Recruitment Audit – Process – Search

Most of the current employees are aware of the internal job openings within the organization

We make a conscious effort to ensure that all employees know about the open positions in our company.

A conscious effort is made to look at internal movement as the first option before opening the requirement to external candidates

Our internal job application process makes it easy for the employees to apply

Employees are encouraged to move if it appears that they can do better in another job function

Our Recruitment/Sourcing team has the required expertise to effectively source candidates using Job Portals / Job Boards

Our Recruitment/Sourcing team has the required expertise to effectively source candidates using Linkedin.

Our Recruitment/Sourcing team has the required expertise to effectively source candidates from social media sites apart from Linkedin.

All our non-confidential positions are posted on our career website/page.

Proactive applications are invited from candidates for skills that we generally hire

All our non-confidential positions are posted on our career website/page

Our company Career Page/Website provides us with a steady stream of good quality candidates.

It is easy for the recruitment team to search and access applications from the career page.

The recruitment team reviews the applications from the career page on a priority basis.

We are happy with the quality of candidates coming through the career page.

We are happy with the number of candidates coming through the career page.

The recruitment team is adequately equipped with the relevant job portals/Job boards

We are happy with the quality of candidates sourced through Job Portals/Job Boards.

We are happy with the number of candidates sourced through Job Portals/Job Boards.

The recruitment team actively uses Job Boards / Job Portals to find candidates.

It is easy for employees to search for jobs they can apply to internally, within the company.

Our Recruitment/Sourcing team has the required expertise to create attractive job advertisements for Job Portals

Our Recruitment/Sourcing team has the required expertise to send mass-emails / bulk-emails to candidates from Job Portals

Our Recruitment/Sourcing team has the required expertise to send personalized emails to candidates from Job Portals

We have standard templates that the recruitment team can use to create effective Job descriptions for Job Portals.

We have standard templates that the recruitment team can use to create effective emails for candidates from Job Portals.

The recruitment team actively uses Linkedin to find candidates.

We are happy with the quality of candidates sourced through Linkedin.

We are happy with the number of candidates sourced through Linkedin.

The recruitment team actively uses social media channels apart from Linkedin to find candidates.

We are happy with the quality of candidates sourced through social media channels apart from Linkedin.

We are happy with the number of candidates sourced through social media channels apart from Linkedin.

Our Recruitment/Sourcing team has the required expertise to create attractive job posts for different social media platforms.

Our Recruitment/Sourcing team has the required expertise to write effective connection requests.

Our Recruitment/Sourcing team has a sizeable network of candidates relevant to company jobs.

Our Recruitment/Sourcing team members have accounts on all relevant social media sites.

We have standard templates that the recruitment team can use to send personalized connection requests to candidates on social media sites.

We have standard templates that the recruitment team can use to create effective Job posts on social media sites.

We have a robust and active employee referral program in place.

All our non-confidential requirements are opened for Employee Referrals.

We make a conscious and successful effort to ensure that the employees are aware of the employee referral policy and its benefits 

We have made it easy for employees to search and view the positions that are opened for employee referral.

We have made it easy for employees to refer candidates for positions opened for employee referral.

Our employees can easily check for the application status of their referral.

Our employees are promptly informed if their referred candidate has been offered.

Our employees are promptly informed if their referred candidate joins the company.

Payouts for employee referrals happen on time.

We have a clearly defined dispute resolution mechanism for employee referrals.

Our employees are motivated and excited to refer candidates.

We are happy with the quality of candidates referred by the employees.

We are happy with the number of candidates referred by the employees.

We are happy with the participation and contribution of employees in the employee referral program.

Most of our employees participate in the employee referral programs.

Candidates being referred by employees are processed with a sense of urgency.

The employees are satisfied with the speed of response on their referrals.

The employees are satisfied with the amount of referral fee and time of payout.

We are satisfied with the overall performance of our employee referral programs.

We have a structured process of vendor/recruitment agency empanelment.

All recruitment agencies/vendors are empaneled only after due diligence and process.

We have a structured and transparent process of vendor/recruitment agency performance review.

We have a periodic vendor/recruitment agency performance review.

We get good support from the vendors/recruitment agencies whenever we open a position to them.

We are happy with the number of candidates submitted by the vendors.

We are happy with the quality of candidates submitted by the vendors.

We are satisfied with the overall performance of our vendors.

We have a transparent and impartial method to resolve any disputes about candidate ownership with the recruitment agencies/vendors.

Payout of Vendor fees happens on time.

Our vendors are satisfied with the vendor fee structure.

Our vendors are satisfied with the time of the vendor fee payout.

We store all our job descriptions in a structured manner in an internal database.

We store all our candidates in a structured manner in an internal database.

It is easy to search for candidates existing in our database.

It is easy to view the candidate’s application history and related documents.

Users within the company have been assigned different rights to create/edit/view the candidate records.

The Internal database is amongst the first sourcing channel used for finding candidates.

The recruitment team searches the internal database for all requirements.

The utilization of the internal database by the recruitment team is high.

We are happy with the number of candidates sourced using the internal database.

We are happy with the quality of candidates sourced using the internal database.

We are satisfied with the overall utilization and performance of our internal database.

We make a conscious attempt to ensure that the records of the candidates are periodically updated.

We clean our candidate database on a regular basis.

Most of the candidate records in our database are recently updated.

We have a structured process to stay connected with the candidates in our internal database.

The recruiters/sourcers create a sourcing plan/search plan before starting the search.

The recruiters/sourcers spend time researching the requirement before they start finding candidates

The recruitment team is aware of the market realities in terms of the availability of the candidates for the respective positions.

The recruitment team is adept at running market mapping assignments to understand the candidate landscape.

We keep track and monitor the success rate of each sourcing channel.

We choose the sourcing channels for respective requirements based on data points.

We continually assess the effectiveness of our sourcing channels, identify improvement areas and implement solutions to improve the efficacy.

We have a system/platform to document the learnings from work done and make it available for the team to use it.

We have a structured training program to improve the capability of the sourcing/recruitment team in finding candidates.

How much time (in days) does the recruitment team generally take to submit the first set of candidates?

What percentage of candidates that you submit are liked by the hiring manager and called for an interview?

What percentage of your hiring happens using Job Portals?