Lifestagerecruitment
Best Practices in recruitment
A powerful recruitment strategy goes beyond the job fair.
Organizations need to use varied recruitment strategies to reach the strongest candidates. Best practices include strategically seeking referrals, effectively using social media, and creating pipeline programs for high-quality, diverse staff.
Need more help with designing best practices in recruitment? Partner with us.implement & monitor
Step
1
Track Recruitment Progress
Monitoring and evaluating recruitment data is integral to strategic planning, goal setting, and identifying cost-effective sourcing. At a minimum, a recruitment tracker must include the total numbers of openings, candidates, and positions filled. Ideally, however, organizations track more sophisticated metrics, such as candidate sources, demographics, candidate quality, and feedback. Together, this information enables a comprehensive analysis of sourcing effectiveness, selectivity rate, matriculation, and potential diversity disparities.
RESOURCES
DEIA Callout
Collect voluntary information on candidate age, gender identity, race, and ethnicity to your recruitment tracker for later analysis of the candidate diversity by source and recruitment funnel.
implement & monitor
Step
2
Schedule Equity Pauses
To continually advance equity and inclusion, dedicate time mid-process to challenge your team to reflect deeply about current practices, share what each person has learned, realign to the organization’s fundamental goals, and identify what can be done better.
RESOURCES
DEIA Callout
Regularly acknowledging and disclosing your own biases among the recruitment and selection team can prevent inequities in your sourcing pipeline and ensure that you are effectively reaching and attracting diverse applicants.
implement & monitor
Step
3
Assess Success Metrics
Assessing whether the current recruiting process is effective and how it can be further improved should happen continuously. By reviewing data from applicant sources and monitoring whether candidates and new hires are meeting expectations, an organization can invoke necessary changes at key points in the process rather than waiting until the next recruitment cycle.
DEIA Callout
Evaluate not only the diversity of applicants by source, but also of candidates invited to interview. Demographic discrepancies between these steps may signal underlying biases in your recruitment process that warrant immediate attention.
EdFuel can design recruitment systems and processes for you.