In addition to the fact that the funnel displays the problem, it also indicates ways to solve it for the recruiter.
Recruitment funnel metrics include the number of applicants at each level and the conversion rate of each intermediate stage. These metrics vary for each company, industry, and specific vacancy and are set during the search for the right employee. However, deviations may occur that are discovered during the process.
Few responses to the vacancy
Possible reasons:
Using ineffective tools to find candidates.
The job description is not of high quality.
In such cases, it is necessary paytm database to review the search strategy: evaluate what tools and methods the recruiter uses. Study the demand for the vacancy and the availability of potential candidates on the market. Choose another resource for publication. Change the description of the vacancy, make it more attractive.
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There are responses, but everyone is eliminated after the interview.
Possible reasons:
incorrect job description and requirements, which leads to responses from a large number of unsuitable applicants;
The HR specialist does not have a clear idea of the desired candidate;
The HR specialist conducts poor quality interviews, which scares off potential candidates;
The job description is too high for the specific position.
In this case, you need to review the posting of the ad itself, clearly describe the vacancy and clearly state the selection criteria. Tighten the requirements and add testing. Listen to the recordings of telephone interviews, identify shortcomings and rewrite the scripts. Objectively assess whether the described requirements correspond to the expectations of candidates, study the offers of competing companies.
The manager thinks that each subsequent candidate will be better than the previous one.
Possible reasons:
the recruiter does not have a correct idea of who the manager is looking for and brings in unsuitable candidates;
the applicants are suitable, but the customer lacks the experience and skills to properly evaluate the candidate;
the manager does not understand what exactly he wants and copied the description of the vacancy and position from others;
excessive demands of the manager, for example, there may be no suitable candidates on the market, or the conditions offered by the company may be unattractive to potential applicants.
If one or more of these points describe your situation, it is important to further discuss his request with the manager, make sure that there are suitable specialists on the market, and interact more with management at all stages of the selection process.