Before investing in new software or completely overhauling your hiring strategy, it\u2019s important to diagnose the current process and pinpoint exactly where your pipeline is losing candidates \u2014 and money. Use this step-by-step checklist as a quick recruitment health check.<\/p>\n
Go through each item and check the ones that reflect your company\u2019s current situation. If you check three or more items, your hiring process likely needs an urgent audit and optimization.<\/p>\n
[ ] Time to Fill is too long.<\/strong> The time from opening a vacancy to accepting an offer for a standard non-executive role exceeds 45 days. <\/p>","protected":false},"excerpt":{"rendered":" Before investing in new software or completely overhauling your hiring strategy, it\u2019s important to diagnose the current process and pinpoint exactly where your pipeline is losing candidates \u2014 and money. Use this step-by-step checklist as a quick recruitment health check. Go through each item and check the ones that reflect your company\u2019s current situation. If […]<\/p>\n","protected":false},"author":3,"featured_media":0,"parent":0,"comment_status":"closed","ping_status":"closed","template":"","meta":[],"doc_category":[43],"doc_tag":[],"yoast_head":"\n
\n[ ] Low Offer Acceptance Rate.<\/strong> The percentage of candidates accepting your offers has dropped below 75%.
\n[ ] Low quality of inbound applicants.<\/strong> Fewer than 25% of candidates who apply directly to your job openings meet the minimum requirements for the role.
\n[ ] High Candidate Dropout Rate.<\/strong> The company loses more than 40% of relevant candidates between the initial screening and the technical interview.
\n[ ] Subjective candidate evaluation (no scorecards).<\/strong> The company does not use a standardized, structured scorecard, and hiring decisions are based primarily on the hiring manager\u2019s subjective impression.
\n[ ] No end-to-end Source of Hire analytics.<\/strong> You cannot clearly identify which source (Work.ua, robota.ua, LinkedIn, Telegram, or employee referrals) brings in the most relevant candidates who go on to become long-term employees.
\n[ ] Outdated and overly conventional job descriptions.<\/strong> Your job descriptions have not been updated for more than a year and still follow outdated templates without taking a P2P approach into account.
\n[ ] Feedback SLA is not being met.<\/strong> Candidates go more than five business days without receiving any response or status update, even an interim one.
\n[ ] No systematic analysis of rejection reasons.<\/strong> The company does not systematically collect and analyze why candidates decline offers or drop out of the hiring process on their own.<\/p>\n\u00a9 PersiaHR When republishing materials, a link to the PersiaHR<\/a> website is required.<\/h6>\n