One of the most important tools a professional can possess as they grow in their career is the ability to remain self-aware and understand how to perform to the best of one’s ability. And the most efficient way to boost your performance is understanding the why and how behind numbers - the metrics, data, insights, so on. Key performance indicators (KPIs) are used by management teams on a daily basis to track a team’s performance down to the individual level. Continue reading for unique recruitment KPIs that will allow you to improve your performance and maximize your efforts.
How many candidates can you source in a 30-minute time frame? Do you treat the time you’ve set aside for sourcing as a disruption-free zone? What has been your longest phone screen? Shortest? Were you able to make a personalized connection with candidates? These are all questions you should know the answer to – try to find a balance between invested time spent connecting with a candidate through a conversational phone interview while effectively processing the interview. Building rapport with candidates is key. Try gearing responses or follow-up questions related to what a candidate was just speaking about. This is often effective in that they don’t feel cut off, and you are still processing the necessary questions during the interview. While it’s important to manage your time on the phone, often the most successful referrals come from candidates who you've built a relationship with! These candidates can be excellent brand promoters and further add to your reputation of having a positive candidate experience.
Maintaining variety in your efforts is key to ensuring you expose yourself to a diverse pool of talent. After all, exceptional talent isn’t all found in one place. Some of the questions to ask yourself to maintain variety when sourcing include, what type of position are you recruiting for? Are you sourcing purely for a mass entry-level position or a niche strategic placement role? How many different platforms are you consistently using? How often are you circling back to the most successful ones yielding higher return rate/lower return rate? What is the percentage of candidates who were accepted for an in-person interview and hired from each sourcing tool? No matter what you are recruiting for specifically, it’s crucial to maintain a variety of tools to maximize your recruiting efforts. Consider the potential of social media outlets through joining Facebook or LinkedIn groups. This is a strategic recruitment effort to connect with a new talent pool by engaging in a group discussion to build rapport prior to sharing job opportunities. Don’t discount the impact in-person networking groups have as well – these are excellent opportunities to network with potential candidates in your area who could also provide quality referrals.
With today’s access to technology and social media, email can sometimes feel like the only way to communicate with potential hires – but it definitely isn’t. Admittedly, email IS great for a few things. It maintains professionalism, communicates a message efficiently, and is a non-invasive way to contact candidates. However, email can also be the easiest form of communication to ignore from a candidate’s perspective. There are a vast amount of ways to communicate in very customized ways with candidates including everything from LinkedIn messages, Facebook, Twitter, phone calls, and some recruiters will even make themselves available to communicate via texting. How are you tracking responses from these various communication efforts and then measuring effectiveness? I tracked and compared the return ratio on emails vs. text messages and for every 25 emails I sent, I received 10 replies. For every text I sent asking the candidate, in a conversational casual manner, if they had time for a quick five-minute chat, the ratio averaged about 5:1. This is the best return ratio I’ve seen across the board for outreach tools. When using any of these outreach techniques, it’s important to keep your target market in mind and customize based on the industry, job, and candidates.
The most important indicator to use for comparison is outreach. It’s key to measure and compare specific metrics including, outreach to the first point of contact, outreach to completed phone interview, or the overall outreach for the entire month compared to the number of candidates actually hired by a client. If you can increase your effectiveness in sourcing the best talent from the beginning, you can bridge the gap between the number of potential candidates-to-hire ratio.
A small team of talented, high-performing individuals can outperform a large team any day of the week. If you take the time to invest in your strengths and expand your ability to increase productivity, you will see exponential growth and success.
Ashley Lamb works on the sourcing team with WilsonHCG and has experience with university recruiting in the client-facing atmosphere. She is passionate about pursuing a career in leading targeted marketing initiatives and client brand representation throughout the European market. She believes the time best spent is investing in yourself and others.