Between the new applicant tracking system you’ve purchased to augment the best facets of your recruitment department and the sourcing platform that has brought you some of the best talent you’ve seen in years, you can’t help but think there’s still something missing. Can you think of what that might be? You guessed it, your recruiters. The team consists of some pretty talented individuals, skilled in the art of human interaction, but at the end of the day the numbers still just don’t match up. Luckily, there’s a tool – wait, scratch that, there’s a measurable solution – for that.
Use these 3 metrics to assess your recruitment team’s success:
Quality vs. Quantity. Over and over this phrase populates the effervescent internet, and yet no matter how much we talk about it there’s always that hint of doubt in the manually calculated recruiting metrics. Your team members might attract 15 candidates a month, but how many of those recruiters actually find a candidate to hire? That’s the real question, the real metric, behind recruiter quality and quantity. While you do want a number of candidates to apply for positions, you want those candidates to also be qualified. Teela Jackson, Vice President of Talent Delivery at Talent Connections, said:
“The money shot of the recruiting profession is the recruiter’s instinct and ability to quickly assess talent. That is diminished when they are force fed requisitions and forced to dump resumes on hiring managers in mass. It’s not about how many keystrokes they have in the system beyond what’s required. It’s about talent, the very best talent.”
Did your recruiters drive the job home? They may have had the applications, the resumes and the interviews to back up their efforts, but the true test comes to placing these qualified candidates before a talent competitor snags them up. How well your team knows the organization and the company benefits, perks and especially the culture have a heavy hand in candidate decisions. They are, in a sense, selling a product. The product just so happens to be an open position.
Does your candidate pool want a new job, or does your candidate pool want a new job that offers the chance to use innovative technology and make a difference in a culture of creative thinkers… after spending some time in an on-campus exercise center?
See, it’s all in how you sell it.
Think about this: Almost 9 in 10 candidates say that a good interview experience can change their minds about an open position or organization they originally had doubts about. That interview experience could entail anything from polite behavior or informative details that embody what it’s really like to work at your company. If the interview is a turning point for candidates’ notions about what your company has to offer, don’t pass up the chance to pitch your company instead of making the interview solely focused on the candidate.
Tweet This: Almost 9 in 10 candidates say that a good interview experience can change their minds about an organization.
“Not only does a lengthy recruitment process equate to more money spent, it may also have a wider impact on the rest of your business – just think about the knock on effect of a skills shortage in one of your departments.” – Holly Watson, Senior Copywriter at the WR Group
An employee who moves on leaves a gaping hole in your organization’s team, so it’s your recruiters’ responsibility to fill that position with the right person in the right amount of time. More often than not (probably all the time), that ideal timeframe is something around zero time-to-hire. But unfortunately, we can’t simply poof the perfect employee into the role. We can, however, decrease that amount of time by finding the individual time-to-hire for each role and each recruiter. This helps outline their efficiency so you can give struggling recruiters (or those that are just below standard) pointers or extra training to help get one step closer to placing the best candidate into the job.
While we may not have magic fairy dust, we do have the tools to help you and your team become more proficient and efficient in their positions as recruiters. By using the Nexxt job board distribution platform you can thoughtfully and accurately measure the quality of your recruitment messaging by analyzing applicant and candidate demographic data. It’s more than just numbers, it’s meaningful data with insights you didn’t know mattered to help turn the right applicants into quality candidates.
Nexxt is a recruitment media company that uses today’s most effective marketing tactics to reach the full spectrum of talent – from active to passive, and everything in between. Learn more about hiring with Nexxt.