Quarsh Blog

Sorting Out In-House Recruitment | Part 2

In the first part of our Sorting Out In-House Recruitment blog, we talked about the theory of what needs to be done to improve internal recruitment. This blog looks at more of the detail. You’ll need to set aside a couple of weeks for the audit and analysis piece. Our new recruitment audit tool will help you break your audit into the key parts of the recruitment cycle:

  • Resourcing strategies
  • Attraction and sourcing methods
  • Candidate assessment and selection
  • Offers and on-boarding
  • Data management and measurement.


Break down each area into subsections; you’ll need to look at every part of the candidate and hiring manager experience, including documentation used at every step.

Next, talk to as many stakeholders as you can. A good cross section includes people who get great results and people who don’t. You can use surveys as a quick and easy way of reaching lots of people, but conversations are better and will yield richer data.

Analyse what you’ve found out. Compare your results against industry norms, which you can find by networking amongst your peers (or by asking us!). It’s not necessary to hit best practice in every area, and remember the law of diminishing returns when you’re looking at making improvements.

Build your new recruitment workflow and test it. It’s probably sensible to build flexibility into your final model, as some hiring managers will want to get more involved than others, and some will need more support with things like interview competency frameworks. Do remember, though, that bringing some consistency into your workflow will help with the most crucial part, which is continuous improvement.

Rolling out your new workflow relies on really good communication. We’ve found through bitter experience that a new initiative from HQ, however fantastic it might be, can be forcibly ignored by the ground team if they haven’t been properly informed and engaged. As with all change programmes, everyone needs to feel and see the benefit from the beginning. Roadshows, roundtable discussions, demonstrations and Q&As all work well and have the added benefit of stress testing the final workflow so that it can be adjusted according to location, while still retaining commonality of reporting.

Finally, look to continuous improvement. Use your analytics from your new or improved Application Tracking System to spot bottlenecks in the workflow and identify which hiring teams might need more support. These are easily spotted and dealt with, so do it quickly and you’ll avoid the dreaded workaround.

Getting your recruitment environment working like a well-oiled machine, however large or small your business, is within every company’s grasp, and it needn’t cost any more than a few weeks of your time and the commitment of those around you to making things happen.

If you know you need to do things differently but you don’t have the time or the skills to look at this in-house, it is worth calling us. Because we’ve got the tools and the experience, we can get your recruitment systems and workflows analysed, assessed and revitalised in a couple of months, and we can provide the people to execute for the first few months while the new systems are implemented and tweaked. Over the years, our most impactful and useful projects have ended when a company brings their recruitment back in-house.

We’ve done all of the hard work and handed over a system that works beautifully, complete with a recruitment team and everything they could need to carry on making things better.

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