As individuals, the status of our overall day-to-day personal health is mostly off our radar screen. As people often say, it’s 1 or 0…we’re healthy or we’re not.

The same can be said of a company’s ‘hiring’ health. Business activities, like life, simply go on unless there is significant upheaval. When problems do arise in who and why we hired someone, we commonly default to blaming the person we hired for not being smart enough, or not being hungry enough or not doing what they promised they were going to do.

Yet, at the end of the day, it’s our actions (from defining the job function, to scanning the market, to targeting certain candidates, to interviewing selected individuals, to short-listing and testing for certain skills, to deciding on and negotiating the ‘chosen one’, to onboarding the new employee and to watching them leave in a funk) that defines our company’s health.

Recognizing that our body is the greatest instrument we will ever own, we need to continually tune it and sustain it so as not to end up a ‘couch potato’ with no muscle tone and low energy.

So, too, is it important to be objective and critical about how and why we hire.

Perhaps, then, it may be time for a check-up.

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Brightlights has created a series of questions that cuts to the heart of the recruiting and hiring process for top organizations. This will provide you with a clear idea of how you’re doing relative to some of the ‘best-in-class’ organizations that we’ve worked with in our 25 years of recruiting experience.

Here is a snippet of the 50 Point Recruiting Health Checklist we designed.

How have you described your positions? 

  • Have you separated out “must have” vs. “nice-to-have” skills?
  • Are your descriptions clear and concise so outsiders understand the exact nature of the role.
  • Have you corroborated what the salary should be?

 How do you structure your Internal Referral Program? 

  • Do you have an internal referral program?
  • Is the referral paid out immediately on the employee starting?
  • Do you have a way of celebrating successful referrals?
  • Is the referral fee sufficient that it would cause someone to really dig for a candidate?
  • Do you fast track referrals through the recruiting process?

What is your relationship like with recruiters? 

  • Do you have established relationships with a select number of recruiters?
  • Do you allow recruiters to sit in on interviews?
  • Do you provide feedback within 48 hours?
  • Do you have a reasonable but constant feedback loop in your interactions with your recruiters?

Do you keep track of your hiring metrics? 

  • Number of hires and fall-offs
  • Time to hire
  • Source of hire
  • Retention rate
  • Quality of hire
  • Cost per hire
  • Manager’s satisfaction

If any of these stood out to you as areas that are wanting, it may be long overdue for a check-up. Download Brightlights’ 50 Point Recruiting Health Checklist and take your temperature against your peers. Remember, an ounce of prevention is worth a pound of cure!