The Top 5 Metrics for Measuring Recruitment Success

The Top 5 Metrics for Measuring Recruitment Success Recruitment marketing success. Sounds great, doesn’t it? How are you measuring your teams effectiveness? If you ran into the COO in the elevator and they asked for a single fact that demonstrated this effectiveness, would you be able to answer? And if so, what would you say? There’s no shortage of metrics available in the recruiting world, and they can give you both a high-level view of how things are going, or a fine-grained view of just one single aspect of your overall efficiency. So many choices can be daunting, so today we’re going to look at our top 5 picks for recruitment metrics that can give you a snapshot of your teams success. 1. Source of hire You’ve diversified your campaigns and are posting jobs and interacting with potential candidates all over the internet. Do you know how effective all of these efforts are, really? By tracking the source of hire metrics you can. Then you can funnel funds into the sources that are producing the best quality hires, and shut down the channels that are just not performing. Social media, peer referrals, job board postings, internal job listing pages, blog readers who inquire directlyâ€"these are just some of the myriad sources you may be dealing with. By sorting the signal from the noise, you can better focus your team’s time, effort, and budget on the sources that are returning the best ROI. This is not the time, or place, to be shy. If a channel is just not sending the applicants you’re looking for, don’t hesitate to shut it down. Source of hire is best tracked with a combination of survey questions during the application process (the best way to weed out those who may have seen the opening via multiple channels), and by using the built-in tracking in your ATS. Your ATS likely has a fairly robust tracking system built in that will give you great numbers on where candidates made their way there from. However, you’ll need to weed out people who may have visited multiple times before applying, or who may have seen the listing several places before making their way directly to your portal (just two examples). Using a survey to wrap up the application process is the easiest and most efficient way to find out the one source each candidate considers to be the primary source that drove them to you. 2. Days to hire Sometimes mixed up with time to hire, this is actually a much more fine-grained way to look at this metric. While time to hire shows you how much time passes from when a job is first posted until it’s filled, days to hire strips out the waiting and just looks at how long a specific applicant is in the funnel between when they first apply to when they accept an offer. This second option gives you a much better handle on specific candidate experience. There’s a place for time to hire, don’t get us wrong, we just value this more specific set of data more highly, so this is the one we put in our top 5. The added granularity of days to hire lets you see what the candidates experience in your pipeline looked like by sorting the metrics into: Time to first contact Time to set up first interview w/hiring manager Time to hear back after interview This data will allow you to fine-tune your internal processes to keep these time intervals as short as possible. Or you can add in automated replies and the like to keep candidates updated in the event you are not able to respond as quickly as you would like. 3. Hiring manager satisfaction Hiring manager satisfaction is considered the 3rd most important metric by the Global recruiting trends report, and we think that number is about right. According to that report, 43% of organizations use this metric to help measure the overall quality of hire. We know, this sounds like such wildly subjective criteria, how on earth do you measure it? With surveys, of course. And since it’s important to remember who you’re advertising these openings for, and who you’re screening these candidates for, so make the survey as unobtrusive as possible to ensure a high return rate. 5 short answer questions seem about right to get you the information you need to make appropriate tweaks to your processes, while not taking up too much of the managers time. The power of this metric truly shines through when you combine it with other, more quantitative measures like days to hire and acceptance rate (which we’ll get to shortly). This combination of subjective and objective measures is where you’ll find a gold mine of useful information to streamline your processes and increase everyone’s overall satisfaction. 4. Acceptance rate Acceptance rate is a long-standing measurement, often used to determine the overall effectiveness of a company’s recruitment strategy. With it, you get a snapshot of several interrelated indexes: quality of applicants, quality of offers, applicant satisfaction, along with an idea of how well targeted your EVP is. Targets for this metric can range pretty widely, depending on a number of factors that include things like department. In the highly competitive tech world, the acceptance rate for software developers is generally in the 80% range for a high demand opening. While in more traditional departments like HR, administration, or operations an acceptance rate of more like 95% is not unusual. If you find an area where your acceptance rate could be better, one easy tactic is to ask candidates who decline an offer to fill out a brief survey. This gives you the opportunity to collect specifics on why they declined. Was your benefits package lacking something they were expecting? Was the compensation not up to industry standards? This data will then allow you to make adjustments as possible to raise the rate. 5. Qualified candidates per opening (Applicants per hire) This is another metric that exists in two similar, yet not equal, forms. It used to be that applicants per hire was the metric of choice to determine how well your job listings were resonating with your candidate pool. The measurement of the total number of applicants for each opening you have is useful when you need to know how popular your openings are overall. What it doesn’t tell you is anything about the quality of these applicants. For that, you need to be measuring qualified candidates per opening. This measurement tells you how many candidates make it past the first stage of your hiring process. In other words, it tells you how many candidates are worth talking to. This level of detail is necessary when you need to adjust your pipeline flow. For example, if it’s taken 8 qualified candidates to fill each of your last 4 openings in a particular department, now you know you can wait until you collect 8 candidates before you pass them up the line to be interviewed. This cuts unnecessary interviews, keeping hiring managers happy, and it cuts unqualified candidates from the process earlier, allowing them to move on to other more appropriate positions. Your mileage will, of course, vary. These 5 metrics all allow for either a fine-grained look at specific steps in your recruitment process, or you can take it up to 10,000 feet and see how each one interacts with the others for a more holistic view. Taken together, these metrics will give you the data you need to tweak your processes and make the changes necessary to increase efficiency and the overall effectiveness of your recruiting team. About the author:  Adrian Cernat  is CEO and co-founder of SmartDreamers , a Recruitment Marketing Automation platform that empowers recruitment teams to smartly advertise jobs across the web. Integrated with Facebook, Google Ads, YouTube, Snap, Instagram, publishers, and niche websites, SmartDreamers streamlines the recruitment marketing processes.

Hiring Winds Blowing toward Referrals and Networking

Hiring Winds Blowing toward Referrals and Networking How are the bad economic times affecting the way employers hire staff? There are a few clear trends that we can see and I have decided to look at the five main ways of hiring people; adverts, recruiters, internal recruiters, networking and referral schemes to see what’s hot and what’s not. Here we go: Advertising When times are good, you’ll see adverts everywhere from companies screaming out for new staff. There will be the consultancy looking for “1,000 new colleagues” â€" basically an invitation for hopefuls to submit their details. When times are bad, you’ll see less adverts and more applicants for each role. Adverts can cost a fair bit if you choose to post them on the nation’s favorite platforms, and for the money spent you expect a decent result. The trouble is that it’s ever so simple to send your resume out via a job board these days that less than 10% of the applicants will actually be qualified for your role. Moreover, out of the qualified candidates, you pretty much know that if they applied for your role, they probably applied for another 5-10 similar roles, so they are anything but loyal to your position. 3rd-party recruiters Again, when times are good you will find that people with the right skills are in very high demand and can pick and choose their next opportunity. A skilled recruiter can buddy up with a candidate and gently ‘steer’ them toward your position, making sure the candidate accepts and stays with your business. Working with an experienced and shall I say persuasive recruiter is very useful when appointing a critical job function in good times. The recruitment service, of course, comes with a price tag. Internal recruitment teams Some companies opt for a strong internal recruitment team. This differs from the HR team in that these guys actually go out in the market and search for candidates, as opposed to simply reacting to applications that drop in. You will find a good few ex-recruiters in these jobs as their skills transfer nicely. The trouble here is that internal recruiters may not be as hungry as their agency peers. The remuneration model for an internal team is typically geared toward stability and team efforts, as opposed to individual achievement which is the case for external recruiters. Let’s face it, people choose to work as in-house recruiters for the work/life balance, not the chance to make loads of money. Networking The power of your network will always be stronger than any job board or recruiter. When someone endorses your name to a hiring manager, you will instantly be put at the top of the stack of applicants. Sometimes you can have an informal chat with the employer before the interview, just to sound each other out. Networking includes your entire professional and social network, as well as contacts you strike up using networking tools online such as LinkedIn. Being hired through networking will not be achieved overnight, you will have to spend time at building and maintaining and it’s a marathon rather than a sprint. Employee referral schemes The fifth channel of candidates is what I have seen growing over the past few years. This is similar to networking but it works slightly different. The employee referral scheme is all about rewarding your employees for finding talent for your company. Most managers will gladly pay a bounty to their own people than a fee to a recruiter. The scheme involves everyone in a talent search and really gets people to wrack their brains, rattle their networks and turn every stone to find the right man or woman for a job. It may or not be successful for the role immediately at hand, but it will change the mentality of your employees for the better. They will now constantly be on the lookout for new potential candidates as they know that they get kudos and hard cash for their troubles. Where are the winds blowing again? As every expense has to be justified nowadays, the pricy hiring methods are slowly making ways for the free and low-cost options. Adverts will cost, external and internal recruiters will cost lots, networking is free and referral schemes are low cost and in this case the money actually goes to employees. Networking and employee referral schemes are definitely the best ways forward for an employer. They are cheaper than the other options, they get people involved and they are often the quickest routes as well. So what can I do to get hired? The fast lane to a job interview is to get recommended by somebody working for the company already. If you are lucky, this may already be the case and you should make use of your contacts straight away. If not, set yourself a goal to network and get to know as many people as possible that work for the companies that you have on your target list. Make use of friends, family, old co-workers to see who knows who. Use social media to your advantage, get active and noticed on LinkedIn, personal branding so that you stand out from the crowd. All this will take both time and effort but will pay much better dividends than any job board or daily phone calls with random recruiters. So to use a worn-out cliché, getting a job is not about what you know, it’s who you know (and who they know in turn). What is your experience, what methods have you used and are you likely to use in the future? Related: 3 Smart Ways to Brand Yourself in the Job Hunt Process.

4 Phrases You Should Never Say in a Job Interview

4 Phrases You Should Never Say in a Job Interview Job interviews can feel like a form of torture, not just for the shy introverted types, but also for the talkative, honest types who cannot understand the concept of “TMI” (too much information). This is neither a post on how to lie nor stretch the truth in a job interview.Instead, we offer advice on the phrases you should never say during an interview, as they may give the hiring manager the wrong impression. After all, knowing what to say, and what not to say, carry equal importance in a job interview.1. “Now, I Realize I Don’t Have the Experience You Require, But…”This phrase is often provoked after the interviewer asks, “You do not have experience in this industry. What makes you believe you are a great fit?” Now, when you applied for the job you knew it was a long shot. So, here is where you get to explain what inspired you to apply in the first place.The last thing you should start doing is point out your own flaws. Aside, the statement itself almost sounds apol ogetic, as if you knew the job was a poor fit for you. Saying this statement leaves a hiring manager wondering, “So, why did you apply?” It is up to you convince them why you are a great fit. The missing experience is already obvious.2. “So, What Does This Job Pay?”Before your job interview, use Glassdoor and LinkedIn to come up with an estimate of what the position will pay. Asking this question too soon during the interview process sets a bad tone for your job interview.Salary is an obvious motivating factor in finding the right job. So, companies want to find out in your job interview that money is not your only motivation. They want to know if they decide to pay you that you will care about the company and work you do.3. “I’d Rather Not Talk About My Last Boss.”Unfortunately, saying such a thing in a job interview indicates the relationship with your last boss was difficult. You may believe you are helping yourself by avoiding a difficult topic, but you were the on e who agreed to the job interview and put the job experience on your resume. Of course, they are going to ask you about it.Job candidates have also made the mistake of speaking negatively about their bosses in job interviews. Even if you can prove that your last boss was terrible, you should never start speaking negatively during a job interview.At the end of the day, you will leave the hiring manager thinking, “This person has unresolved issues.” or “This person will do the same to me one day.” The hiring manager and company need to feel they can trust you from the very first job interview up until the time you leave the company.4. “I’m Ok. I Do Not Have Any Questions.”The job interview is over and the hiring manager wanted to know if you had any questions about the job or the company. Saying the above phrase indicates to the hiring manager that you have no interest in the job or the company. Not having any questions is a quick way to get yourself eliminated from the hiring process.Note: If you have no interest in the job or company after the interview, not asking questions is also a way to politely let them know you don’t need another job interview.Why We Often Say TMIYou may still say these phrases during a job interview, and later, kick yourself for doing it. Do not worry because it happens to everyone at some point. Why? It is psychological.Job interviews are quiet QA sessions between two or more strangers that occur in rooms behind closed doors. This often leads anxious job seekers into a false sense of intimacy or security. As a result, job seekers may feel comfortable saying anything to anyone like two passengers on an airplane. And they may forget the boundaries in play during a job interview.As a job seeker, you have to remember the hiring manager works for a company. He or sheis trying to make the best hiring decision. They may be friendly and professional, but they are not your friends during the job interview process.

10 Tips for Writing Covering Letters - No BS

10 Tips for Writing Covering Letters - No BS Put your name on the top right hand corner and the address of the company you are applying for (preferably with the department name) on the left hand side above where you write “Dear..” It may seem strange when you’re writing an email but it shows that you have made an attempt to make your covering letter look as professional as possible. Avoid using Dear Sir/Madam or Dear Hiring Manager at all costs! If you have the time to email asking whom you are addressing then definitely make the effort to do so. It shows you pay attention to detail, you know exactly who your letter is going to and that you’ve done the appropriate research before choosing to apply for that job. Try to avoid empty statements, for example I am highly skilled in writing. Instead attempt use of evidentiary statements such as I have achieved an A grade in GCSE English language. Sell yourself does not mean be mean incredibly arrogant. Express yourself through your achievements and qualifications and skills set. Although it’s not possible in the whole covering letter, where it can be avoided try not to say “I” too much because companies want to know what you can do for them. Focus your letter around the benefits you will bring them. Think about all of the activities you have taken part in outside of your education and how they may be relevant, for example social skills, leadership skills etc. Be honest. Imagine that your potential interviewer works for MI5, they will catch you out even if they don’t show any signs of doing so. Include the reference number where possible and where you saw the vacancy. Check grammar and the flow of the covering letter by reading it aloud. It usually sounds different when you hear yourself saying it and you may notice errors that were not apparent whilst writing. Do not waffle. Tailor all covering letters specifically for each job. Before writing try and identify as many qualities you have that can help you land an interview (e.g. qualifications, extra curricular activities, work experiences etc) and identify the skills that the job description and person specifications ask for and attempt to match these up as much as possible. As a bonus, heres a free covering letter template you can download. The fact that its downloaded 11,000+ times is just a small sign that it may be good! Download Cover Letter Template Download Cover Letter Template 13.83 KB 16213 downloads ... 13

Why You Should Be Writing Even If You Suck At It CareerMetis.com

Why You Should Be Writing Even If You Suck At It For ages, writing has been confined to the select few â€" journalists, authors, professors,scholars, etc. You had to be some one with the right credentials or have the right platform to be some type of an author/publisher/writer. But the Internet has changed everything. With the explosion of the Internet- there has been a sudden influx of information available to you, but also it has opened avenues for ordinary individuals Anybody can write, and I believe you must write no matter where you are in your career. In this article, I will share some reasons why you No matter what your profession is, the brand you portray Unless you are an English Major, or have taken an elective course in Writing â€" most of us are not the sharpest kid on the block, when it comes to writing. We are taught verbal skills, analytical skills , public speaking skills â€" but not necessarily how to write. In my experience, the best way to learn writing is to just do it. Begin now and start publishing your ideas. It is one of those skills that will improve with time and with practice. Once you start writing, you will learn that your overall communication skills will slowly surely start to improve. You will learn to crystallize your thoughts clearly and effectively put forward your message.Over time your skill-sets will improve. Don’t worry about perfection in the beginning. I am a better writer compared to when I started â€" my audience resonates better with my recent messages. However, it has taken me a while to reach this spot. If I worried about perfect articles â€" I would have never written even the first article.4. IMPROVES YOUR UNDERSTANDING OF A SUBJECT The more you write on any given subject, the more you will be immersed in that field. You will be forced to acquire more knowledge, your experience will improve. Passive reading is good for acquiring knowledge- but writing will put your knowledge acquisition on steroids. Writing will also force you to explore new areas.evalYou will start learning about areas that you did not have knowledge/experience before. For instance, I wanted to write an article on “Negotiation“, an area I believed I knew very little about. I started reading on the subject- I ended up reading five books on Negotiation â€" and when I published my article I realized that I had become more knowledgable than before I started doing my research.Even better- I now have an improve appreciation for the Art of Negotiating. I look forward to being in Negotiation situations.5. SHARE YOUR WISDOMevalLet’s now take a step back from the selfish you â€" over to your prospective reader or your potential audience. There is a good chance that there are people out there who will benefit from your wisdom. If you are reading this article, I assume that you wanted to learn a new idea or gain something out of it (If so, I am happy it is of value). I can bet that, you have searched on Google for things that you wanted answers to â€" book recommendations, ga rdening ideas, how to redecorate your house,etc. Someone else wrote those articles and you got the benefit. If you have knowledge/expertise in your area, don’t you think there are people out there who might want to learn from you? Perhaps, they have the same challenges that you once faced. They are now able to gain from your experience and knowledge, without having to sit down with you. Thanks to the Internet the world is your prospective audience.6. A HOBBY THAT YOU WILL ENJOYI started writing because I wanted to enhance my Personal Brand. However, after writing a few articles I realized that I actually enjoy the process of writing. It has become a hobby that I truly cherish. I now look forward to my weekends when I can grab a cup of Starbucks coffee start typing down my ideas. Trust me, it is a better hobby than Netflix-binging. Many people have expensive hobbies such as gardening, golfing,tennis,video games,etc â€" most of the other hobbies requires more time more money.Writi ng is a cheap hobby â€" you can write for free using the LinkedIn Publishing Platform. Alternatively, for less than $10 a month you can setup a WordPress Blog and start writing. Additionally you need an Internet connection and a computer (which I assume you have because you are reading this).Here are few sources to get you started.LinkedIn PublishingWordPress PublishingMediumWhat are you waiting for? Go ahead… start jotting down your ideas and start writing…I have shared with you some of my thoughts and successes related to Writing.What has been your experience with writing?

Summary Sunday Job Search Research and Preparation

Summary Sunday Job Search Research and Preparation Curating job search information, insights and tips is what I love doing!   Every day I am sharing these on Twitter and in case you missed one or dont follow along on Twitter, I pick my favorite posts from the week.   This weeks round up is all about research and preparation. Assessing the RIGHT job for you How to Investigate the Right Job vs. Any Job from Glassdoor by Jacqui Barrett-Poindexter Glassdoor is known for their research and community.   They have a tool called Inside Connections which connects with Facebook.   This post provides eight tips for learning more about a company before you apply! Prepare for your upcoming interview Use Social Media for Interview Prep from CareerBliss Theres great intelligence to be gained from social media. In this post youll learn what to be looking for within these four resources! Company Website Facebook, Twitter and Blog Company LinkedIn Page Interviewer’s LinkedIn Page Questions YOU should/can ask during the interview How to Spot a Bad Boss Before Its Too Late from MoneyWatch Ever wonder what questions you should ask during the interview to truly understand the company and your future boss?   Here are eight great questions for YOU to ask during the interview!

Resume Writing For Teachers Examples

Resume Writing For Teachers ExamplesThe Internet is a great place to look for teaching resume writing for teachers examples. Searching in Google with the key words 'teacher resume writing for teachers' will result in a large number of blogs dedicated to the subject of these resumes. There are many other sources as well, many of which have developed an online presence through the web-based software program known as 'WordPress'.These are both free and provide the exact teacher resumes and cover letters that you may require. You can then use the WordPress software to customize the form so that it perfectly fits your needs. The program will make certain that your resume is in line with the criteria set by the author of the blog.'Teacher Resume Writing for Teachers' posts also contain tips, templates to be used for each paragraph. You can find many examples of the style guides, bullet lists and professional guidelines being used by top employers. Most of the employers will use a combinati on of all three to achieve their goals. Most article writers who write for employers are in constant communication with the top employers and update their teaching resume writing for teacher's example to reflect these requirements.Some bloggers also offer a variety of freebies such as flash games or movie downloads. You can search for these on the web-based internet programs and get the freebies, flash games and movie downloads. Some of the top employers also offer a number of freebies as a reward for their loyal subscribers.A small tip of warning is that not all blog sites are totally secure. It is possible that even those whom you trust on the internet can get your email address. However, the links to your e-mail account that they provide are safe.If you subscribe to a blog site, you are able to receive a message on your cell phone. A few of these will send you daily updates through emails. If you subscribe to one of these blogs, it will be very easy to leave comments on posts. Th ese types of postings will act as great tips for you in your teaching resume writing for teachers examples.While this will certainly be a very useful tool, you will want to make sure that you do not get too involved in the site. The blog will remain online for a long time and may be re-edited at any time. It is the users of the blog, and not you, that you want to stay on. By subscribing to a blog, you give the site permission to contact you.