Five steps to effective recruitment controlling

Analyse your starting point

Take a close look at the current state of your recruitment process: What’s working well? Where do you see room for improvement? How satisfied are your managers with the existing application process? In which areas of your company do you receive many applications – and more importantly: where do you attract the right ones? Create a detailed plan that outlines both the current situation and the desired future state of your recruiting.

Set a smart goal

If you want to succeed, you need a solid strategy and clear objectives. Set yourself a realistic goal that you want to reach within a specific time frame. The more precisely you can define what you want to achieve for your company, the better. It’s also helpful to set interim goals – small milestones will boost motivation for you and your team.

Review your KPIs and reports

Take a close look at your existing recruitment system: Are there insights you can already draw from available reports? Which of your key performance indicators (KPIs) can support a meaningful analysis? Keep in mind that certain KPIs are interdependent and should be evaluated in combination. Also: not every KPI is relevant for your current goal. Be sure to prioritise your analysis based on what is most relevant and up to date.

Define your KPIs and reporting approach

Once you’ve decided which KPIs and reports to monitor, it’s a good idea to inform all stakeholders involved. This creates a sense of commitment and ownership within the team. From there, consistency and accuracy are key: data is sensitive and constantly changing. Make sure you use the same data collection methods each time to avoid errors or inconsistencies. Ideally, your data should be reviewed several times per year.

Set clear milestones

Completed your first round of analysis? Great! To establish a sustainable analytics routine, you should immediately schedule future review dates. Add them to your calendar and inform your team in advance. It’s also worthwhile to regularly discuss key findings, progress, and areas for improvement with your team. This way, everyone stays aligned and understands what has already changed – and what still needs adjustment. A strong foundation for successful recruiting analytics!