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.
|Name & LinkedIn Profile||Group||Title||Company|
|Cathy Barry||Recruiting Chicago||Sr. Talent Acquisition Business Partner||iRhythm Technologies|
|Courtney Lewis||Recruiting Atlanta||Regional Recruiter & HR Generalist||Open To Work|
|Eddie Stewart||TA Leaders||Head of Talent Acquisition||Radius Health|
|Lisa Wrezel||Recruiting Chicago||Talent Acquisition Lead||Centric Consulting|
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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:
- # of hires
- # of hires
- # of hires/ # of candidate interviews
- Age of open reqs
- aging reqs
- Amount of hires that were made.
- App to hire ratio
- Candidate flow, TTF, Interviews
- Candidate pipeline
- candidate screens
- candidates in interview process
- Days Open and Time to Fill
- DEI representation in pipeline
- Fill Rate
- Fill rate, Show rate %
- Fill rates and time to fill.
- fill ratio
- Fill time
- Gender Diversity
- Hires/regions/turn around time
- I am about to learn
- Interviews per week
- Interviews scheduled
- length of time candidate sits in "applied" status
- manager-caused bottlenecks in time to hire
- None yet
- Number of hires
- Number of new candidates screened (weekly)
- Number of offers per week
- Number of open job reqs and candidates in the pipeline.
- Number of open reqs
- number of open reqs, aging
- Offer too hire ratio
- One of the most critical metrics we look at is candidate profiles processed weekly for each position.
- Open positions per Recruiter
- open REQS
- Open Reqs
- Open reqs
- open reqs per recruiter
- open requisitions
- opens and fills
- Pipeline health on open roles/positions
- pipeline throughput conversion
- Positions Filled
- Quality of experience (candidate & hiring team)
- Quality of Hire
- Req load
- Req Loads
- reqs by recruiter, then time to fill reports
- Source of hires.
- Successful contacts
- time in status
- Time to Accept
- time to fill
- Time to fill
- time to fill
- Time to fill
- time to fill
- Time to fill
- Time to fill
- Time to fill
- Time to fill
- time to fill
- time to fill
- Time to fill
- Time to fill
- Time to fill ratio/ pipeline speed for the role
- time to hire
- Time to hire
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 firstname.lastname@example.org 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@example.com or firstname.lastname@example.org?
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@example.com
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|
|Hanna Hyun||Executive Recruiter||Madison Street Search|
|Stacey Foster||Recruiting Atlanta||Human Resource Director||Real Floors|
|Ednard Salvant||Recruiting Atlanta||Senior Recruiting Coordinator||WestRock Company|
|Barbara Marks||Recruiting Atlanta||Recruiting Manager (Contract)||Kimco Services, LLC|
|Katrina Acosta||Recruiting Atlanta||Talent Acquisition Manager||Hisense USA|
|Nyesha Song||Recruiting Atlanta||Talent Acquisition Coordinator||Solidifi|
|Dan Baker||Recruiting Atlanta||Senior Corporate Recruiter||Healthstat|
|Saundra Ramsey||Recruiting Atlanta||Talent Acquisition Business Partner hiring all levels of Technology||Wahoo Fitness|
|Jessica Marotta||Recruiting Boston||Principal, Talent Acquisition||Forrester|
|Christine Williams||Recruiting Boston||Recruiter||Ophthalmic Consultants of Boston|
|Sheila Chiodo||Recruiting Boston||Leader Recruiter||Intuit|
|JENNIFER ONEIL||Recruiting Boston||Talent Acquisition Manager||Forward Financing (previous)|
|Ryane Jackson||Recruiting Boston||Corporate and Campus Recruiter||South Bay Community Services|
|Andy Pittaluga||Recruiting Boston||Technical Recruiter||Bose Corporation|
|Kim Ramos||Recruiting Chicago||Senior Corporate Recruiter||Endurance|
|Tracey Anderson||Recruiting Chicago||Executive Recruiter||Veolia North America|
|Andreia Cardoso||Recruiting Chicago||HR Administrator||Fresenius Kabi|
|Tina Ramirez||Recruiting Chicago||Senior Recruiter||R.J. O'Brien & Associates|
|Barbara Fasth||Recruiting Chicago||Recruiting Manager||Menasha Packaging|
|Jeanette Young||Recruiting Chicago||Director Talent Acquisition||EN Engineering|
|Claudia Castaneda||Recruiting Chicago||Sr Talent Advisor||U.S. Cellular|
|Koli Donohue||Recruiting Chicago||Manager||Stillwater Architecture, LLC|
|Seta Kafi||Recruiting Dallas||Senior Talent Acquisition Partner||Medecision|
|Stephanie Williams||Recruiting Dallas||Corporate Recruiter||2020 Companies|
|Antonia Ndi||Recruiting Dallas||Talent Acquisition Partner||Academic Partnerships|
|Heather Levine||Recruiting Dallas||Recruiter - Allstate Agency Auto Dealership Program||Allstate|
|Ronda Estrada-Campbell||Recruiting Dallas||Sr. Global Recruiter||Infoblox|
|Kendall Lockwood||Recruiting Dallas||Principal Technical Recruiter||Cambium Learning Group|
|Brady Beavers||Recruiting Dallas||Recruiting Manager||Nexius|
|Krystan Silva||Recruiting DCBmore||Talent Acquisition Manager||Looking for Work|
|Allyson Leszman||Recruiting Denver||Talent Acquisition / Operations Transformation||Looking for Work|
|Judy Lewallen||Recruiting Denver||Principal Talent Sourcing Partner/Recruiter, Talent Acquisition, Worldwide Medical and R&D||Biogen|
|John Przybylek||Recruiting Denver||Senior Technical Recruiter||CAI|
|Corinne Shalvoy||Recruiting Denver||Director of Talent||Cologix|
|Vira Garcia||Recruiting Houston||Director of Recruiting||vcfo|
|Stephanie Cox||Recruiting Houston||Recruiting Lead for Delivery Consulting, Change Managers, Project Managers, and Business Analysts||Unknown|
|Natalie DiChiaro||Recruiting Houston||Contract Corporate Recruiter||Indorama Ventures PCL|
|Tirrell Twyman||Recruiting Houston||Sr. Recruiter||CHI St. Luke's Health|
|Winnie Tu||Recruiting Houston||Talent Acquisition Advisor||HCSS|
|Tiffany Reyna||Recruiting Houston||Talent Acquisition||Percepta|
|Susan Collins||Recruiting Houston||Director, Talent Acquisition - Stores & Employer Branding||Talbots|
|Joel Stern||Recruiting LA||Senior Talent Partner||Unknown|
|Kellee McDonald||Recruiting LA||Global Talent Acquisition Project Manager I People and Organization||Sony Pictures Entertainment|
|Sean Rehder||Recruiting LA||Community Manager||CRM Connections|
|Charles Carbajo||Recruiting LA||Talent Acquisition||Looking for Work|
|Stacey Grogan||Recruiting LA||Senior Staffing Specialist||Unknown|
|Lance Hunsicker||Recruiting LA||Executive Recruiter||Parsons Corporation|
|Bez Rengifo||Recruiting LA||Sr. Manager / Director, People Services (HR Business Partner department)||Loma Linda University Health Care|
|Rebecca Kellogg||Recruiting LA||Recruiter||ViacomCBS|
|Becky Gramenz||Recruiting Minneapolis||Sr. Talent Acquisition Specialist||Looking for Work|
|Kelli Ready||Recruiting Minneapolis||Talent Acquisition Partner||BluePearl Veterinary Partners|
|Dana Kleman||Recruiting Minneapolis||Director, Talent Acquisition||Donaldson|
|Lori Rinn||Recruiting NYC||Vice President-Sr Recruiter||Neuberger Berman|
|Chris Fehmel||Recruiting NYC||Recruitment Manager, Client Service Delivery||BNY Mellon|
|Roopali Patil||Recruiting NYC||Senior Talent Acquisition Specialist - R&D Engineering||Johnson & Johnson|
|Jenna Kalish||Recruiting NYC||Sr. Recruiter, Talent Acquisition||WebMD|
|Jose Martinez||Recruiting NYC||Senior Recruiter, Global Marketing + Recruiting Manager/POC for Hardware Marketing+ DEI Project Lead|
|Carol Ricciardi||Recruiting NYC||Senior Strategic Sourcing Specialists||Takeda Pharmaceuticals|
|Betty Zabs||Recruiting Phoenix||Senior Corporate Recruiter||Nordstrom|
|Elaine Dewitt||Recruiting Phoenix||Contract Recruiter||HonorHealth|
|Kathlene Whinnery||Recruiting Portland||Sr. Recruiter||Viewpoint|
|Janet Bender||Recruiting Portland||Talent Acquisition Manager||M Financial Group|
|Tamara Garlett||Recruiting Portland||Senior Recruiter, Global Footwear Product Creation||Nike|
|Jessica Burgess||Recruiting Seattle||Director, Talent Acquisition||Zones, Inc.|
|Kathy Simmons||Recruiting Seattle||Technical Recruiter||Accenture|
|Eric Stewart||Recruiting Seattle||Recruiter||H10 Capital|
|Julie Kemp||Recruiting SFBA||Talent Acquisition||Mercari|
|Radhika Aggarwal||Recruiting SFBA||Senior Technical Recruiter||Macy's|
|Audrey Fong||Recruiting SFBA||Talent Acquisition Manager||cPrime|
|Sydney Clark||Recruiting SFBA||University and Diversity Sourcer||Udemy|
|Shannon Bravenec||Recruiting SFBA||Sr. Director, Talent Acquisition||Unknown|
|Michael Salas||Recruiting SFBA||Sr. Recruiter||Unknown|
|Katie Hoffmeister||Recruiting.Work||Talent Acquisition Recruiter||H&A Architects & Engineers|
|Brenda Tern||TA Leaders||Head of Sales Recruiting, NAMER + LATAM Region||Udemy|
|Jessica Wall||TA Leaders||Associate Director, Talent Acquisition: Recruitment and Supplier Relationships||SAGE Therapeutics|
|Lisa Trujillo||TA Leaders||Director of Talent Acquisition||Clear Capital|
|Jody Block||TA Leaders||Associate Director, Talent Acquisition Operations||Chewy|
|Heidi Gorman||TA Leaders||Vice President Talent Acquisition||Florida Autism Center|
|Amy Clem||TA Leaders||Senior Manager, Talent Acquisition||Chewy|
|Bryan Hickey||TA Leaders||Executive Director of Talent Acquisition||Cedars-Sinai|
|Kellie Brady||TA Leaders||Director, Talent Acquisition||AxoGen|
|Kevin Oram||TA Leaders||Director, Talent Acquisition Operations||DreamWorks Animation|
|Sean Hanna||TA Leaders||Head of Talent Acquisition Operations||Collibra|
|Ashley Lawler||TA Leaders||Executive Recruiting Director | Consulting||RSM|
|Rachel Cupples||TA Leaders||Director, Talent Strategy & Partnerships||Recruiter.com|
|Chrissy Gibson||TA Leaders||VP/Talent Acquisition Delivery Consultant, Senior||UMB Bank|
|Nadia McKinney||TA Leaders||Sr. Director, Talent Acquisition & Development||PROS|
|David Baker||TA Leaders||Sr. Director of Growth & Development/Brokerage Services||One Homecare Solutions|
|Jay Barrow||TA Leaders||Head of Talent Acquisition||Southern States Cooperative|
|Steven Davis||TA Leaders||Vice President-Head of Talent Acquisition||Looking for Work|
|Laura Sehres||TA Leaders||VP, Talent Acquisition and Diversity, Equity, & Inclusion / Chair, DEI Steering Committee||PSCU|
|Jeanne Amey||TA Leaders||Vice President Talent Acquisition||PennyMac Loan Services, LLC|
|Stacey Kramer||TA Leaders||Director, Recruiting||314e Corporation|
|Bennett Yang||TA Leaders||Director Talent Acquisition||SoundHound|
|Fal Patel||TA Leaders||Director, People & Culture||Reibus International|
|Bonnie DeVito||TA Leaders||Director, Talent Acquisition||Dorel Sports|
|Kathy King||TA Leaders||Director of Talent Acquisition||Confluent Health|
|Jontelle Romero-Bennett||TA Leaders||Divisional Director of Recruiting||Encore Rehabilitation Services|
|Ginger Auchter||TA Leaders||Senior Talent Acquisition Consultant||Milwaukee Tool|
|JoDee Klinker||TA Leaders||Director of Talent Acquisition||Carson Group|