Blog

Recruiting metrics are used to gather and analyze information to improve a business’ hiring process. Recruiters and stakeholders must remain aware of evolving trends to successfully manage turnover.


Sourcing Quality Hires


Recruiting managers are deployed to proactively leverage the sourcing channels used to hire quality recruits. Some of the most common sourcing channels include referrals, recruitment agencies, resume search, social media shares, notifications, career sites, and other job boards. To ensure recruiter efficiency, metrics and activities reported in a timely manner can identify potential problems and opportunities for improvement.


Pipeline Development


A key business goal is to develop a pipeline of quality candidates, which hiring managers can call upon when positions have to be filled. This facilitates easy tracking and monitoring of leads, while also managing traditional metrics, such as the Interview-to-Offer Ratio (the number of interviews to the number of offers extended) and Offer-to-Acceptance Ratio (the number of actual hires versus the hiring goal).


New Growth Attrition Rates


In some cases, more time is spent on replacing employees instead of growing the team. Some businesses experience higher turnover rates in particular industries, which can result in high vacancy rates. Lower turnover is a main indicator of the effectiveness of the recruitment process. It demonstrates that real value is being contributed to the growth and success of the business.


Performance Dashboards


To benchmark performance success, dashboards create a snapshot of key performance indicators for further examination and analysis. For instance, the amount of revenue generated is a clear indication of whether a growing organization should hire. They also act as a tool to measure productivity.


Candidate Satisfaction


Satisfaction ratings can provide essential feedback from new hires and employees who are seeking opportunities for internal mobility. From the candidate’s perspective, feedback from the interview process through post-recruitment surveys can influence the company’s recruitment strategy. The surveys can identify gaps in the recruitment process and provide critical information for the improvement of recruitment campaigns.


In the information age, many businesses have implemented software tools, such as the Human Resource Information Systems, which aid in facilitating easy review of pertinent human resources functions. Most importantly, this system software encompasses metrics for monitoring and tracking recruiting data. Success factors can be achieved when a business efficiently and effectively understands the benefits derived from making investments in the Human Resource Information System.


L. Chadee | Contributing Writer

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Blog

Finding the right candidate for a job can be a daunting process for many employers. Individuals with a great work ethic and a strong skillset are essential for maintaining a productive organization. When it comes to finding the right people, utilizing the services of a recruitment agency is an effective way to fill job openings.


There are many benefits of a recruitment agency and using their services will significantly simplify the hiring process for you and your organization. Here are a few of the advantages:


Time and Cost


Time is of the essence in today’s world, especially if companies want to remain competitive. Stopping or slowing production can result in a loss of revenue. Job openings need to be filled with suitable candidates who can learn fast and make notable contributions to an organization. Recruitment agencies can match and shortlist candidates, saving your company on countless hours of sorting through hundreds of applications. As a result, open positions can be filled much faster, saving you time and money.


Network


Recruitment agencies maintain an extensive pool of skilled candidates in their databases. Job seekers seek them out for employment opportunities, which ensures that agencies are always receiving new applicants from a wide cross-section of backgrounds, experience levels, and expertise.


Pre-Screening


Candidates go through extensive assessments and evaluations before being referred to a potential employer. The agency will take care of all the background and reference checks, ensuring that only the best and most qualified candidates move on to the next stage.


Employee Retention


Workplace turnover is significantly reduced when the employee is the right fit for the job. Knowing that the available candidates have already gone through a thorough screening process puts the manager’s minds at ease when selecting an employee. That added confidence makes the final hiring decision that much easier to make.


Building Relationships


Over time, employers will find that the hiring process through the recruitment agency they’ve engaged becomes more efficient. The agency will have established prior knowledge of the employer’s specific needs and expectations, and thus be able to provide valuable advice and expertise on future hires.


For your next job opening, consider using a recruitment agency. The benefits will be reflected in an efficient and skilled workforce that’s capable of boosting company morale and helping you achieve your organizational goals.


N. Johnson | Contributing Writer

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Blog

A great recruiter is more than a “job filler”. Although filling an order is part of the job, recruiters should be able to sell, communicate and negotiate. Our report will outline 7 essential traits that classify an effective recruiter.


Customer Relations
Like every customer oriented job, recruiting requires communication and professionalism. A recruiter should possess outstanding interpersonal capabilities and communicate on various levels. The recruiter has to be confident and charismatic and know what client needs. Many factors will affect the completion of an order and it’s part of the recruiters’ job to demonstrate efficiency and wisdom throughout the process. A recruiter should always be accessible. Clients expect to work with someone who will keep them informed and is available when required. Finding the most qualified and suitable candidate should be paramount to both recruiter and client. The recruiter should ensure the candidate and client are compatible and the work environment and culture of the company is adaptable to the candidate. Obtaining and maintaining, the clients’ loyalty can be challenging, but it is one factor which makes a recruiters job more rewarding. Great listening skills and an open communication channel help foster great relationships.


Finding Qualified Candidates
Finding qualified candidates for a client is not an easy task. There are many steps that will impact this process. Sourcing qualified candidates starts with having an accurate depiction of the clients’ requirements. There should be a clear understanding on what kind of person he/she wants to hire and what the requirements are for the position. One of the most effective ways to have a qualified pool of candidates is through the use of tools such as assessments and interviews. An assessment allows the recruiter to distinguish between candidates that meet all the technical requirements of the position. Through an interview the recruiter becomes acquainted with the candidates’ personality, and his/her familiarity with the position. After the interview the recruiter is better equipped to decide if the candidate will be a good fit for the company. It’s also imperative to know more about the candidates’ personality, education and work experience to make an accurate match, thereby fulfilling the expectations of both parties. With the guidance of an effective recruiter, the candidate will also make the right decision regarding the job.


Sales
A vital aspect of a recruiters job is sales. It is not just about acquiring new clients, it is also selling the job to candidates.

The recruiter must know:
a) The company’s target market
b) The employers specific requirements
c) If the employer is serious about the order
d) If the candidate meets the employers requirements


Often times, recruiters lose their focus and offer services to companies that do not have any need for their service. This mistake can be time consuming and costly. A recruiter needs to know who, why, when, where and how to sell staffing services.


IT Literate
Technology is evolving very rapidly. For the most part, recruiting is conducted on computerized software. This allows recruiters to utilize various tools to connect with prospects, contact candidates and source new clients. Social mediums like Facebook, LinkedIn, Twitter and Google+, allow companies to connect with clients and candidates providing opportunities to increase their network.


Detail Oriented
An effective recruiter pays close attention to details. Recruiters should focus on meeting clients needs. Neglecting or overlooking minute details can harm the process, and negatively affect the relationship with clients or candidates. The recruiter has to complete an order with efficiency and accuracy.


Time Management
A great recruiter should always be aware of and consistently meet deadlines. They must be realistic on the length of time needed to fill a position, and never mislead clients. This will eventually impact future decisions for jobs with the company. Candidates also appreciate knowing the time frame for a position to be filled and to be notified when the position is filled.


Team Oriented
Recruiting requires team work, not just with co-workers but also with clients and candidates. Open communication will allow the recruiter to have a better understanding of what the client is looking for. Often times, clients are not specific with their requirements. It is the recruiters’ responsibility to get to know the client and establish a relationship where they can work together to select the best candidate for the position.


An effective recruiter will know what the candidate needs to improve on and the best candidate to choose for the job. Both candidate and recruiter should work together to ensure the candidate has a professional resume. If the candidate gets an interview, the recruiter should provide all the necessary information to prepare the candidate for the interview. Finally, the recruiter must give moral support to the candidate, as some candidates get nervous during interviews. Team work is essential to complete every aspect of the process.


There are several other traits that could be included in this article, however under our consideration, these 7 traits would make a successful and effective recruiter.


T. Bhatti & V. Sanchez | Contributing Writers


Sources:
http://www.fordyceletter.com/2013/10/22/the-earmarks-of-a-true-recruiter/
http://www.ere.net/2006/10/24/traits-that-turn-a-good-recruiter-into-a-great-recruiter/
http://www.careerbuilder.com/jobposter/staffing-recruiting/article.aspx?articleid=ATR_0046HIRINGRECRUITERS
http://www.ere.net/2012/07/26/8-skills-recruiters-should-have/
http://recruiterfiles.com/10-traits-of-a-successful-recruiter/

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Blog, Human Resources

Finding the ideal candidate to join your company is a challenging task, but it’s gradually becoming easier thanks to advancing technology that not only speeds things up but helps with much of the minutiae of hiring. While many tried and true hiring tactics are still a must, like interviews and checking references, there’s been enough progress to save HR from wasting time on the wrong candidate.

Targeted Ads

Have you ever had those moments when you’re browsing the web, or just spending time on social media, when suddenly an advertisement appears for a product you’ve only thought or talked about? Imagine a potential candidate suddenly finding your job posting in the same manner. Although the reaction ranges somewhere between invasive and kismet, there’s no denying the potential reach of targeted recruiting ads.

These ads are one of the most useful tools in your hiring arsenal. If a potential candidate is on a hiring website, chances are that they know the type of job to search for, and your goal is to get to the top of the list. The simplest way is through targeted ads. Include the industry, job type, requirements, job description, and keywords, then let the algorithms do the rest.


SEO

You have targeted ads to direct potential hires to your website, and that’s great. However, according to a CareerXroads study, 98% of these visitors will leave your site almost immediately. Don’t let this stat dissuade you. The issue isn’t caused by a poorly written job description, it’s that it’s not the job that they’re looking for. Search Engine Optimization (SEO) is the key to solving this dilemma.

Your targeted ads are making the rounds, being seen by many eyes, just not the ones you need. Good SEO increases the visibility of your recruiting ads, and there are several ways to do this. First, make sure your website is mobile-optimized. Almost everyone who’s looking for a job is doing so on mobile devices at least in part, so it would hinder your chances of finding good prospects by not ignoring mobile users.

An additional way to improve SEO is by making use of effective social media strategies. Post on Facebook and LinkedIn Recruiter, all the while building an audience through engagement. Post relevant articles and actively respond to comments. This strategy both builds your company’s online presence and ensures that the right eyes are on the job ads you post.


Technology

Technological advancement in this field continues to increase at a surprising rate. Resume screening programs can help filter out the less qualified candidates while giving prominence to the stronger ones. The program does so by matching requirements and skills needed to each resume. In other words, it does the job of the recruiter.

Automated interviewing tools can also streamline the interview process, making it more efficient. They can analyze important data that factors into a good interview performance, such as facial expressions, speech patterns, and word choices. Once again, doing your very job for you.

Before you panic about a robot uprising, remember you’re the one at the helm implementing these strategies to find the best recruit. Remember that these tools and strategies are always advancing, you just need to be the one strategizing their uses.

 

Alex Correa

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