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Recruiting for new candidates is a critical function for finding the right people for the right openings. Is your recruiting process supported by a successful plan? How do you know what’s working or not working? And how do you fix the misalignment between the workforce needs of a business versus how recruiters are measured and incentivized?  We invited Beth McCart, Associate Director of Recruiting at Ramsey Solutions, to join one of our podcast episodes to answer those questions and more. Let’s first start with finding out more about Ramsey Solutions.

What is Ramsey Solutions?

According to Ramsey Solutions’ LinkedIn profile:

Ramsey Solutions provides biblically based, commonsense education and empowerment that give HOPE to everyone in every walk of life. New York Times best-selling author Dave Ramsey created the company in 1992 as a means to provide financial counseling and education. Ramsey Solutions has since grown to more than 1000 team members.

Ramsey Solutions measures its success by the number of lives changed through our message. “The Ramsey Show” is heard by more than 20 million listeners each week on over 600 radio stations and digital platforms. More than 5 million people have been through Financial Peace University, and over 1 million people have attended Live Events across the county. Foundations in Personal Finance, a high school and college curriculum, is offered in more than 10,000 schools and educational institutions.

Ramsey Solutions also offers speakers and personalities that cover a variety of topics. Rachel Cruze, Ken Coleman, Dr. John Delony, George Kamel, Kristina Ellis, Eddie Cullen, & Courtney Dyksterhouse have spoken to thousands of people across the country and worked with many media outlets.

Who is Beth McCart?

I had a great chat with Beth McCart on our podcast. Here’s more information based on her LinkedIn profile:

Experienced Talent Acquisition Professional with a demonstrated history of working in tech start-ups to large enterprise companies for every tech position imaginable. Not a check-the-box recruiter. If you want someone to “geek out” with you, I’m your girl.

Now, let’s dig into the topic of the podcast, Why Companies Need A More Thoughtful Recruiting Process. 

What Does A Thoughtful Recruiting Process Mean?

A thoughtful recruiting process means very simply that your team has a plan, you know what the organization values, and the values are represented in that plan. As an HR leader, it’s key to understand your company’s values, mission, and vision, and ensure they are integrated into your interview process to hire the best people that fit.

What Does A Plan Look Like?

The first thing to do is look at your current process. Determine what’s working and what’s not working or is confusing. Conduct a survey with the hiring team to find out what they think about the process. Then get candidate feedback both from those you’ve hired and not hired to find out what they thought about the interview process. HR leaders should gather information before moving forward with executing a plan.

How Do You Determine What Is/Is Not Working?

We look at data. For example, we look at how far into an interview process someone gets to before we tell them no. Then we determine how can we get to a no or yes faster. We also look at turnover rates and information received in exit surveys to determine if turnover could have been avoided. For example, if we had implemented a system or process within the interview itself, would this person have opted out of the interview process after knowing about what we do here and how we operate. That way the candidate can make the best decision for themselves on whether to take the job or not.

How Do You Track Avoidable Turnover?

Exit interviews are a great way to gather information. When people tell you in an exit interview why they are leaving, there could be more to the story and they are worried about telling an actual person. I recommend conducting in-person exit interviews and exit surveys. Then look for common denominators. Figure out if there are any patterns you’re seeing. Then, build in steps into the interview process where we can avoid turnover up front rather than going through the process of relocating, onboarding, changing family dynamics, etc. to take a job that if we knew ahead of time, they wouldn’t have taken the job in the first place. 

How Can Companies Handle Issues Of Misalignment Between Needs Of Business vs How Recruiters Are Measured?

Many companies do have issues with misalignment between requirements and needs of the business versus how recruiters are measured and incentivised. Remember that facts are your friends. Use your data to share the story. The cost of someone that doesn’t work out is high. Finding someone to replace turnover is very expensive. If you make the wrong hire, it will cost you more in the long run. So share data with storytelling. It’s powerfully compelling.

Discover More

There’s much more we cover in the podcast, such as:

  • Is tracking what it costs when a hire doesn’t work out the same as tracking the quality of hire?
  • What are ways to interview people in alignment with your company’s mission, vision, and values?
  • What are the right metrics to use to determine the best person that fits the role?
  • How long does it take to build a thoughtful recruiting process?
  • And more!

Listen to the whole podcast here: Why Companies Need A More Thoughtful Recruiting Process. Enjoy!