5 Recruitment Metrics You need to Adopt Now

We all know of the standard recruitment metrics

»Fill rate»Time to fill»Cost of hire etc.

However if you want to increase the efficiency of your recruitment team how do you do that?

The database is the heart of any recruitment function

Database

Recruiter 1

Recruiter 2

Recruiter 3

Recruiter 4

Recruiter 5

And just like a human heart, its

hard to achieve peak performance

if you don't take care of your heart

As time progresses, you will build up a database that consists of 1000’s of potential candidates.

This database should be the key to your success in the future and should be the first place you go

when a vacancy arises

So here are 5 Recruitment Metrics that are more important than your time to hire.

1. Candidate Accuracy• An accurate candidate record is vital to a healthy database. Especially,

phone numbers, email addresses (make sure they are personal email addresses) and residential location/suburb.

• GIGO stands for Garbage In Garbage Out, meaning if you put garbage data (CV’s, records etc.) in, you will Garbage Out when it comes time to find them

• Recruitment metric - Build a report that measures the accuracy of your candidate records. You want to know how many records are missing key data so you address it asap. Otherwise, you cannot find theses people at a later date.

2. Candidate Skills• A candidate comes with a portfolio of skills that make them valuable. These

skills may or may not be of value to you, today. However you have no idea what your needs will be in 3-6 months time.

• It is therefore imperative that you code your candidate records in the database, which in turn will improve your efficiency when searching. Don’t go overboard by trying to have 2500 skills. Keep it high level.

• Why bother? You can run a search for PHP + Wordpress + Melbourne in seconds and find 200 potential candidates. That is quicker than opening LinkedIn or even starting to write an ad for a job board. If your system is enabled for SMS, you have just contacted 200 candidates in a minute [assuming of course you have an accurate and clean database].

• Recruitment metric - Build a report that identifies the number of candidate records created and the percentage of people that haven’t been skill coded. This will identify the recruitment KPI

3. Database Utilisation• As we said earlier, the database is the heart of your recruitment team and

if your recruitment team had a syndicate in lotto and won $3 million each, and all decided to retire, could you carry on as if they were never there? The answer is probably NO!

• Every single discussion, email, message needs to be in that database. You are paying good money for your recruiter, and the database they are building is vital to your long term [recruitment] success.

• Recruitment metrics - Build a report that shows how many candidate records have been updated per month, even per day. This way you will be able to see just how well they are utilising the database.

4. LinkedIn Engagement• If you are in an industry where you need to build relationships with

potential candidates before you can secure them, then the likely hood of your recruiters using LinkedIn is fairly high

• The more they connect with people on LinkedIn, the more relationships they can build [assuming they connecting with the appropriate people that is]. You need be measuring the number of people they [your recruiters] are connecting with and engaging with.

• The next step is how many of these people are then being put into YOUR database, because once again, that gads to the health of your recruitment heart.

• Recruitment metric - Unfortunately there isn't a report [that we know of] to help with this so it has to be a honesty system, but if explained and framed correctly, should be a problem with the recruiter.

5. Perspective• Your recruitment team is usually the first interaction a new employee has

with your organisation. Therefore they play an extremely important role in employee branding and on-boarding. Every single candidate that touches your recruitment process should be surveyed.

• Recruitment metric - A very quick survey [5 x 1-5 questions] through a provider like Survey Monkey will give you an overview of what the users of the recruitment process feel. This is one KPI that 90% of recruitment functions miss. It takes 10 minutes to set up, cost $250 per year and will provide more data that you can possibly imagine.

If you want to know more about how we can improve your recruitment efficiency call us on 02 8005 6299

Email: info@inhouserecruitmentgroup.com