How do you review and update your hiring policies and procedures regularly?

I have found that utilizing the 180° feedback feed-forward method is an effective approach. In many instances, top management may not be fully aware of how end users perceive company policies. I strongly believe in maintaining an equitable hiring policy that safeguards the rights of both employees and employers. To gain a comprehensive understanding of the effectiveness of our policies, it is essential to gather feedback from both the Recruiter/Hiring Manager and the Applicant/Employee. This feedback provides valuable insights on areas where our policies are efficient and areas that require improvement.

When I led HR at a nonprofit, we reviewed job descriptions and the org chart quarterly, meeting 1:1 with each department to understand their upcoming hiring needs and to update job descriptions for those roles whose scope had expanded or changed.

Regularly reviewing and updating hiring policies and procedures involves several key steps. Begin by establishing a schedule for periodic reviews, ensuring they align with organizational goals and industry standards. Solicit feedback from hiring managers, HR professionals, and legal advisors to identify areas for improvement or compliance updates. Stay abreast of relevant legal changes, diversity and inclusion best practices, and technological advancements impacting hiring processes. Additionally, analyze data from past hires to identify trends and areas needing adjustment.

To effectively review and update your hiring policies and procedures regularly, start by defining the scope and frequency of your reviews. This process involves assessing how often you should revisit your policies and what aspects of your hiring process need evaluation. Consider the following factors: Industry Standards; Company Growth; Employee Feedback; Legal Changes; and Performance Metrics. Once you've identified the scope and frequency, you can establish a clear schedule for reviewing your hiring policies and procedures.

Unlocking Success: The Power of Regularly Updating Hiring Policies! ? In a dynamic job market, staying ahead means reevaluating hiring policies. ?? Regular reviews ensure inclusivity, compliance, and efficiency. Whether it's embracing remote work or enhancing diversity initiatives, adaptability is key! ???? Embrace change, foster growth. How do YOU keep your hiring strategies sharp? ?? #HiringSuccess #InnovateHR

Data and feedback are key. I suggest creating a pulse survey that automatically goes out to every new hire after the first 2 weeks and after the first 60-90 days. The new hire should have clarity on expectations and if everyone involved in the onboarding process has effectively done their job then they will be fully integrated into the mission, vision, values, and how they will make an impact. I always advise to have multiple touch points throughout the first 90 days to ensure that things that the new hire has the information necessary but does not feel overwhelmed. I also always recommend a recap meeting with everyone involved in the hiring process to make improvements and review the data immediately after the 90 day mark.

Survey employees, but do it annonymously! You can use tools like Google Forms or Survey Monkey to make this effortless and cost effective. Ask your employees and cross-functional teams about their hiring policies and focuses as a team.

Past datapoints and feedback received are important sources for review and future planning. It also highlights the effectiveness and robustness of hiring practices. I suggest pulse check at 30-60-90 days period to check if candidate has settled in the organsiation, is working towards his role expectations, is getting proper feedback/support and not lost in transactions only. This way we can capture 360 degree feedback of entire Hiring and onboarding process which is specific, data oriented and can be reviewed on regular intervals and relevant improvement areas can be shared with all stakeholders like HM, recruiter, employee, onboarding/HR team.

Good policies are built on data, not assumptions. Be specific in gathering feedback. Talk to your hiring managers, team leaders, and—here’s a big one—the candidates themselves. They have insights that can help you fine-tune your approach. We regularly survey both our internal teams and external candidates. A key insight we discovered through this process was the importance of transparency in salary discussions, particularly for LATAM candidates. This led us to refine our communication strategy, ensuring clarity from the start.

When analyzing feedback, ensure that you are looking at this without bias. I recommend having MULTIPLE people review the feedback so you have multiple POVs. And don't forget to get your recruiting team and hiring managers assessment.

Here's what my team and I like to do when it comes to analyzing the data and feedback! - Conduct comprehensive exit interviews to gather feedback from departing employees about any weaknesses in your hiring processes, uncovering insights into their experiences and expectations. - Regularly review the time it takes to fill open positions, identifying and addressing bottlenecks or delays in the hiring process to enhance efficiency and prevent the loss of top talent to competitors.

Analysis of data is clearly most important step. Data can be pitched against old benchmarks and note the time to hire, S/L to interview and Interview to selection ratio, commons reason of delay that need urgent attention, hiring pool limitation, cost factors. SWOT analysis can also help and taking inputs from stakeholders is also important.

As a disruptor in the recruiting and staffing industry, I can't stress enough the importance of being proactive in analyzing hiring data and feedback. It's not just about filling positions, it's about finding the right cultural fit for exponential company growth. By using tools like SWOT analysis, we can uncover not just the 'what' but the 'why' behind our hiring successes and challenges. This insight is invaluable in tweaking our processes to be more efficient and results-driven.

Analyzing data isn’t just about reviewing numbers—it’s about finding actionable insights. Pro tip: Segment your feedback. Break it down by role, region, and source. This gives you a clearer picture of where specific improvements need to be made. In our analysis, we found that while candidates from different regions shared some common concerns, there were unique preferences that varied by location. This level of detail enabled us to tailor our approach for better results across the board.

I am a firm believer in learning from experiences and incorporating those lessons into our policies. Recently, I introduced a new leave policy that addresses situations where an employee takes more than five leaves in a single month. In such cases, we have decided not to provide salary for the Saturday-Sunday period. While we typically offer a salary for these days, our company operates on a five-day workweek. Through careful analysis, we recognized that when an employee takes an extended leave, it often leads to an unsatisfactory Return on Investment (ROI) for our business due to the nature of our operations. Therefore, this policy adjustment aims to align our resources and productivity more effectively.

Now it's time to take action! Remember that it does not have to be perfect. By the time it's "perfect", your hiring goals/needs have already changed and it's out of date!

Speed is crucial when implementing changes. Once you’ve identified a need for improvement, act on it swiftly, focusing on high-impact changes first. When we streamlined our interview process based on feedback, we immediately saw an increase in offer acceptance rates. Instead of waiting for prolonged analysis, we implemented changes that were quick, effective, and aligned with our long-term strategy.

While implementing change, firstly all stakeholders must be in sync as their support is vital for successful implementation. Important inputs received from stakeholders should be considered and changes communicated clearly to relevant parties like recruiters, candidates, HR, employee, HM and outside vendors. If any training is required, it should also be done for awareness and transparency.

Once implemented, how did the new changes go? What's the feedback now? Can you iterate and fine tune the changes? Remember that this process is ongoing rather than one-time!

Here are a few ways I like to monitor and evaluate hiring policies and procedures: - Regular Audits/Reviews: Conduct periodic audits to assess the implementation and adherence to hiring policies and procedures. Use standardized checklists and performance metrics to identify any gaps or issues. - Candidate Feedback/Surveys: Gather feedback from job applicants regarding their experiences with your hiring process. This can help identify areas for improvement and ensure a positive candidate experience. - Key Performance Indicators (KPIs): Define and track relevant KPIs such as time-to-fill, cost-per-hire, and the quality of hires. These metrics can provide insights into the effectiveness of your hiring policies and procedures.

After implementation, monitor the impact. Set metrics like offer acceptance rates, time-to-hire, and retention to see if the changes have made a positive difference. Use data-driven KPIs to track success. For instance, we track how candidates progress within the first 90 days of their role to gauge how well our hiring process aligns with job performance and satisfaction.

Monitor all changes proposed and review on regular basis with end users. Present updates with stakeholders and prepare checklists.

Each time you start and finish the hiring process for a role is an opportunity to connect with the hiring manager and determine what you could do better. Add all of these micro-interactions up over the course of the year and you can dramatically improve your hiring process. However, these collaborative planning sessions can also be rife with recency bias. So, I'd suggest instituting a quarterly rhythm in which your talent acquisition team (and perhaps a group of hiring managers) run a SWOT analysis on the hiring process. Each team member should come to the meeting with their list. Put it all on the whiteboard and determine how you're going to address each item (with a simple to-do or a full-scale project.)

Beyond the basics, a few additional tips can help elevate your hiring strategy: Leverage AI: Use AI for initial screening, but balance it with a human touch, especially during the final stages. Stay active in the LinkedIn community: This gives you access to real-time trends, discussions, and feedback from industry peers. Localize your approach: Remote hiring requires different strategies in different regions. Tailor your policies to the local context while maintaining your company’s core values.

At my previous company, we recognized the importance of regularly reviewing our hiring policies and procedures to stay competitive and maintain a diverse and talented workforce. We conducted quarterly reviews that encompassed various aspects of our hiring process. During these reviews, we engaged employees at all levels, from recruiters to hiring managers, to gather valuable insights.This experience taught us the importance of regular reviews and the impact they can have on the efficiency and inclusivity of our hiring practices. It's a testament to the value of continuous improvement in the hiring process.