparing organisations against each other much more easily than ever before, making it vital that companies communicate a really clearly defined offering from the outset.
Graduate career choices
We’re finding that Graduates are selective in their degree choices, and are certainly more savvy when it comes to decision making about their future careers than they might have been in the past. The UK Graduate Careers survey from High Fliers, suggests that 48% of 2015 Graduates, began researching their career options by the end of their first year of study. This is up 18% from 2010. http://www.highfliers.co.uk/download/2015/survey_release/Release2015.pdf
Impact of tuition fees
Reasons for this shift are plentiful, but as we see the early Graduate cohorts who have paid up to £9,000 per year tuition fees enter the workplace, certainly the debt associated is having an impact on which offers they are likely to accept. It’s been widely reported that a large proportion of these Graduates will still be repaying their fees well into their 50’s so it’s perhaps unsurprising that they are querying the return on investment.
With careers advice coming predominantly from within schools alone, young people don’t fully understand the roles available to them, so is it a surprise that so many Graduates end up in non-Graduate roles? Often advice is misinterpreted, and employers really need to get into schools, colleges and universities early, to ensure students can direct their study path in the right direction to get the job they want.
This report from City & Guilds highlights some key issues http://www.cityandguilds.com/~/media/Documents/Courses-and-Quals/Apprenticeships/EMSI%20reports/cggreatexpectationsonline%20pdf.ashx
And perhaps because of the lack of clarity for graduates, we are seeing parental involvement in the career decisions of graduates, particularly around offer stage, grow dramatically.
All in all a much more complex world for graduate recruitment in the years ahead!