As CEO or part of the management’s team of a certain company, you will rarely look into how the hiring process is being done – after all, you mostly want your job openings to be filled in and that people start working.
On the other hand, you will definitely be interested in how the employee views the work environment and determine if it is a pleasant one to work in. One of the main reasons an employee might voluntarily quit his or her job is because of the bad working conditions and the surrounding environment.
However, a potential employee might choose not to work with your company even before getting inside the office or singing the contract. To be more specific, the hiring process is an important step for both your company and for the employee as well.
If a candidate is not happy with how he or she was treated or approached during the hiring process, then you may lose a valuable asset for your company. That’s why, today, we’ll take a look into the Hiring Process Satisfaction Rate Metric.
How to Calculate the Hiring Process Satisfaction Rate?
Well, this metric can’t be found out by just summing or dividing a series of numbers – in the case of Hiring Process Satisfaction Rate you will have to send your employees or potential employees a survey to complete.
There are three types of surveys you can send, depending on the type of employee. First of all, you will have a survey for the candidates that have been interviewed by your Human Resources team, but which have not been offered a job in your company.
Then, you will have a survey for those candidates that have been interviewed, have been offered a position in your company, have been successfully employed and are now working in your company.
Last, but not least, you will have a survey for those who have been interviewed and also offered a position, but which have declined the offer of working for your company.
Naturally, these surveys are sent to these types of employees/ potential employees in order to determine the behavior and efficiency of your recruitment teams and the reasons for which certain people chose or not to work for your company.
What can These Surveys Show You?
One of the first questions that can be found inside such a survey refers to how people found about your company’s job listing – this can show you if the people in charge of job advertising are doing their job.
Then, all of the following questions will refer to the rest of the recruitment process – namely, to how the recruitment team has approached candidates and how the latter were treated. It’s important to send a survey to all of the employee types we have mentioned as this can offer you a lot of information about the recruitment process and the information the people behind the recruitment team offer to the potential employees.
Naturally, a high Hiring Process Satisfaction Rate means that even those people that have declined the job they were offered have had a good time being interviewed by your company – this also means that your Average Time to Fill and Time to Hire rates will also increase, as the hiring process is not tedious or unsatisfactory.