Your Recruiting Engine Tune-Up: 5 Things You Should Check

Your Recruiting Engine Tune-Up: 5 Things You Should Check

Most reviews happen at the end of the year. What are some things you should be looking back at to see if your engine needs some fine tuning?

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
Lisa Wrezel Talent Acquistion Manager-Sourcing Centric Consulting
Teri Levy TA Leaders Director, Talent Acquisition Wellpath
William Uranga TA Leaders Director of Talent Acquisition Spokeo

Looking for automated reference checking?
Be sure to check out our group sponsor.

Our Group Sponsor - Checkster

We asked our attendees, “What is one thing that a recruiting program has that should have a “check-up” on a regular basis?”

Here are their answers:

  • 30-60-90 day check-ins with new hires
  • Apply process, candidate experience
  • ATS
  • Benchmarking best practices
  • Candidate availability and resume/ information updates
  • candidate experience
  • candidate experience
  • candidate experience
  • Candidate Experience - internal and external
  • Candidate Experience Feedback
  • Checking in with your HM's
  • Client/hiring manager feedback
  • company/branding messaging, trends in market
  • compare analytics
  • Competitiveness of salaries
  • Constant communication
  • Data analysis review
  • days position open
  • Employee engagement and team morale
  • Employee referral program
  • everything!
  • hire source
  • Hiring Manager feedback review
  • Hiring Manager Satisfaction Surveys
  • hiring manager/client satisfaction
  • HM and Candidate NPS Feedback
  • How success is measured.
  • Interview questions round robin to discuss what’s best to ask
  • Job Descriptions
  • Job Descriptions and compensation ranges
  • Job posts
  • keeping pipeline candidates warm
  • Key Performance Indicators as related to Job Board sites
  • measure effectiveness through metrics/ data
  • Meetings
  • metrics
  • number of hires
  • Offer acceptance rate
  • Organization
  • pipeline
  • Pipeline Health
  • Pipeline Stats
  • Positions open past 90 days
  • Posting links on Indeed
  • process, tools, leadership
  • Processes
  • Processes to ensure the best candidate experience
  • quarterly meetings with hiring managers to see if SLAs are being met
  • Realignments of workloads
  • redundancy in process
  • relationship building with business
  • Reporting requirements - they seem to change, but we don't think to update our actual reports!
  • Req load
  • Resources
  • retention
  • ROI on sourcing channels
  • Should be driving candidate flow and top talent
  • social media accounts, updated summaries and content
  • Source effectiveness
  • Sourcing
  • Sourcing Quality candidate
  • Sourcing tool utilization
  • Sourcing tools
  • Strategy input
  • The Recruiting Tech Stack
  • time to fill and tenure of new hires
  • Tools and resources for recruiting
  • Ways to void bias in the recruitment process.
  • Your salary bands!

Chat Messages from the Session…

10:01:33>> From  Lisa Wrezel   to   All panelists : Hi everyone! Sorry I am late happy to be here 🙂

10:01:51>> From  William Uranga   to   All panelists : Glad you’re here, Lisa!

10:03:48>> From  Sean Rehder : Feel free to add any comments or questions here in the Chat area

Make sure as an attendee, if you message something in the Chat area that you select “All Panelists and Attendees.” 

The default is just to Panelists but I want everyone to see the messages coming through.

10:08:50>> From  Peter Garneau : Sometimes I talk about our company’s impressive response to Covid. Sometimes the candidates actually ask!

10:11:36>> From  David Marr   to   All panelists : Indeed has our employees working remotely entirely until at least July 2021

10:11:45>> From  David Marr   to   All panelists : That would be the earliest our offices will be opening up

10:12:43>> From  Kathy Simmons   to   All panelists : It’s surprising to me, as a candidate seeking a new recruiting opportunity, how many companies’ job descriptions still require on-site work–even during Covid. I agree that on-site collaboration is important–at least a couple of times a week, but for those of us with a few years of experience, it’s surprising that there are not more remote opportunities available.

10:12:57>> From  Amanda McNeil   to   All panelists : About 40% of my workforce was already remote and has been for over two years.  We’ve been successfully conducting our recruiting process through Zoom or GTM during that time and it’s forced us to work REALLY hard to make sure it’s meaningful.  You have to build in questions, too, that help weed out the candidates who really aren’t prepared for the remote work style.  Usually when we ask questions correctly, our candidates self-select OUT of the remote opportunities even if they initially thought they’d like it.

10:14:23>> From  David Marr   to   All panelists : 100% accurate Sean remote work is going to be come the new norm as we live in a time of technology that enables this to be an option, obviously this won’t be the case for some industires

10:16:53>> From  Lisa Wrezel   to   All panelists : Could you all hear me just now?

10:17:12>> From  Sean Rehder   to   Lisa Wrezel(Privately) : when you spoke, yes

10:17:24>> From  Lisa Wrezel   to   Sean Rehder(Privately) : Ok just checking thank you

10:17:24>> From  William Uranga   to   All panelists : Yep!

10:21:48>> From  David Marr   to   All panelists : If you measure it, you can improve it but if you don’t measure it you don’t know where you’ve been

10:22:55>> From  Peter Garneau : Does anyone have a Hiring Manager client survey they could share?

10:24:16>> From  Teri Levy : Hi Peter – send me an email to televy@wellpath.us

10:24:23>> From  Kara Goodbrand   to   All panelists : we get feedback on “survey burnout” from the business

10:24:38>> From  Russell Jones   to   All panelists : Does anyone have a Hiring Manager client survey they could share?

10:24:55>> From  Peter Garneau : Will do.  Thanks.

10:25:21>> From  Russell Jones   to   All panelists : I think surveys can provide uniformity for questions that are asked of managers or anyone lese

10:25:24>> From  Russell Jones   to   All panelists : else

10:28:12>> From  Sean Rehder   to   Russell Jones and all panelists : can you resend that to all attendees…

10:30:42>> From  Catherine Hansen : @William, what kinds of metrics has management asked for?

10:35:56>> From  Shail Jaisingha : To all panelists: For a company that is growing exponentially, what are some of the sourcing tools, programs and strategies a company should adopt to scale up and FIRE up their recruiting engine.  Any examples or best practices that you can give would be great. This would be a major tune up or overhaul. Thank you.

10:37:28>> From  Teri Levy : Hi Shail – we use a marketing company to help us develop and launch  marketing plans for high volume large projects. 

10:37:31>> From  Bez Rengifo : @Shail, what kind of company and where are they at in growth and where do they want to get to by “x?”

10:41:22>> From  Shail Jaisingha : Thank you Teri.

10:42:12>> From  William Uranga : @Shail this depends on skills, location and level of talent needed. Then I would see what my major channels are delivering (referrals, applicants and sourced) and then start playing with new tools/programs that can positively affect the numbers #notashortanswer

10:42:41>> From  Shail Jaisingha : Thanks Ben. We are a very specialized Cloud firm. The company is growing at the rate of 50%.

10:43:00>> From  Jose Martinez : think its all about authenticity – understand the makeup of your organization – where are the areas of opportunity and share the narrative of where you want to be in the future and what steps you are taking to get there…also ensure the employer brand is representative of the employee population – sometimes the same employees are the ones featured on the careers site and linkedin pages

10:46:50>> From  Catherine Hansen : @Lisa, what is your usual break-down of hires from referrals / applicants / sourced?    How about your response rates for a typical role?

10:48:48>> From  Shail Jaisingha : Thank you William. We are fortunate that over 50% of our employees are employee referrals. Are there any tools/sourcing that you would recommend other than some obvious ones like Entelo, LinkedIn etc..

10:50:11>> From  William Uranga : You may want to check out other tools such as Rolebot, Hired, Appcast…

10:53:21>> From  Shail Jaisingha : Awesome. Thank you William. We use Hired… Will look up Rolebot and Appcast.

10:54:37>> From  Tracey Dimof : Thank you Sean and all the panelists!

10:55:26>> From  Lisa Wrezel   to   Mark Federman and all panelists : Oh I can chat with you here too

10:55:31>> From  Lisa Wrezel   to   Mark Federman and all panelists : Some good ideas huh?!

10:56:28>> From  Catherine Hansen : Thank you everyone!

10:56:41>> From  Ajay kumar : Thank you everyone!

10:01:33>> From  Lisa Wrezel   to   All panelists : Hi everyone! Sorry I am late happy to be here 🙂

10:01:51>> From  William Uranga   to   All panelists : Glad you’re here, Lisa!

10:03:48>> From  Sean Rehder : Feel free to add any comments or questions here in the Chat area

Make sure as an attendee, if you message something in the Chat area that you select “All Panelists and Attendees.” 

The default is just to Panelists but I want everyone to see the messages coming through.

10:08:50>> From  Peter Garneau : Sometimes I talk about our company’s impressive response to Covid. Sometimes the candidates actually ask!

10:11:36>> From  David Marr   to   All panelists : Indeed has our employees working remotely entirely until at least July 2021

10:11:45>> From  David Marr   to   All panelists : That would be the earliest our offices will be opening up

10:12:43>> From  Kathy Simmons   to   All panelists : It’s surprising to me, as a candidate seeking a new recruiting opportunity, how many companies’ job descriptions still require on-site work–even during Covid. I agree that on-site collaboration is important–at least a couple of times a week, but for those of us with a few years of experience, it’s surprising that there are not more remote opportunities available.

10:12:57>> From  Amanda McNeil   to   All panelists : About 40% of my workforce was already remote and has been for over two years.  We’ve been successfully conducting our recruiting process through Zoom or GTM during that time and it’s forced us to work REALLY hard to make sure it’s meaningful.  You have to build in questions, too, that help weed out the candidates who really aren’t prepared for the remote work style.  Usually when we ask questions correctly, our candidates self-select OUT of the remote opportunities even if they initially thought they’d like it.

10:14:23>> From  David Marr   to   All panelists : 100% accurate Sean remote work is going to be come the new norm as we live in a time of technology that enables this to be an option, obviously this won’t be the case for some industires

10:16:53>> From  Lisa Wrezel   to   All panelists : Could you all hear me just now?

10:17:12>> From  Sean Rehder   to   Lisa Wrezel(Privately) : when you spoke, yes

10:17:24>> From  Lisa Wrezel   to   Sean Rehder(Privately) : Ok just checking thank you

10:17:24>> From  William Uranga   to   All panelists : Yep!

10:21:48>> From  David Marr   to   All panelists : If you measure it, you can improve it but if you don’t measure it you don’t know where you’ve been

10:22:55>> From  Peter Garneau : Does anyone have a Hiring Manager client survey they could share?

10:24:16>> From  Teri Levy : Hi Peter – send me an email to televy@wellpath.us

10:24:23>> From  Kara Goodbrand   to   All panelists : we get feedback on “survey burnout” from the business

10:24:38>> From  Russell Jones   to   All panelists : Does anyone have a Hiring Manager client survey they could share?

10:24:55>> From  Peter Garneau : Will do.  Thanks.

10:25:21>> From  Russell Jones   to   All panelists : I think surveys can provide uniformity for questions that are asked of managers or anyone lese

10:25:24>> From  Russell Jones   to   All panelists : else

10:28:12>> From  Sean Rehder   to   Russell Jones and all panelists : can you resend that to all attendees…

10:30:42>> From  Catherine Hansen : @William, what kinds of metrics has management asked for?

10:35:56>> From  Shail Jaisingha : To all panelists: For a company that is growing exponentially, what are some of the sourcing tools, programs and strategies a company should adopt to scale up and FIRE up their recruiting engine.  Any examples or best practices that you can give would be great. This would be a major tune up or overhaul. Thank you.

10:37:28>> From  Teri Levy : Hi Shail – we use a marketing company to help us develop and launch  marketing plans for high volume large projects. 

10:37:31>> From  Bez Rengifo : @Shail, what kind of company and where are they at in growth and where do they want to get to by “x?”

10:41:22>> From  Shail Jaisingha : Thank you Teri.

10:42:12>> From  William Uranga : @Shail this depends on skills, location and level of talent needed. Then I would see what my major channels are delivering (referrals, applicants and sourced) and then start playing with new tools/programs that can positively affect the numbers #notashortanswer

10:42:41>> From  Shail Jaisingha : Thanks Ben. We are a very specialized Cloud firm. The company is growing at the rate of 50%.

10:43:00>> From  Jose Martinez : think its all about authenticity – understand the makeup of your organization – where are the areas of opportunity and share the narrative of where you want to be in the future and what steps you are taking to get there…also ensure the employer brand is representative of the employee population – sometimes the same employees are the ones featured on the careers site and linkedin pages

10:46:50>> From  Catherine Hansen : @Lisa, what is your usual break-down of hires from referrals / applicants / sourced?    How about your response rates for a typical role?

10:48:48>> From  Shail Jaisingha : Thank you William. We are fortunate that over 50% of our employees are employee referrals. Are there any tools/sourcing that you would recommend other than some obvious ones like Entelo, LinkedIn etc..

10:50:11>> From  William Uranga : You may want to check out other tools such as Rolebot, Hired, Appcast…

10:53:21>> From  Shail Jaisingha : Awesome. Thank you William. We use Hired… Will look up Rolebot and Appcast.

10:54:37>> From  Tracey Dimof : Thank you Sean and all the panelists!

10:55:26>> From  Lisa Wrezel   to   Mark Federman and all panelists : Oh I can chat with you here too

10:55:31>> From  Lisa Wrezel   to   Mark Federman and all panelists : Some good ideas huh?!

10:56:28>> From  Catherine Hansen : Thank you everyone!

10:56:41>> From  Ajay kumar : Thank you everyone!

10:56:43>> From  Greg Schmaltz   to   All panelists : Thank you!


Some of the attendees…

Name & LinkedIn Profile Group Title Company
Kathy Simmons Talent Acquisition Lead Accenture
Denise Ward Technical Recruiter Wunderlich-Malec Engineering
Kara Goodbrand Talent Acquisition Specialist Legal & General Investment Management America
Eric Stewart Recruiter H10 Capital
Justin Zapol Sr. Talent Acquisition Lead KBR, Inc.
Cindy Wong Sr. Contract Recruiter Princess Cruises
Radhika Aggarwal Senior Technical Recruiter Macy's
Dan Baker Recruiting Manager Healthstat
Delaina Piowaty Senior Manager of Talent Aquisition RWS Group
Natalie DiChiaro Contract Corporate Recruiter Indorama Ventures PCL
Tracey Gilbert-Dimof Talent Acquisition Manager Urban Plates
Russell Jones Senior Technical Recruiter Lionbridge
Catherine Hansen Talent Acquisition Manager, Global Talent Acquisition Hippo Insurance
Jose Martinez Senior Recruiter, Global Marketing + Recruiting Manager/POC for Hardware Marketing+ DEI Project Lead Google
Sarah Schaefer Staffing Manager Fresenius Kabi USA
Melissa Kolbe Sr Recruiter Viewpoint
Denise Estep Senior Recruiter Automation Anywhere
Angela Carr Talent Acquisition Senior Manager Slalom
Becky Gramenz Sr. Talent Acquisition Specialist Open to Opportunity
Heather Levine Recruiter - Allstate Agency Auto Dealership Program Allstate Insurance
Amanda McNeil Human Resources Manager AcctTwo Shared Services
Kristina Saunders Recruiting Boston Senior Manager, Talent Acquisition J. Jill
Michelle McKnight Recruiting LA Recruitment Lead, Corporate Functions, Marketing & Sales Herbalife
Cheryl Ridgway Recruiting Nashville Vice President, Global Diversity Talent Sourcing - Executive Search Charter
Jenna Kalish Recruiting NYC Sr. Recruiter, Talent Acquisition WebMD
Heather Burho Recruiting Portland Manager, Talent Acquisition NAVEX Global
Marita Arevalo Recruiting Seattle Senior Healthcare Recruiter-Diversity Channels Aegis Living
Katie Hoffmeister Recruiting.Work Talent Acquisition Recruiter H&A Architects & Engineers
Maria VanDyke TA Leaders Director of Talent Acquisition, Veterinary Services Petco
David Baker TA Leaders Sr. Director of Growth & Development/Brokerage Services One Homecare Solutions
Vira Trevino-Garcia TA Leaders Recruiting Consultant Hexcel Corporation
Ryan Reeder TA Leaders Director Talent Acquisition Avalon Health Care Group
JoDee Klinker TA Leaders Director of Talent Acquisition Carson Group
Corinne Shalvoy TA Leaders Director of Talent Cologix
Yvette Kamperin TA Leaders VP of Talent MURAL
Greg Schmaltz TA Leaders Director Of Recruiting Precision Medical Products
Jessica Burgess TA Leaders Director, Talent Acquisition-North America WE Communications
Kevin Francis TA Leaders Director Talent Acquisition Lark Health
Peter Garneau TA Leaders Director of Talent Acquisition - North America SMCP - North America (Sandro, Maje, Claudie Pierlot, de Fursac)
Kathy King TA Leaders Director of Talent Acquisition Amazon Web Services (AWS)

About the author