When it comes to recruiting metrics in our industry, we want to make sure we are all speaking the same language and comparing “apples to apples.”
In today’s round-table session, our panelists talk through the formulas they use when they define their recruiting metrics. This session is part of our ongoing series around industry benchmarking.
Listen in on what our panelists have to say.
This event is part of the “Let’s Talk Recruiting” series where a panel of recruiting practitioners get together online and have a conversation on a variety of topics related to corporate recruiting.
Click to Play the Recording
Our Panelists…
| Name & LinkedIn Profile | Group | Title | Company |
We asked our attendees, “Do you keep track of a recruiting metric that you think most companies don’t? If so, what is it?”
Here are their answers:
Chat Messages from the Session…
10:09:20 >> From Kris Muth to All panelists : atapglobal.org
10:09:21 >> From William Uranga : Ate-global.org
10:09:40 >> From William Uranga : What Kris wrote…. 8~)
10:10:03 >> From Kris Muth to All panelists : https://atapglobal.org/atap-content/uploads/2020/06/ATAP-Source-Effectivness-Guidelines-White-Paper.pdf
10:10:15 >> From Kris Muth to All panelists : Source Effectiveness Guidelines (ATAP)
10:10:45 >> From William Uranga : There’s also a white paper on metrics, I believe…
10:12:44 >> From ryan rowe : My former colleague Rebecca Fouts helped write that white paper, she’s a GOAT sourcer, 100% trust that document
10:14:01 >> From Daniella McDonald : My last company didn’t really have direct competition so any data we had was more general against companies that did similar but not exact work.
10:15:09 >> From Christine Higgins : https://www.diversityreports.org/ can be a helpful place to start
10:15:22 >> From Kris Muth to All panelists : ATAP & CXR are great Talent Acquisition Orgs/Groups that allow you to collaborate with other companies that care about TA
10:15:36 >> From Kris Muth to All panelists : https://cxr.works/
10:15:57 >> From William Uranga : CareerXroads is, indeed, another great org to benchmark…
10:16:39 >> From Jonelle Wilson to All panelists : Being in the healthcare space, we are attempting to mirror our patient population as closely as possible because studies have shown that there are higher percentage of better patient outcomes
10:19:40 >> From Lance Boll to Sean Rehder(Direct Message) : I am dialed in, but think I am in mute mode. Can you please unmute my mobile number, 832-269-7732
10:20:10 >> From Sean Rehder to Lance Boll(Direct Message) : done
10:21:18 >> From Audrey Fong to All panelists : Do you have any examples of questions you use?
10:23:26 >> From Audrey Fong to All panelists : Yes, thank you!
10:24:12 >> From Christine Wisch to All panelists : thanks Sean!
10:24:14 >> From William Uranga : [email protected] for Candidate Experience Survey (questions)
10:24:54 >> From Christine Wisch to All panelists : thank you William
10:30:01 >> From William Uranga : When in Rome….
10:30:39 >> From Tracey Jerdine : I find it challenging to calculate cost per hire given all the employees that are part of the hiring and onboarding process?. what’s best practice in doing so?
10:31:28 >> From Alexandria Brown to All panelists : I always track 3rd party spend. It’s part of building out a People Team budget and it’s costly so I watch my spend like a hawk!
10:32:10 >> From Ryan Reeder : Agree Alexandria
10:33:59 >> From Daniella McDonald : I would get a report from finance with all recruiting spend. We had hiring managers who went on their own with agencies.
10:34:03 >> From Jan Zizzo : The TA COE that I am leading – all agencies and contracts have to come through me. We also add the invoices to Workday and only open up Workday to agencies we have approved.
10:35:32 >> From Sean Hanna to All panelists : +1 on all the direct TA costs to influence cost per hire, we also look at indirect costs too (like interviewer time per hour, based on avg hourly rates by function since we track all interview data in GH)
10:36:08 >> From Sean Hanna : +1 on all the direct TA costs to influence cost per hire, we also look at indirect costs too (like interviewer time per hour, based on avg hourly rates by function since we track all interview data in Greenhouse
10:37:02 >> From Jonelle Wilson to All panelists : Yes, I’m a big fan of ratios for reporting
10:37:12 >> From Jonelle Wilson to All panelists : that allows you to see where training needs to occur
10:38:07 >> From Jonelle Wilson to All panelists : i.e. if your recruiter is submitting 10 people and your manager is only wanting to move forward with 2, then there’s something not being revealed during the intake
10:38:52 >> From James Perduto to All panelists : William’s fan is mesmerizing 🙂
10:39:01 >> From Chris Rosenau : +1 Yvette on throughput analysis and expectations.
10:39:41 >> From William Uranga to James Perduto and all panelists : James…it is my ONLY fan that I have 8~) #punintended
10:40:25 >> From James Perduto to All panelists : you now have another fan!
10:40:41 >> From William Uranga to James Perduto and all panelists : #yourcheckisinthemail
10:40:53 >> From yanin fucile to All panelists : is days to hire a significant measurement?
10:43:09 >> From William Uranga : Days to hire can be a significant measurement…depends on factors of the function, industry, maturity of the organization…
10:44:11 >> From William Uranga : …but it depends on what you need to be concerned about/improve. Days to hire could be great (metric-wise) but Days to start could be terrible (too long)…
10:47:26 >> From Jonelle Wilson to All panelists : @William agree completely – you need to not only look at the time to fill and other recruiting metrics but also the onboarding metrics to see how those numbers are effecting recruiting
10:52:31 >> From Daniella McDonald : our ATS did have a report that showed us the top 10 companies we hired from. LinkedIn had some data related to that as well when an employee would change their profile to our company. or even where they went after our company.
10:55:02 >> From Daniella McDonald : you can also look at performance reviews and ratings.
10:56:18 >> From Lara Gartner : It was great to hear everyone’s approach. Great panel – thank you!
10:56:44 >> From Chris Rosenau : qoh: polling the hm at hire then at 6mos; asking if the candidate is ramping faster/same/slower than anticipated.
10:59:49 >> From Lisa Trujillo to All panelists : Great discussion, I have to jump off the line and jump into another call. Thank you everyone 😉
11:01:22 >> From Kris Muth to All panelists : don’t judge on commute too harshly. I live in Atlanta and have an hour & half commute but I’m happy to do it for my job
11:01:42 >> From Diane Mariuzza to All panelists : Thank you!
11:01:56 >> From Daniella McDonald : Thank you everyone! Great topic!
Some of the attendees…
| Name & LinkedIn Profile | Group | Title | Company |
