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Human Resources: recruiting@monitor
Beyond cost-of-hire and time-to-fill, …
… as applicants know what is good.

Up to now companies were mostly dealing with the efficient handling of applications; we, on the other hand, want to place the applicant into the spotlight and see that person, first and foremost, as the customer. That is why we interview all of those involved in the process in a structured and direct manner based on the events that took place along the candidate / employee life cycles and thereby receive the answers to the central questions within the recruiting process.

Illustration: Survey concept along the candidate / employee life cycles: (Enlarge illustration)

We thereby deliver a one-stop, content-coordinated survey and reporting concept as well as the technical realisation. The recruiting@monitor gives the answers to the central questions being posed within the recruiting processes:
• Why do candidates send applications to our company?
• Did the applicants feel that they were well-treated by us?
• How well do we fulfil the expectations of the new employees?
• Why do employees leave us and what career paths do they prefer going?
• How good is the quality of our processes?
Benefit for the centralised and decentralised recruiting departments
• Full transparency with regard to process quality and motivation of the participants in all phases of the candidates / employee life cycles.
• Signals to the participants (candidates, staff, line managers) that their perceptions are being taken seriously (for example, knowing from experience, the response rates of the candidates are around 80%).
• Basis for the optimisation of different politically-motivated personnel measures in relation to …
  • Operative external and internal recruiting processes
  • Employer branding/the employer image
  • Personnel marketing/recruiting channels
  • Introduction of new employees
  • Binding employees to the company
  • Promotion and management of the internal competition between the decentralised recruiting units
   with a view to the quality and the effectiveness of politically-motivated personnel concepts and
   measures

Implementation:
Usually we implement the recruiting@monitor together with the specialist department whereby, after the content adjustment of the survey catalogue and the reporting concept, an integrated workflow solution is implemented that permanently collects data and reports as a type of “perpetuum mobile”.

The cooperation with your internal IT department is limited to the provision of an interface for the transfer of parameters and therefore is kept at a minimum.

 
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