We all remember the thrill of Bradley Wiggins becoming the first British cyclist to win the Tour de France back in 2012; and who wasn’t transfixed on the latest winning performance of Chris Froome for Team Sky at last year’s competition? But back in 2010, when Dave Brailsford was appointed the new General Manager and Performance Director for Team Sky, getting a Briton in 1st place position on the podium must have seemed a momentous task.
But he did it with the concept of the “aggregation of marginal gains”. Brailsford believed that if you improve every area related (in this case to cycling) by just 1% those small gains add up to a big improvement in performance.
So what’s that got to do with recruitment? Well, making tweaks to each of the core areas in your business – consultants, candidates, clients, operations and marketing means you too can achieve great things in terms of performance. But the key is not just to make changes, but being able to clearly identify what really needs to be done and monitor and measure the impact as you go along.
So here’s the first of 5 ways you can “make like Brailsford” and enhance your teams’ results:
1. Quantify the candidate experience
Improving the candidate experience is not just limited to in-house recruitment. Candidates are your lifeblood and good ones are hard to come by. So when you’ve got them – treat them like a customer – not a commodity. Right from first enquiry through to placement there are measures you can take to give your candidates a great experience – and they’ll become your biggest followers.
Set relevant service level standards for each stage of their journey:
Categorise and grade your candidates – active, passive, A, B or C so you can can target and engage with candidates appropriately, and determine suitable content and regularity of candidate communication appropriately.
Draft a detailed brief for each vacancy – the role itself, the organisation, culture, expectations etc. The more rounded the picture – the better your chances of attracting and sourcing the best candidates.
Analyse and identify the most effective sourcing channel and types of ads that really produce results – then replicate them.
Continue to monitor the effectiveness of each channel over time – so you can switch where necessary to maintain those results.
Get back to your candidates when you say you will. Set metrics for managing their expectations properly – and stick to them.
Set timescales for a feedback survey follow up– on your service as well as how the job matches their expectations. Analyse the results, identify opportunities for improvement, then implement and continue to monitor.