Does burning a whole lot of cash when recruiting new people sound like a dream come true? Add some ghosting and a potential waste of time to the equation, and you’ve got yourself a recipe for disaster. So, to avoid mistakes and unwanted consequences, you could try measuring your efforts + results (thank you, recruitment metrics). One of the key metrics to track is hiring manager satisfaction.
And why will you want to learn more about this? Well, it can help you spot and solve any problems that occur during the recruitment process. Also, you’ll single out approaches that have worked perfectly for you. So, buckle up and get ready to learn how to measure hiring manager satisfaction and build up your strategy.
What is hiring manager satisfaction?
Whether you choose to source and hire new employees through a recruitment agency, an internal team of recruiters, or by setting up an employee referral program, you won’t get to enjoy the results fully unless you gather and assess them. So yes, it’s absolutely necessary to emphasize the importance of recruitment metrics.
Here’s a vital one – hiring manager satisfaction. Typically, tracking it involves a type of survey that enables managers to provide valuable feedback regarding the entire process and its outcomes. As a crucial part of the team in charge of the company’s growth, they offer the most meaningful insights. So, to look into multiple key elements that make or break a recruiting organization, Hiring Managers fill out a questionnaire. At this point, it’s essential to cover communication (and its timeliness), recruiters’ familiarity with the role, quality of candidates, and the overall opinion of each stage and procedure. Finally, managers usually look into the NPS for every recruiter.
How to measure hiring manager satisfaction?
Along with the quality of hire, hiring manager satisfaction metrics indicate a successful recruiting process. And the best way to take a deep dive into data, information, and valuable feedback is to conduct a survey. But before you do, keep this in mind:
- Help your managers understand just how significant their opinions, ideas, and suggestions are;
- Make it easy for them to share their feedback by creating surveys using Typeform or another similar tool;
- Put ongoing surveys to use and compare early recruitment performance against continued actions and results.
You can always rely on a hiring manager satisfaction survey template. However, there’s no one-size-fits-all solution. So it’s best to do a bit of research, find a sample that seems suitable, and use it as a guide while you modify it to match your unique requirements. You should include brief and precise questions about the tools and technologies used throughout the recruiting process. Another domain you must tap into is the quantity + quality of candidates. And finally, it’s necessary to assess the whole process, primarily the amount of time spent on looking for the right fit for the team.
Hiring Manager satisfaction survey – Three key ingredients
There are a few more key factors to take into account. So when checking out whether your hiring manager thinks that the recruiting process is satisfying and bound to drive excellent outcomes, be sure to lead them toward these crucial fields:
- The very beginning of the process and the job launch,
- The teams’ (or recruiter’s) efficiency and administration efforts that accompany sourcing, interviewing, and hiring,
- Extra initiatives like employee referral programs or external referrals.
Here’s another vital point to memorize and live, recruit & measure success by – the feedback must go both ways. When managers are annoyed or displeased with the processes, that’s usually proof that recruiters are struggling. So, be sure to hand them over a questionnaire as well. And finally, the candidates absolutely must have a say. Don’t skip their thoughts, opinions, and experiences.
Hiring Manager satisfaction survey template
Although there’s no single remedy nor a perfect solution that will nail each company’s precise hiring needs or unique expectations, some fields that need checking up when surveying a hiring manager are always the same. Have a glimpse of what a questionnaire should be like, and make sure to tailor it to match your very own goals, ideas, and necessities.
Step one: Job launch
- How apt was the recruiter to back the requisition and start the recruiting process?
- How would you rate the planning and effectiveness before the job launch?
- How well did the recruiter understand the job requirements and the team’s needs?
- Was the job description accurate, and did it cover all essential skills and background?
- Were the job postings aimed at the right crowd and properly distributed?
Step two: Candidate quality
- How pleased were you with the quality of candidates submitted by recruiters?
- How happy were you with the number of candidates in your pool?
- How satisfied were you with the evaluation and screening of candidates?
Step three: Administration and processes
- Was the recruiter communicating the way they were expected to?
- Was the recruiter capable of adjusting based on the candidates’ quality or volume?
- Were you happy with the tools that recruiters used throughout the recruiting process?
- How easy was it to schedule interviews and make decisions?
Step four: Special initiatives and programs
- Were you pleased with the way a recruiter has set up employee referral programs?
- Were you satisfied with the results those referrals have drawn?
- Did the recruiter use any events to expand their network and advertise the job opening?
Step five: New hire’s on-the-job performance
- How satisfied were you with the on-the-job performance of your new hires during their first six-month period with the company?
- Have you calculated the retention rates for the people hired this year?
- How satisfied are you with those rates (take your recent hires into account and focus on their first six months on the job)?
What makes a hiring manager satisfaction survey crucial?
Using Hiring Manager surveys to set a clear criterion of hiring manager satisfaction is the most effective way to come up with guidelines for future recruitment performance. They also help companies spot and overcome challenges when looking for new hires. Here’s a disclaimer: the survey responses are pretty subjective. But still, managers’ ideas and notions of the recruiting process are a crucial metric.
Hiring Manager satisfaction survey evaluates your processes & fixes mistakes
If you have an internal HR department, these surveys will help you understand whether they’ve been doing the good work or missing out on some significant elements that impact all processes & the company’s future recruiting success. And naturally, the HR department and a manager have to create a strong bond and build mutual trust. It’s up to them to facilitate (and refine) the process. And the Hiring Manager satisfaction survey will show the progress (or the lack of it). You will see which areas need to be improved and find out who your top performers are.
They secure the quality of job descriptions
A well-crafted job description can attract more (qualified) candidates to apply. And hiring managers understand precisely what the company is looking for in their candidates. Plus, they need to know lots about open roles, so it’s probably best to let them take charge of writing requirements and duties.
If you have an internal HR department, it will be their responsibility to review those job descriptions. They will look into the tone, consistency, and suitability for the role. Also, they should make sure it portrays the company’s vision and mission. So, to wrap it up, the quality of your job descriptions will influence the candidate experience and impact your end results – long-term.
They assess the quality of applications
Hiring managers are the best judges of the quality of the applications you receive. Ultimately, their insights cover every element of the recruitment process. And successful candidates will join their team upon accepting the job offer.
Some choose talent over experience. In an ideal scenario, the new hire should have both. Adding other skills and traits to the equation, and you’ve got yourself the real candidate persona.
All these factors should make their way into the recruitment process. And it should be directed by the hiring manager, who will determine whether it’s talent or experience that should be a top priority. If the quality of applications were lower than expected, a hiring manager satisfaction survey would show it.
Be sure to use Hiring Manager satisfaction surveys & boost your tactics with their help
The main recruitment metrics that showcase efficiency are usually the time to hire (and similar ones that indicate whether the process was successful + time-saving) and the cost of hire, which allows companies to take a peek into their expenses and come up with effective tactics. There are quite a few more buzzworthy ones, so be sure to check them out and plan your recruiting strategies accordingly.
However, the Hiring Manager satisfaction survey is also an indicator of success you simply have to grasp. It can help you catch sight of common slips and mistakes early and work out a remedy quickly. And it’ll also offer a brand-new insight into your team’s dynamics and capabilities. So, start tracking it and fine-tune your processes fast!
