Q&A: How do I measure candidate and hiring manager satisfaction?
Part of having great employees is having a great recruiting and hiring process, which is why it’s so important for companies to monitor how successful the process is to ensure continued success for the company. Lora Patterson, a People Operations Advisor at TriNet Zenefits, joins the show to share ways you can measure this success […]
Part of having great employees is having a great recruiting and hiring process, which is why it’s so important for companies to monitor how successful the process is to ensure continued success for the company.
Lora Patterson, a People Operations Advisor at TriNet Zenefits, joins the show to share ways you can measure this success from both the candidate and manager perspective.
- Order your copy of our book People Operations: Zenefits.com/pops-book
On this episode, you’ll hear:
- [00:45] Remember to serve people who are part of the process
- [01:18] Survey questions to ask hiring managers
- [04:21] Following up on how candidates are performing
- [05:29] Survey questions for your candidates
Welcome to pops, this show that shows you how to shift from human resources, paperwork to people operations for the new world of work. How by answering one question at a time. I’m Laura Patterson, a people operations advisor here at TriNet Benefits. I’m going to answer the question, how do I measure candidate in hiring manager satisfaction?
One aspect to having great employees is having a great recruiting and hiring process. Which is why it’s so important for companies to monitor how successful this process is in order to ensure continued success for the company. So how do they do this? Well, companies often rely on quality of higher metrics to evaluate that hiring process.
I think something you shouldn’t overlook is serving the people that are part of that process. Your hiring manager and your candidates. This will allow you to see how your hiring process can be improved from their perspective. When it comes to the hiring managers, there’s several things you can ask ’em.
These questions can be rated on a scale, but I would also encourage giving them the option to add additional comments. Another key part is doing something with these responses. It’s not enough just to ask. You have to. So when it comes to the hiring manager survey, I would start with questions around how the hiring manager felt about their interactions with the recruiting department.
Something like during your initial contact with the recruiting department, how satisfied were you with the information received about the recruitment process? This will let you know if your HR team or recruitment team needs to establish a more formal process for how often they touch base with their hiring managers and what initial information they need to provide so they can get started on the right.
You could also ask, how satisfied were you with the information provided to the candidate during the recruiting process? This is also a great way to see if your candidate was kept in the loop or if you should touch base more often. I would also include questions around timeliness and efficiency, like what could the recruiting department have done to make this hiring process more efficient and effective?
For you as the hiring manager, how satisfied were you with the response time from the recruiting department in processing applications and resumes, and how easy was it to make decisions and schedule interview meeting? Anyone who works in recruitment understands that staying on top of candidates and pushing them through this pipeline as quickly as you can, can be key to getting the right candidates.
You don’t want your top pick going somewhere else because there were issues around scheduling those interviews. I would then ask a general question about the, the recruitment department, just to see if there’s room for improvement. You could ask something like, how satisfied were you with the overall assistance that the recruiting department provided you throughout the hiring process?
On this question, I would make sure there’s a comment section, just so you can see exactly how these managers felt about the process and what they need from your HR department in order to be successful. I would then ask questions around the actual job posting. So you could say, based on the position description you submitted, how satisfied were you with the accuracy of the job posting?
Having an accurate job posting is key to getting the right can. So if hiring managers feel like these postings don’t reflect the actual job, then it’s time to loop these managers in earlier on so they can review postings before they ever hit your job board. The next questions I would ask are about the candidates themselves.
So I would ask how satisfied were you with the quantity of applicants and resumes, and how satisfied were you with the quality of the applicant? These questions can help you determine if you’re getting the right candidates and whether or not you need to cast a wider net. This can then lead to discussions around how to improve your recruiting techniques so you can bring in the right candidates for interviews.
I think it’s also a great idea to evaluate how your recruiting process and technology is working. So you could ask something like, Were you satisfied with the technology that was used during the recruiting process? So many companies use a manual process or they integrate with an applicant tracking system like Greenhouse.
Now, getting this feedback back from your managers will let you know how well your process is doing as is, and if you may need to pivot. If you currently use a manual process and you find that applicants are slipping through the cracks, or things are taking longer than they should, then it could be time to invest in an ats.
Or maybe you already use software, but it’s not as effective as it could be. This could be a great time to explore other options. I would then ask questions around how these new hires are doing at the company. This will give you an idea of how successful you were with picking the right candidates. You could ask something like, how would you rate the attention of employees this past year?
Or, how satisfied are you with the performance of your recent hires during their first six months of employ? If you feel like you had a lot of turnover or the performance isn’t up to your standards, then you can go back and look at your hiring process. Are you including the right requirements in the job posting?
Are you asking the right questions in your interview? Should additional steps be added, like a take home test? This type of feedback will help you see if there’s room for improve. Now the next thing I wanna do is talk about your candidate survey. So I would have an optional survey for all candidates where they can rake the following questions.
Now, please note this isn’t an exhausted list, and if you wanna add additional questions, do so. Or if you wanna remove some questions, feel free. I would also allow candidates to add comments and feedback. Just you can get that additional information to help you improve this process. . So the first question I would ask is how informed a candidate felt about upcoming interviews or the interview process as a whole.
So this process, this is the first introduction a candidate has to your company. So making a good first impression is key. Presenting them with chaos is only going to give them the impression that this is how the company functions. You also wanna show that you value your can. Which can be an indicator on the value you place on your employees.
If your candidates felt like they were out of the loop, then I would suggest creating a more structured process with more frequent follow-ups. The next question I would ask was, how timely was the recruiter and the hiring manager? We talked about this in the manager survey. Being timely in this process is a great way to show candidates your interest and investment in them, and it can make sure you don’t lose out on great candidates.
If your candidates feel like there was a lag in these steps, then this gives you the necessary feedback to make changes. Another question I would ask is, was the hiring manager familiar with your background? If candidates feel like no one actually reviewed their resume and their cover letter prior to the interview, then they could also feel like maybe their time wasn’t being valued or they weren’t a priority.
This feedback can be helpful to ensure that moving forward interviewers are prepared prior to that interview. I would then ask questions that give you additional insight into how they felt about this hiring experience. Um, there’s gonna be four of these, so you could ask how satisfied a job seeker felt about their candidate experience.
If a candidate would consider applying to the company, again, if rejected from the role, if a candidate would recommend the company to a friend who is looking for open positions and how the candidate felt about your company before and then after the interview process. These questions are all indicators of how well your company is doing at presenting itself.
If people can’t see themselves applying again or recommending a friend, or if this experience changed their mind on the company as a whole, then I would figure out why they felt that way so you can fix it. This could go back to issues around timeliness, feeling valued, the hiring manager being prepared, or just filling out the loop.
This feedback can help you make the right changes to fix these issues so you can continue to have great people applied to your company. The hiring process is a crucial part of your company success. An investing in manager and candidate surveys can give you the necessary insight. They’ll help you take the right steps to improve this process so you can hire the best people for your team.
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