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
|Name & LinkedIn Profile||Group||Title||Company|
|Lance Boll||TA Leaders||Senior Director of Talent Acquisition||J.B. Poindexter & Co.|
|Ryan Reeder||TA Leaders||Director Talent Acquisition||Sorenson Communications|
|Sean Hanna||TA Leaders||Head of Talent Acquisition Operations||Collibra|
|William Uranga||TA Leaders||Director of Talent Acquisition||Spokeo|
|Yvette Kamperin||Recruiting SFBA||VP, Talent Acquisition||Scout RFP|
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:
- # of employee referral hires
- cost per hire
- Cost per hire
- depending on how the search is going, track the number of candidates/resumes rejected by hiring manager and reasons why
- Hiring Manager pass-through rate = strong recruiter-HM alignment.
- how many candidates send you a follow up thank you after being hired
- I can't think of anything
- I don't believe I use anything different
- I don't know what we track that others aren't already tracking. Interested to hear from the panel on this one.
- I rely on other orgs to help define my metric tracking so I don't think I have anything unique here
- I think I keep track of the same ones more TA leaders do.
- Intern conversion
- interview feedback completed
- No just very basic
- Not sure how folks are doing this but diversity metrics
- Not that I can think of, but will be joining to learn more.
- not yet
- Offer acceptance rate
- Offer declines reason?
- Passthrough Rates
- Percentage staffed in a monthly basis
- Phone Screen to offer number of days.
- Quality of hire
- Quality of Hire
- Quality of Hire/Turnover rate (in workgroups) compared to Employee Engagement scores of same workgroup.
- ratio of number of interviews for each hire
- Ratio of source (social media, employee referral, posting, etc.)
- somewhat - not to all traditional tracking
- targeted companies
- This might not be unique, but I keep track of time from Apply to Contact/Disposition Candidates.
- time to fill
- Vacancy Rate / Avg VR by Period
- We do not have a formal metric system
- Why a candidate has no interest in pursuing a job they applied for after the initial conversation.
- yes, TTH and candidate cycle ime
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@example.com 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|
|Kris Muth||Recruiting Atlanta||Lead Talent Acquisition Consultant||Assurant|
|Liza Bryant||Recruiting Atlanta||Director, HR||M2GEN|
|Patrick Ward||Recruiting Boston||Talent Acquisition Partner||Halloran Consulting Group|
|James Cercone||Recruiting Boston||Lead Technical Recruiter||Everbridge|
|Eileen Flynn||Recruiting Boston||Creative Talent Acquisition Manager / Sr. Creative Recruiter||Wolverine Worldwide|
|Tracey Jerdine||Recruiting Chicago||Senior Talent Acquisition Partner||CIBC US|
|Eileen Beno||Recruiting Chicago||Senior Technical Recruiter / Scientific Recruiter||Fermilab|
|Kimberly Joyce||Recruiting Chicago||Senior Analytics Sourcing Recruiter||McKinsey & Company|
|Lara Gartner||Recruiting Chicago||Director, Talent Acquisition||Ventas|
|Heather Levine||Recruiting Dallas||Recruiter - Allstate Agency Auto Dealership Program||Allstate|
|Jonelle Wilson||Recruiting Dallas||Sr. Business Consultant, HR/Talent||Childrens Health|
|Denise Estep||Recruiting Denver||Senior Talent Sourcing Recruiter G&A||Automation Anywhere|
|Vira Garcia||Recruiting Houston||Director of Recruiting||vcfo|
|Preston Peery||Recruiting Houston||Recruiting Manager||Patterson-UTI|
|Cindy Wong||Recruiting LA||Sr. Talent Acquisition Specialist||Princess Cruises|
|Dang Hua||Recruiting LA||Talent Acquisition Business Partner||Opus Bank|
|Bez Rengifo||Recruiting LA||Sr. Manager / Director, People Services (HR Business Partner department)||Loma Linda University Health Care|
|Denise Ward||Recruiting Minneapolis||Technical Recruiter||Wunderlich-Malec Engineering|
|Christine Wisch||Recruiting Minneapolis||Sr Recruiter - Consulting||Kestrel Consulting|
|Roseanne Donohue||Recruiting NYC||Senior Talent Acquisition Manager, North America||Radware|
|Tamara Garlett||Recruiting Portland||Senior Recruiter, Global Footwear Product Creation||Nike|
|John Sullivan||Recruiting Portland||Talent Acquisition Lead (IT Group)||The Standard|
|Tracey Gilbert-Dimof||Recruiting Seattle||Talent Acquisition Manager||Urban Plates|
|Thom Macfarlane||Recruiting Seattle||Sourcing Recruiter||F5 Networks|
|Jessica Burgess||Recruiting Seattle||Director, Talent Acquisition||Zones|
|Ryan Rowe||Recruiting SFBA||Technical Recruiting Lead|
|Audrey Fong||Recruiting SFBA||Talent Acquisition Manager||cPrime|
|Alexandria Brown||Recruiting SFBA||Organizational Development/ Business Consultant - People Operations & Talent Acquisition||In Cmmon|
|Christine Higgins||Recruiting SFBA||Technical Recruiter||Quora|
|Wendy Jensen||TA Leaders||Business Consulting and Process Leader||Nationwide|
|Glenn Murani||TA Leaders||Director of Talent Acquisition||Optima Global Solutions|
|James Perduto||TA Leaders||Head of Talent Acquisition & Mobility Programs||Looking for Work|
|Manisha Bavabhai||TA Leaders||Head of Recruiting||Hudson MX|
|JoDee Klinker||TA Leaders||Director of Talent Acquisition||Carson Group|
|Daniella McDonald||TA Leaders||Talent Acquisition Leader||Looking for Work|
|Nancee Martin||TA Leaders||Managing Director Corporate Recruiting||AvAirPros|
|Andrea Constantinides||TA Leaders||Director, Recruiting Operations||Align Technology|
|Vera Gardner||TA Leaders||Sr. Director, HR Business Partner-Engineering & Strategic HR Programs||Castlight Health|
|Gyla Becks||TA Leaders||Director, Recruiting||eBay|
|Amy Clem||TA Leaders||Director, Talent Acquisition - National Geographic Partners||Fox|
|Jan Zizzo||TA Leaders||Director Talent Acquisition||Charter Manufacturing|
|Nina De Keczer||TA Leaders||Head of Global Talent Acquisition||Mozilla|
|Diane Mariuzza||TA Leaders||Director of Talent Acquisition||RXR Realty|
|Mahen Kathirithamby||TA Leaders||Director Of Recruiting||Looking for Work|
|Stacey Kramer||TA Leaders||Director, Recruiting||314e Corporation|
|Tim Mayer||TA Leaders||Director of Talent Acquisition||Kraus-Anderson Construction Company|
|Brian Budchuk||TA Leaders||Associate Director, Talent Acquisition||Critical Mass|
|Mercheley Beuns||TA Leaders||Vice President, Talent Acquisition||Fox Corporation|
|Melissa Rutledge||TA Leaders||Talent Acquisition Director||Point B|
|David Baker||TA Leaders||Sr. Director of Growth & Development/Brokerage Services||One Homecare Solutions|
|Dan Shortall||TA Leaders||Sr. Director of Strategic Staffing||Global Conductor|
|Lisa Trujillo||TA Leaders||Director of Talent Acquisition||Clear Capital|
|AnnMarie Cleary||TA Leaders||Director Talent Acquisition||Guardicore|
|Chris Rosenau||TA Leaders||Director of Technical Recruiting||Coupang|
|Ingrid Smith||TA Leaders||Director Global Talent Acquisition||Globalization Partners|