Ever play the blame game? It’s popular with four year olds and office workers of all ages across the country. When mistakes happen and balls get dropped, people like to point their fingers away from themselves and at their co-workers to deflect blame and avoid consequences. This is unfortunate but common and can lead to a toxic work environment. Prior to the advent of recruiting software, when high-value candidates fell by the wayside, the blame game might be instigated to try and figure out who caused the loss.
But one of the great things about automating tasks is that we create digital breadcrumbs that allow us to clearly see the trail of who did what (or didn’t do what) and when. This can accomplish a couple of things. First, it can fuel future sessions of the blame game and make it clear who the culprit is when things go bad (that’s not what you want). But second, and more importantly, because of increased transparency, you should be able to improve efficiencies and separate the wheat from the chaff. See how recruiting software improves accountability and sidesteps the need to play the blame game:
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Accountability for Steps in the Process Within the hiring process, there are a variety of steps from those that are fully automated such as sorting resumes and those that are semi-automated such as moving someone into the screening or interviewing process and then those that are more manual such as making file notations that signal that a candidate has been green-lit to move to the next step and triggering emails. It’s important to remember that recruiting software is a tool that facilitates recruiting – not a mechanism that recruits for you. If you lose a high-value candidate, it’s easy enough to step into the process and trace where the mis-step occurred (if there was one) that cost you a candidate. Accountability can help you spot weaknesses in the process or in the type of candidates you’re targeting!
Accountability for Results Even if your recruiting software is being used properly, all steps were taken and no tangible mis-steps observed, results will still depend on the acumen of those involved in the hiring process. If you don’t have an apt job description, if the salary range isn’t appropriate for the skill level you’re targeting or the needs or personality of them team aren’t taken into account, a hire can fail, be a bad fit or cause productivity issues. What’s helpful is to use the metrics capabilities of your recruiting software to assess which recruiters have hires that stick, which teams have the most new employee satisfaction and where incongruences exist to determine opportunities for improvement through enhanced accountability.
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Accountability for Tangent Activity Even if your recruiting engine is a well-oiled machine and your recruiting software is a powerful tool being used by an adept hand, you can still lose candidates and have hiring mis-steps. There are a number of tangent activities that go alongside the new hire process that must be done well to keep candidates engaged and ensure you have the best hires. Onboarding and new hire training are both tangent activities that can be either motivators or roadblocks. Customized recruiting software metrics and tracking capabilities can help you analyze whether attrition was impacted by tangent activities that may need to held accountable and refined to improve hiring outcomes!
If your recruiting software isn’t robust enough to offer you the tracing and accountability metrics you need to keep your hiring process efficient and productive, perhaps it’s time to explore recruitment on the world’s #1 CRM with Jobscience Recruiting. Click here to learn more about the business edition and then try a free demo today!