One of the biggest benefits of using technology like an ATS to assist in your volume hiring campaigns is that it allows you access to a lot of data. With a large amount of data comes the opportunity for a greater level of understanding.
In this case, we’re looking as assessing and understanding the quality of your candidates.
Candidate quality and the impact on high staff turnover
High turnover is inevitable in some industries, particularly lower-level retail jobs, hospitality, and facilities management. However, understanding the quality of your candidates can help you to improve staff retention from future recruitment campaigns. Before we get into the nitty gritty, let’s look at some statistics about staff retention and turnover.
As we covered in part one of our guide to high-volume hiring, this form of recruitment tends to be seasonal, focussing on busy periods such as Christmas or the summer holidays. Often, high-volume hiring is used as a means of recruiting temporary staff members, which can provide a great deal of resource for retrospective analysis.
Using reporting to understand quality of your hires
There are a range of metrics you can investigate in order to assess the quality of your recruits in previous high-volume hiring campaigns. Here are some of the things to look out for.
- Staff turnover and time in job
As we mentioned earlier, high-volume hiring provides a large set of data for you to analyse. These large data sets allow you to evaluate the success of your previous waves of volume hiring and one of the key metrics to look out for is staff turnover.
High-volume hiring is particularly prevalent in industries with typically high turnover, such as hospitality and retail. Within data from your hiring teams, you can investigate how many of your recruits fulfil their contracts (if temporary) and how long they stay within their roles.
- How many temporary hires stay on
A similar, but equally valuable, metric to analyse is how many of your new hires are eligible to continue working within their roles. We understand that due to budgeting, peak seasons, and other factors, each organisation will have set limits on how many temp recruits they can keep. However, it is worth keeping track or how many of these temps wish to stay on in their role and how many you would consider keeping in were the budgets and opportunities available.
- How many hires get promoted
Looking further into the long-term recruitment strategy, it is worth keeping tabs on employees recruited during high-volume hiring campaigns to see six months, a year, or two years on, how many of them are still with your organisation and how many have been promoted. It is worth considering if those who have been promoted share any particular work experience or qualities that may have come out during the application and interview stages.
- Assess 360 feedback from colleagues
Another great way to evaluate the quality of your hires is to look into 360 feedback from the colleagues and managers of your recruits in question. Alongside simple data available within your ATS’s and HR system’s reporting, 360 feedback is a hugely valuable tool in understanding the ROI of your high-volume hiring campaigns.
High-volume hiring campaigns are typically planned out a year or more in advance, especially for high turnover industries with predictable peak seasons. Therefore, this sort of retrospective analysis of 360 feedback can provide some incredibly valuable insight into the qualities of positive recruitment experiences in your organisation’s recent past.
Understanding and evaluating Big Data in high-volume hiring
Once this has been collected, you have the opportunity to further analyse to understand if there are any common denominators that may indicate the quality of recruits in future hiring campaigns. For example, if those who were promoted or received consistently strong 360 feedback from their peers share any similar qualities, levels of education or experience, and use these to fine tune and enhance your recruitment selection process in future campaigns.
What next for Big Data and high-volume recruitment?
While all of the above provide valuable insights, much of this processing will need to be done through exporting data and analysing on a more manual basis. The development of ATSs are looking further towards the integration of AI to analyse candidate’s CVs and interview notes alongside their performance in the first 18+ months in the role.
Using AI to automate this process will allow your ATS to find hidden qualities in future applications and potentially even contribute to gross negative disqualifiers (killer questions) to help optimise the quality of candidates who make it through to interview stages.
Now we’ve looked at assessing the quality of your recruits and hiring decisions, it’s time to move on to finetuning your processes for your next wave of high-volume hiring.