The 5 Metrics Every Recruiting Team Should Have

The 5 Metrics Every Recruiting Team Should Have

Data can be overwhelming and sometimes even a distraction. If your desk was a car, what would few gauges would you have on your desk dashboard?

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.

Our Panelists…

Name & LinkedIn Profile Group Title Company

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We asked our attendees, “What is one metric that your recruiting team looks at on a weekly or daily basis?”

Here are their answers:

Chat Messages from the Session…

10:08:00 From Lisa Wrezel : I love that metric Cathy, thank you for sharing!

10:10:07 From Jose Martinez : Do you share that sourcing metric with hiring managers too? For hard-to-fill roles I could see using this to manage expectations with hiring managers that typically this type of role takes XX days to fill.

10:10:30 From Elaine DeWitt to All panelists : I agree with the “30-day” goal and time to fill metric. We used that same strategy at my prior company and each recruiter was measured and evaluated on that metric (among others).

10:10:46 From Heather Levine : This seems very related to the submission to hire ratio metric as it also focuses on recruiter talents.

10:11:39 From Elaine DeWitt to All panelists : Some positions were considered “Hard To Fill” so the goal was up to 45 days

10:11:46 From Cathy Barry to All panelists : Thanks – it’s my favorite metric. And Yes – I share this with my hiring managers. if I need additional $$/resources, it’s a tangible number that I can present.

10:12:23 From Tirrell Twyman : Eddie, we use icims and thats how we track the recruiting process and time to fill

10:13:17 From Winnie Tu : Greenhouse has a couple of reporting tools I like to use, but I agree, we make our own reports too since some of the data in it is a bit inaccurate or confusing to use

10:14:09 From Ronda Campbell to All panelists : Agree, we track from date requisition opened to offer accepted

10:14:13 From steven Davis : doesn’t really matter what you call it.

10:14:17 From Jeanne Amey to All panelists : I agree 100% as we had many applicants that relocated or immigrated at Princess- that takes time that is out of the team’s control

10:14:35 From Jeanne Amey to All panelists : important to have metrics that the team can control

10:15:00 From steven Davis : time to slate (source) Time to hire-time to start

10:16:27 From Jeanne Amey to All panelists : Agree – Indeed provided landslide of applicants, but less true candidates/hires

10:17:57 From Sean Rehder to Jeanne Amey and all panelists : please post to all attendees if you could. 🙂

10:18:40 From Ronda Campbell to All panelists : Referral source isn’t always accurate when tracked in ATS.

10:18:51 From Tirrell Twyman : when i have a hard to fill position or a position with specific requirements, I use the source of applicants more.

10:20:16 From Jeanne Amey : I ran a source effectiveness analysis quarterly – all sources, # of applicants, # of candidates and # of hires- helped optimize our spend on sourcing channels

10:21:23 From Cathy Barry : Thanks everyone! Time to Find is my favorite metric. And Yes – Jose Martinez – I share this with my hiring managers. if I need additional $$/resources, it’s a tangible number that I can present. 10:23:04 From Ginger Auchter : Agree Cathy: bringing numbers to the table helps place us more in a consultant role.

10:23:45 From steven Davis to All panelists : I’m using indeed promotions extensively now. works well for high volume. never needed to before. clearly businesses specific

10:28:19 From Tirrell Twyman : candidates experience is very important. im stressing that to my hiring managers consistently.

10:28:22 From koli donohue : @seanrehder what was the name of the company you mentioned previously?

10:28:44 From Eddie Stewart : If interested in more information at Job Target, you can contact Rob Prest at [email protected] or call him at 203-990-1551

10:29:31 From Julie Kemp : Love the focus on candidate experience. If we can make that strong, you offer acceptance ratio goes up.

10:29:47 From Elaine DeWitt to All panelists : I agree that the success of the hires is extremely valuable data.

10:30:00 From Jeanne Amey : Eddie – is the email [email protected] or [email protected]?

10:30:07 From koli donohue : very useful data on your recruiter performance too

10:30:17 From Natalie Stryker : Courtney thank you! I agree with you love the focus on the candidate!! retention is so important.

10:30:32 From Tirrell Twyman : I concentrate on retention in my depts

10:30:35 From Kim Ramos : so true, Courtney!!

10:30:35 From Julie Kemp : Nobody wants to refill the same position over and over again.

10:31:01 From Jose Martinez : Data is so highly protected where I work – as a recruiter I rarely have access to attrition data….will need to find a way to influence Employee Relations/HR to tap into this 🙂

10:31:02 From Tirrell Twyman : so true Courtney

10:31:05 From Elaine DeWitt to All panelists : Absolutely, and it is important to place the right person into the role

10:31:40 From Jeanne Amey : Agree- retention through 90 days is what we used- after that it’s up to the environment

10:31:47 From Eddie Stewart : sorry, bad typing: [email protected]

10:32:00 From Jeanne Amey : but key to understand drivers so the team can get ahead of it during recruitment

10:32:11 From Jeanne Amey : thanks Eddie!

10:32:20 From Natalie Stryker : You don’t think that recruiters can influences culture?

10:34:11 From Tirrell Twyman : its also good with promoting

10:34:27 From Tirrell Twyman : also referrings

10:34:34 From Tirrell Twyman : referrals*

10:34:53 From Lisa Wrezel : Natalie-I think one of the best parts of our job as recruiters is our opportunity to influence culture

10:35:03 From John Przybylek to All panelists : Retention is such a subjective topic, in terms of timelines and the ‘who’s to blame’ mentality? Are recruiters to blame if the person leaves <12 months, if so why? Each situation has it’s own set of circumstances, so it’s hard to figure out.

10:35:09 From Natalie Stryker : Agreed!

10:35:24 From koli donohue : totally agree, Natalie and Lisa 🙂

10:35:36 From Ginger Auchter : Jose: I’ve previously been in a similar company where data was very close-to-the-chest. What worked for me was having in writing the data that would be helpful, and a layout of why/what impact it would have (and if possible numerical data on money it would likely save, especially extrapolated over the full year).

10:36:07 From Christine Williams to All panelists : Once you know your metrics… what sources do you use for a comparison?

10:36:39 From Jose Martinez : @Ginger – love that approach, absolutely agree! thanks for the suggestion! 🙂

10:36:40 From Natalie Stryker : I think because we are the touch point for all those that we hire we learn more about an organization then most.

10:36:44 From Jeanne Amey : good input Ginger –

10:37:10 From Natalie Stryker : Yes Eddie!

10:37:11 From Ginger Auchter : Good luck!

10:37:17 From Jeanne Amey : what do people love about the company? that becomes the selling point with candidates

10:38:14 From Natalie Stryker : Jeanne you make a great point!

10:39:16 From Jeanne Amey : We did a candidate mapping of the experience so that we were all aware of where the candidate excitement ebbs and flows – it helped us to shore up those times (during background checks?) when the candidates’ enthusiasm wanes

10:39:40 From steven Davis to All panelists : we did a new hire and candidate surveys-we also did a manager pulse survey at day 30.

10:39:58 From Cathy Barry : Hi Jeanne – I like the candidate mapping of experience….great idea!

10:40:16 From Tirrell Twyman : I have had a candidate who had a poor experience with the manager, however their experience with me the recruiter was really good they decided to move forward and ended up having a great experience in the dept.

10:40:19 From Ginger Auchter : Would love to do something similar Jeanne – great idea!

10:40:36 From steven Davis to All panelists : it was early days so too soon to show real correlation but happy candidates/managers in the interview process seemed to have stronger performing new hires

10:40:48 From Natalie Stryker : Jeanne we are starting to do the same thing in my agency. We had started in the start of the year but COVID hit and we had some urgent positions to fill so this was a back burner. I hopeful I will be able to get everything together and present by the end of the year. Love this!!!

10:42:00 From Jeanne Amey : Great! It helps to have a common acknowledgment of the candidate experience and how we managed that to successful hiring.

10:43:45 From steven Davis : we did a new hire and candidate surveys-we also did a manager pulse survey at day 30 it was early days so too soon to show real correlation but happy candidates/managers in the interview process seemed to have stronger performing new hires it was early days so too soon to show real correlation but happy candidates/managers in the interview process seemed to have stronger performing new hires 10:44:08 From Heather Levine : iCIMS allows you to create a candidate and I use this for my team to track sourced leads. We have specific status used and a source set up to track leads entered.

10:44:50 From Heather Levine : We can track the sourced conversion rate and hires % based on sourced leads.

10:45:08 From Cathy Barry : Hi Steven – we do that at iRhythm, as well – we send out surveys at the 30 day mark, and 90 day mark – it’s interesting to look at the data and compare “engagement” at both time frames.

10:45:16 From Eddie Stewart : iCIMS has a CRM function that can help track leads. I don’t know a lot about it but hear it’s pretty good.

10:48:10 From Ronda Campbell to All panelists : We do surveys at 30 and 90days at Infoblox as well

10:48:12 From steven Davis : we also looked at candidate experience at end their candidate journey

10:48:14 From Tirrell Twyman : my company send out 30/60/90 surveys

10:49:14 From Fal Patel : What does your company use for these 30/60/90 day surveys?

10:49:16 From steven Davis : YES we did tie to manager-the challenge is anonymous vs confidential surveys

10:49:29 From Jeanne Amey : we used Key Survey as a platform

10:50:01 From Tirrell Twyman : My company use HR Connection

10:50:02 From steven Davis : YES this!!!!

10:50:16 From Jeanne Amey : Good metric Sean –

10:50:36 From Heather Levine : oh wow. The unreviewed applicant % was a metric of mine at one of the healthcare companies I worked at previously. We had to be less than 1% unreviewed every day to stay in compliance.

10:50:42 From steven Davis : used smartRecruiters and I got how long every person was in every stage

10:52:03 From Elaine DeWitt to All panelists : I was also a Healthcare recruiter and we were closely watched on how long candidates were in the “un-reviewed” status

10:52:23 From Jeanne Amey : I think you’re less likely to leave quality candidates on the table by requiring it

10:52:39 From Jeanne Amey : each applicant costs $$$

10:54:07 From Ginger Auchter : Agree Courtney – the candidates appreciate ANY update greatly!

10:54:19 From Tirrell Twyman : thank you everyone for the valuable information. thank you Sean for the invite, very informative.

10:54:55 From Kim Ramos : Would the panel be willing to share their TA metric scorecards that they share with their leaders? Looking to create a PP and would love to see other ideas.

10:55:18 From Saundra Ramsey : Ii pull down the reqs until I get through the candidates and then repost if needed

10:56:33 From Lisa Wrezel : Kim-I would be happy to. I have a powerpoint with metrics we track that we discuss with our leadership on a monthly basis. connect with me on LinkedIn and I can share more

10:56:34 From Elaine DeWitt to All panelists : I agree—– it’s essential to tightly manage your reqs and there should not be more than 50 or so before “un-posting”

10:56:59 From Ronda Campbell to All panelists : I do high volume as well. I try to disposition all candidates within 3 days of receiving.

10:57:13 From Lisa Wrezel to Sean Rehder(Privately) : I have to drop…

10:57:14 From Saundra Ramsey : Lisa, I would love to as well.

10:57:22 From Sean Rehder to Lisa Wrezel(Privately) : ok. thanks!

10:57:52 From Lisa Wrezel : I have to drop for another call, great discussion and please connect with me on LinkedIn if you’d like to chat further!

10:58:12 From Ronda Campbell to All panelists : Thanks everyone

10:58:17 From Christine Williams : For candidates that are “maybes” for future positions, I email them and ask them to Follow our company so that they will be alerted to the next opening.

10:58:57 From Jeanne Amey : great meeting – thanks again Sean!

10:58:57 From Ginger Auchter : Thank you everyone!

10:59:05 From Tiffany Reyna to All panelists : Great call today! Thank you all!

10:59:06 From Ginger Auchter : Thanks for organizing Sean!

10:59:12 From Elaine DeWitt to All panelists : Great information from everyone!

10:59:13 From Fal Patel : Thank you for organizing!

10:59:13 From Bonnie DeVito to All panelists : I have a meeting now and need to head out. But thank you all for your thoughts and suggestions. Great conversations!

10:59:15 From Betty Zabs : Thanks everyone!

10:59:19 From Saundra Ramsey : Enjoying it for sure!

11:00:57 From Bez Rengifo : Excellent discussion

Some of the attendees…

Name & LinkedIn Profile Group Title Company

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