Assessing the Feedback on Your Recruitment Ads
Immediately after the ad is posted, you enter the phase of assessing feedback. As an employment manager, you need to design assessment forms for yourself and check if ad distribution, notification messages and résumés are received from anyone.
You need “feedback forms” to check the feedback on the ad. In fact, the employment manager assesses whether the ad formulated by him/her has been suitable or it needs to be revised.
Overall, gather some statistical information from every network you have used to post your ad, rate the suitable hiring networks and create an assessment table for yourself.
To rate the corresponding notification channel, go through the optimum path for next ads, and spend less time, the employment manager must have all kinds of work agreements, including a list of places where the ad has been distributed whether physically or online.
For example, you have posted the recruitment ad in an academy or on a board in a university or you have handed it out among students, etc. In your report, list every method you have used.
Record somewhere all the accounts you have created in different online channels for online distribution of your ad so they can be operational and you don’t have to look for the info of these accounts the next time you pay them a visit to post other ads.
In Excel or any other software, create a spreadsheet table of people or networks with better feedback for you.
Through that, you will be able to know if you have been able to find more suitable individuals -whether professionals or general workers.
For instance, on a scale of 1 to 10, you give a score of 10 to a website, and you give a score of 8 to a journal. Therefore, later on, cost and time will be saved in the hiring process because you have already spent money and advertised in all of these items so your job title would be noticed in the list of jobs.
Identify effective channels for posting ads, do follow-ups and don’t waste your time and money.