Job Advertising, Talent Acquisition

End-of-Year Hiring Checklist

Recruiters, as the new year dawns, it’s time to analyse what went well over the last 12 months, fight for budget and plan 2018’s recruiting spend. To help you dot your i’s and cross your T’s, we’ve developed a handy End-of-Year Hiring Checklist.

Hiring Checklist

Step #1: Analyse

Before you can plan for 2018, you have to know what worked in 2017 — and what didn’t.

Let’s start with a biggie: Did you hit your major hiring goals or did you come up short? Even if you don’t know or can’t remember what the original goals were (which we recommend keeping a record of), you can still analyse what you were able to achieve in the past 12 months and use that as your benchmark going into 2018.

OK, let’s just assume you came close or hit your overall goals. Now use data to your advantage. Did you pay for a recruiting solution that you got only one hire from? If so, bin it. Did another approach deliver you most of your candidates? Then increase your focus on that strategy.

Part of analysis should include identifying lingering pain points. For example, did you struggle with managing employee feedback during review cycles? Now’s the right time to check in with finance to make the case for budget for the tools you need to be successful next year. Below is our hiring checklist.

  1. Compare your plan vs. actual (quarterly and annually)
  2. Use data wisely
  3. Meet with finance to secure budget

Step #2: Marketing

Once you’ve analysed what worked well last year (and what didn’t), it’s time to put on your marketing cap and recruit like a marketer.

What are your biggest goals for next year and how are you going to accomplish them? Part of that should include considering the candidate demographics you’re looking to target and how you’re going to attract them.

For example, are Millennials at the top of your recruiting hierarchy for 2018? If so, consider scheduling meetups in bars or spots they frequent, join Snapchat to get your brand front and centre to recent grads, and rethink your university recruitment strategy.

Lastly, research new tools or ideas you’ll need to hit next year’s major goals. Need a new ATS or plan to host large university recruiting events? Get a game plan in motion now so you’re prepared for the coming 12 months.

  1. Define your diversity efforts
  2. Target candidate demographics
  3. Host meetups and networking events
  4. Rethink university recruitment
  5. Research new tools and ideas

Step #3: Refine

Now that you have a wealth of data and ideas, start thinking of ways your recruiting team can improve and refine its strategy for next year. Most dread this step, but it’s by far the most crucial.

To kick start this process, visit your Glassdoor company page, or sign up for a Free Employer Account, and see what candidates said about your interview, hiring and onboarding processes. Identify common themes.

Maybe interviewees were annoyed at how flustered your interviewers seemed or how disorganised your workspace was. Instead of bristling at the feedback, take constructive criticism to heart and let it lead to positive change. For example, you might re-think your game plan for how your team interviews. Strategise as a team to identify who will ask which types of questions in each interview to give candidates the best experience possible.

Make it a New Year’s Hiring Resolution to be upfront and transparent with candidates, rather than sugarcoat or over embellish job opportunities or your workplace. Lastly, make it a priority to invest in the tools or personnel you need to respond to each and every candidate in a timely manner.

  1. Ask behavioural interview questions to gauge cultural fit
  2. Have a pre-interview plan
  3. Be transparent with candidates, and set realistic expectations
  4. Respond to every candidate in a timely manner
  5. Ask yourself tough questions to spot holes in your application and interview processes

Related: How to Conduct Better Interviews

In summary, taking a good, hard look at what went well this year, what could have been better, and how your organisation stacks up in key areas is an exercise all recruiting organisations need to undertake — no matter their size. In the end, you’ll improve the candidate experience, make your recruiting team more efficient and hire the best possible people in 2018 and beyond.

To get started now, post a job on Glassdoor to reach the right candidates today.

For the latest research and data on today’s evolving HR landscape, read 60 HR & Recruiting Stats for 2018.

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