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Recruiting Team Performance [5 Minute Friday]

This week we continue our Q&A focused on recruitment analytics, and we tackle a very interesting (and timely) question: 

"We’re looking for better visibility into our recruiting team performance at both the team and individual level. Are there ways you see customers using analytics to manage and improve recruiting team performance?"

Conceptual image of businessteam working cohesively. Interaction and unity.jpeg

 

Let's be honest, who doesn't want their team and their efforts to truly run like a 'fine-tuned machine'?  A few analytics can help you get there. 

 

 

Let's dig in...  

Are there ways you see customers using analytics to manage and improve recruiting team performance?

This is an interesting question and we recently helped one particular customer get to this level of understanding.

Our customer was faced with a problem familiar to many in recruitment: with so many requisitions constantly at play and in different stages, it was a challenge to know where to focus attention and effort.  Decisions were being made based on metrics that were too high level, on the perceived importance of a role, or based on whichever Hiring Manager was making the most noise.  They needed a way to quickly and accurately assess what was going on, identify priorities to deliver on objectives.

This required a move from measuring time-to-fill to setting targets: % on target.

Time-to-fill is a common metric but it can be misleading when it comes to measuring performance. For example, an average time-to-fill of 50 days across 10 jobs, does not provide the level of insight needed.  What if 2 of these jobs took 90 days to fill and these were revenue-generating roles? That’s a significant detail that gets lost in the average.   

As we’re all aware, all roles are not created equal.  Setting targets against specific roles provides the ability to track progress in context.  For example, a software developer role may have a target of 30 days to fill, while a sales rep role may have a fill target of 60 days.   Revenue-generating roles have a different value and a different target. 

Understanding where you are at in terms of hitting the target for each role is critical for knowing where to focus attention and effort.

Moving from a focus on time-to-fill to % on-target provides a precision view, segmented according to the elements that matter (e.g. role, geography, source, individual recruiter). 

With targets applied to your analytics, you have access to reports that can inform where you are in terms of hitting your targets, identify any places you are stuck, and enable you to adjust the approach of your team and indivudual recruiteres accordingly. 

To provide the level of detail required by the customer we designed two key dashboards: one at the team level and one at the individual advisor/recruiter level.

At the TEAM level, the Open Roles Dashboard is designed to provide quick access to analytics to know where things stand:

  • insight into the progress of requisitions
  • percentage on-target for requisitions and segmenting this by role, by geography, by source, or down to the individual talent advisor level
  • countdown views that indicate the percentage, number, and which roles are within 1 and 2 weeks of close
  • a quick visual with details of where requisitions are stuck

With all this insight, it’s much easier for the team to know where to focus.

Here's an example of a TEAM-LEVEL Open Roles Dashboard

Open Roles Recruiting Dashboard

 

Here’s an example of an INDIVIDUAL Talent Advisor (Recruiter)  Dashboard, in this case for recruiter Angel Wright  – with a countdown view, providing visibility for each advisor into where things are progressing well and any areas where things are stuck – allowing the right priorities to be set for the days and weeks ahead.

Open Roles Recruiter Dashboard

With these 2 dashboard views in-hand, recruiting teams and individuals have the ability to know with precision how they are performing and where effort and attention is needed to meet objectives. 

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If you still have questions, you can continue to submit them (or topic ideas for upcoming 5 Minute Fridays) here.  

 

Topics: 5 Minute Fridays