Entries by Naila

Two Recruitment Tech Award winners work together: VNOM collaborates with OnRecruit to become more digitally mature

In November 2018, VNOM, a recruitment agency specializing in connecting skilled workers in engineering and construction, won the Recruitment Tech Awards 2018 under the category ‘Best Case’. Their effectiveness of their marketing tooling and techniques won the juries’ votes. Using a data management platform allows them to build candidates’ profiles, answering important questions related to their KPIs. Based on the data, they can tell what each candidate is looking for. Using this information, they can create personalized content that provides candidates with a need as quickly as possible, topped off with triggerpoints that drive them to apply. To read more about their case, click here

 

Photo courtesy of RecruitmentTech.nl

Just the year before, OnRecruit also won the 2017 Recruitment Tech Awards under the category ‘Best Tooling’. OnRecruit’s platform allows clients to see the entire candidate journey end-to-end, from the first click to placement. What’s in it for them? It allows clients to understand from which online channels their candidates come from, hence more efficient budget allocation. Click here to learn more about OnRecruit’s winning case. 

 

Recently, VNOM, 2018 winner, has agreed to collaborate with OnRecruit, 2017 winner, to get more value out of their data and is on track to becoming a more digitally mature, data-driven company. 

 

Photo courtesy of RecruitmentTech.nl

VNOM is a company which really innovates in the digital recruitment landscape. The DNA of both companies will result in even more powerful insights, tooling, and ultimately more and faster job placements. Besides this, the ‘down-to-earth’ way of working, and just-do-it mentality is a real fit between our two companies”. – Maurice Coulier, Sales Executive at OnRecruit. 

 

VNOM has been continuously growing since 2009, even during crisis years. What’s the secret? Whether candidates go for a job in electrical engineering, installation engineering, construction, painters, or an office job, VNOM’s always takes a candidate-centered approach. 

 

OnRecruit’s ability to unify their data for them will allow VNOM to have their data in one place. This will provide them with more insights on the candidates, which channels quality candidates come from, which candidates in their database are looking for jobs, as well as automating their email marketing, thus driving positive business impact. 

 

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Every month, OnRecruit hosts round table sessions that bring together directors, marketing and operations managers in recruitment companies to learn about the most relevant and newest topics in the market. This gives recruitment professionals a chance to expand their network, learn more and discuss about specific topics in recruitment technology. Our next Roundtable is on Thursday, May 9th 2019. Click here to save your seat! 

 

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Highlights of TA Live 2019

The second edition of TA Live 2019, organized by Bas van de Haterd and Martijn Hemminga, held in Amsterdam last Thursday was a hit. Filled with inspiring keynotes and 16 breakout sessions, the event held space for TA professionals to network and expand their knowledge on the hottest topics in talent acquisition tech today.

Anna Ott opened the stage with a warm welcome to all the attendees and speakers. Shortly, the stage was given to Christoph Fellinger, who shed some light on the extent to what tech can and cannot do for us in times of VUCA (Volatile, Uncertain, Complex and Ambiguous). And though robots excel in automation and the discovery of patterns, humans will still outshine robots in terms of seeing context and interpretation.

What followed was a keynote from Sophie Theen, Head of HR & Talent of FS11. Taking the stage, she gripped her audience with her enthusiastic talk, debunking the buzzword of hypergrowth. “Hypergrowth only happens when you scale with the right foundation, which is your people”, she claimed. The key is to bring the right people in from day one. She also highlighted the importance of involving the hiring managers throughout the process to preserve the company culture.

 

Aside from the keynotes, the breakout session was filled with informative speakers about the most relevant topics of in talent acquisition today.

Would it truly be a talk from Dirk Meeuws, CTO & COO of OnRecruit, if it doesn’t start with an example of space satellites in outer space? By starting his talk with an example of NASA’s voyager program, Dirk emphasized the role of data in innovation. If there was one key takeaway from Dirk’s talk, is to know that “Data is the means of innovation”. In recruitment, there are a lot of sources in which data is gathered, and building the right dataset is important to bring businesses forward. However, it doesn’t stop there: unifying data sources remains to be the main challenge many companies face today to make sense of what ignites innovation. He then concluded his talk with a breakdown of the 10 steps needed to be taken in order to drive innovation in recruitment. If you’re keen on watching the full talk by Dirk, click here.

Arguably the most humorous session, Eva Baluchova from LevelUp Ventures captivated the audience with her humor and examples of her successful recruiting emails. In her informative yet fun talk, she showed many examples of the email marketing successes she’s achieved. Through various personalized email templates, topped off with memes and scientifically backed tricks, she successfully triggered her candidates to click on that reply button. By identifying the emotions that she wants to trigger in candidates who want to apply for certain roles, the likelihood of getting a positive response is much higher.

 

 

With a closing keynote by Karen Azulai and Teddy Dimitrova, TA Live was concluded. These days, there are countless tools and technology available to power up and optimize any recruitment processes. A mindset shift, the right dataset and the ability to make sense of it to drive the right action is vital in attracting the right talent and bring businesses forward. By making use of the number of technologies available in the market, leveraging your data and becoming more digital savvy to optimize recruitment processes becomes a must-have for business to thrive today.

Looking to unify your recruitment data?

Combining the data of the whole online candidate journey with your ATS or CRM data gives you the ability to see where your hires come from. Do you want to understand how all your online sources are attributing to open job views, clicks, clicks on the apply button, applications, interviews, offers and hires? Using your data from the past, you can reverse engineer your recruitment process. Identify which channels you want to invest, when to invest, and how much in order to reach your recruitment goals. If you’re interested to learn more, have a chat with one of our representatives at info@onrecruit.net and get yourself an obligatory-free demo!

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Highlights of OnRecruit DiRect 2018

The event kicked off with a welcome speech by Rene, who took the audience on a trip down memory lane, sharing the very first message he received from OnRecruit founder, Rob Nijssen, 8 years ago, inviting him to be a part of the team. Fast forward to today, OnRecruit hosted their very first annual conference, featuring some important names in the industry who shared their views about the future of technology and recruitment. The conference was aptly kicked off with the team’s self-created music video, “Gold Mine”. This video and the conference were a celebration of OnRecruit’s 2018 innovation, as well as the amount that the business has grown and team success we’ve achieved thus far.

Hung Lee got the ball rolling. His presentation focused on how recruitment is changing in the context of new technology available to us today. He claimed that recruitment is like a game, and he invented the acronym SMASH – Sourcing, Messaging, Assessment, Scheduling, Hiring. “In recruitment, we SMASH it.” Today, there are so many tools that help recruiters in every stage of SMASH. Technology will help many recruiters to free up so much of their time. But, the key question was: What to do with all that free time? His recommendation is that recruiters should shift their focus to more value-adding activities, practically changing their roles: Building an audience, becoming storytellers, being candidate champions. Technology equips recruiters to now build better human connection with candidates and be more visible. “Visibility is one of the key success factors in the future”.

This was followed by Loraine Nijhuis, a digital and technology expert at Green Orange. Loraine drew comparisons between recruiters and marketers, and how the candidate journey is very much alike to the customer journey, except for a difference in input and output. Ultimately, she claims that the combination of data and human touch are the key to success.

300 hires per year and no recruiters? One of OnRecruit’s star customers and the talent acquisition manager at Fabory, Arjan Spies, brought this dream to reality, inspiring the audience with his success story. Taking a relatable approach, Arjan shared not only the shiny celebrations, but also the challenges and pitfalls he faced along the way and how he overcame them. Collecting data and looking at how it can be used has helped Fabory eliminate their need for internal recruiters and help from third parties, speeding up their time to hire, and hiring 80% of their candidates using their own channels.

Bringing black fedora hats back in style, Bill Boorman made his way to the stage defining “A new kind of good”. Interpreting data from the past may induce a biased view on what used to be good: Using old and biased data, you would probably find that ‘most qualified’ applicants are highly educated white men. “Organizations have been built on biases. Use data to build a new matching selection machine based on something different, that would give us new outputs”. Boorman also challenged the well-established importance of employer branding: Candidates are now shifting their focus from employer brand towards job brand. Candidates are choosing towards specific roles and what they entail, and only once they find an interesting role, does employer branding come into play.

The speaker lineup ended on a high note with Dirk Meeuws, OnRecruit’s CTO and COO, with his very personal talk. Dirk earned his degree in aerospace engineering from TU Delft. With his background, he made the seemingly unlikely connection between rocket science and recruitment: both involve the combination of data, making people’s life easier, and providing business intelligence. He then went on to explain how OnRecruit, as a recruitment enablement platform, has taken on these learnings in its product and service offering that can, and will, help you and others improve recruitment.

Ultimately, technology will not wipe out the role of recruiters, but it does lead to a change of skillset that recruiters need to adopt. There are things that any type of technology, AI or automation cannot replace perfectly: Human touch.

The conference was completed with a graceful rhythmic gymnastics’ performance. The gymnasts from RGC Eleganza are coached by OnRecruit’s very own Barbara van Ravesteijn Ors, customer success manager. No conference would be complete without an entertaining and gezellige ‘borrel’, allowing the guests to mingle, catch up and network with old and new friends, as well as strengthening and forge business relationships.

Make sure to watch the speakers’ full talk on our YouTube channel

Check out the full photo album on our Facebook  

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What Makes for Great Email Marketing in Recruitment

Do you regularly receive newsletters, articles or news on your email that you very much enjoy? You love receiving them because they seem to be written specifically for you, even though they’re not! These emails usually contain content that are relevant to you and your interests. 

Email marketing is fundamental to many businesses in eCommerce, mainly to build relationship with customers and potential customers. But how does that relate to recruitment? What do we usually do in terms of email marketing in recruitment?

Sadly, not much.

Email marketing is not a common practice in recruitment… yet. However, when used the right way, email marketing can help you to attract the best candidates and gain competitive advantage. Besides attracting candidates, it could also be used to maintain your relationship with candidates as well as staying in touch with them.

So what are you doing with the email addresses that are sitting on your database? Are they collecting dust or are you doing something with it?

If you’d like to learn more about how you can get more value out of the email addresses in your database, contact us here!

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OnRecruit at Engage London (Bullhorn)

Bullhorn, one of the world’s leading Customer Relationship Management (CRM) platforms and also partner of OnRecruit, recently hosted their annual Engage Conference in London. OnRecruit was there. As silver sponsor, OnRecruit CEO, René Bolier had the opportunity to take to the stage in the 2-minute “Marketplace Speed Pitch”. He was undoubtedly the only speaker to wear typical Dutch clog slippers! The lively sales team had the opportunity to meet and converse with many of the attendants at the conference. OnRecruit’s ability to track when candidates in an ATS are ‘on the move’ and searching for a new job, and consequently alerting recruiters so they can make contact with ‘hot leads’ at the right time was a solution that definitely piqued interest. This ‘superpower’ is what OnRecruit is equipping more and more recruitment companies and employers with to help them fill more jobs, faster.

Watch Our 2-Minute Speedpitch Marketplace

by René Bolier

Scroll Through our Gallery!

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Using Display Ads in Recruitment

You probably recognize a situation in which you were looking at a hotel room online, but didn’t immediately book that room for your chosen night. 

But then, you find all these display ads on different websites you go to. Also on all your devices, as if they were reminding you to finish your purchase for that room. Ultimately, you find yourself clicking on that Pay Now button. 

Guess what? You’ve been retargeted!  

This strategy in e-commerce is proven to be very successful: creating touch points with you, retargeting you with the same ad all the time, and not only that, they also show you what your life will look like if you buy this product. They are selling you the dream. So, creating positive associations and experiences leads to a lot of purchasing behavior in the long term. 

You probably wonder, what does this have to do with recruiting? 

Well, in recruitment, what we are doing all the time is that we are spreading our job ads all over the web.  

This results in attracting a lot of people to our website. They review us, look at us, and now they are in our audience: they know something about us. But there’s a catch: a lot of the people in that audience are not in the right stage of the candidate journey. They are in a stage where they are not yet ready to make that transaction with you, meaning to apply.

 

So what do you need to do?  

 

You need to learn from e-commerce companies and understand that you also need tobuild more of those positive associations with your brand, your job, your customer, your employer, or whatever it may be to stimulate the behavior you do want to see.

What are some behaviors you want to see in the future?  

You want them to react to your campaigns immediately.  

  1. This may be because of an ad strategy you have online, such as retargeting the right people with interesting content that create those positive associations. Once they engage with your campaigns, they are going to end up in your ATS.  

You want them to have your company to be top of mind. 

  1. At the point where they are “oh now I am in the mood to make a transaction”, you are the first they think of. That’s the power of building a big brand and a lot of positive associations with your audience. They are going to come to you, search for you on Google, and will choose to make the transaction with you over your competitors. 

Now what does that result in? 

It results in a lot more people coming from your audience into your ATS. In and of itself it may have little value. but what the value that you can derive from that is that you can now have one-on-one conversations with those interesting qualified people. Ultimately, they’re going to end up working alongside you, or for your customers, as successful, happy employees. 

So my question for you today… 

Where does your audience end up? Does it end up in this huge black hole that we have created as a recruitment industry, or do they end up as your colleagues or working for your customers?

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3 Benefits of using Candidate Engagement Scoring

“I have hundreds, thousands and sometimes even millions of qualified candidates in my database. Which of those should I reach out to and engage with today?”

If I were a recruiter, this would be the question I would ask myself daily.

Every recruiter would prefer to take a hire or placement out of their own database of qualified candidates, over having to create a whole new sourcing or attracting process. It saves them time, decreases time-to-hire / placement, resulting in happy (internal customer).

However, as their database expands, so are the challenges.

This is where candidate engagement scoring comes in.

What is candidate engagement scoring?

If you’re familiar with the concept of ‘lead scoring’ in marketing and sales, you understand how much this helps marketers identify their top leads that are ready to convert.

In case ‘lead scoring’ sounds alien to you, let me give you a refresher:

Lead scoring is a methodology/model often used by sales and marketing to score leads based on data gathered on those leads, determining the current worthiness of these leads.”

What if you could apply the same concept in recruitment? In other words, what if your recruiters could identify the hottest, on-the-move candidates in their database?

Why do you want to score your candidate based on their engagement?

To prioritize!

Candidate engagement scoring helps your recruiters identify the hottest candidates based on their behavior: namely, those who are engaging with your marketing campaigns and visiting your website often.

Picture this: you have a great candidate in your database who hasn’t shown any engagement for a long time. Then, you suddenly see him visiting your website several times in the past week and reviewing a few jobs. Chances are he’s ‘evaluating their options’, right?

By using this data and turning it into an engagement score you assign to your candidates, recruiters can then focus on the hottest candidates and reach out to them at the right time.

Once you know your candidate has a high maturity score, that’s when you know you can make the call.

Why is candidate engagement scoring useful?

1. Happy, productive recruiters:

Recruiters will spend more of their time engaging with the hottest quality candidates in their database at the right time, and less time on sourcing/screening new candidates/applicants. This will not only make them more productive (more hires/placements per recruiter per month) but will also make their job much more fun.

2. Happy customers and a more successful business:

When you super power your recruiters like this, it will translate to a lower time to fill/placement, resulting in a happier customer/hiring manager and a more successful business. The faster you can fill jobs with good candidates, the more revenue you make, whether you are a recruitment agency or an employer.

3. Higher ROI on investment in attraction/sourcing

Very often we invest a lot of money and time in attracting/sourcing candidates. That is not a problem, as human capital is worth a lot. Let me rephrase; it’s everything.

However, we must be aware of ‘the leaks in our game’. In the short term, we often only capitalize on a small part of our work. Great candidates who we don’t immediately place or hire go into ‘the black hole’, which is a waste! This approach of candidate engagement scoring helps you get a higher return in the long term on your initial hard work and high budget.

 

At the end of the day, you want your work to produce results and your investment to yield returns. Candidate engagement scoring is a great help with regards to getting the most value out of your existing database and making your recruiters more productive and happy.

 

If you want to learn more on how to score your candidates, contact us here and we’ll be happy to share more:)

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3 Ways to Get the Most Value out of Your Existing Candidate Database

Has it ever occurred to you that you may be sitting on a goldmine?

 

A lot of recruitment companies and talent acquisition teams fail to recognize the potential value in their database. They spend most of their effort looking for candidates that have never heard of them yet. While this is important, it may not be the most efficient and competitive way to win the best candidates fast.

Why should you look further when there’s a chance that you’re already sitting on a mountain of qualified passive candidates in your database from which you can extract value?

These are your lowest hanging fruit. Having candidates in your database in and of itself brings little value. However, there is value in being able to maintain and build the relationship you have with them, as well as being able to identify the right timing to engage with them. However, this isn’t widely known yet, so this is where you can create a competitive advantage with a large ROI!

How does recognizing the value in your database help you increase conversion rate? This could be done through…

     1. …Creating campaigns to get candidates on the move

Maybe the top candidates in your database are not actively looking for a job. What if there is a way you could mobilize these passive candidates?

With the help of relevant content or campaigns (via email, but also display, Facebook, LinkedIn and Google ads), you can trigger passive quality candidates that are in your database already to ‘get on the move’. You can also track which of these candidates are showing high engagement to your website and reacting to your marketing campaigns.

    2. …Understanding which candidates in your database are on the move

By tracking candidates’ behavior, you are able to bring out the most value from them. Wouldn’t it be nice to know when they are on the lookout, being able to see what vacancies they are searching for or types of jobs they are interested in?

Advanced analytics allows you to do this. By knowing which candidates are on the move, you can keep building and maintaining your relationship with them and ultimately, will be able to identify the right timing to reach out to them and extract value them.

 

   3. …Getting notified when a quality candidate in your database is looking for a job

When a candidate is visiting your website more frequently than usual or is interacting with your online campaigns otherwise, the lead score of this person should be updated. When the lead score is more than X, an automated task could be created to notify your team to start taking action and reach out to these candidates first. This allows you to understand which people in their database they should engage with today, so you won’t have to spend time on candidates that are not bringing you value. Having the ability to notify these recruiters to act on these top candidates quickly will give you advantage in today’s competitive market.

 Let’s conclude..

By getting value of the candidates that are already in your database, you can achieve higher fill rates and decrease time to placement. By being able to simply recognize the potential value in your database, you are already one step ahead of your competitors! So are you looking at your database in a completely different light now? Contact us here if you’d like to learn how OnRecruit’s Data Management Platform could help you get more value out of your database.

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How a DMP Can Make Recruitment Marketing More Successful

Today’s job search/recruitment process is becoming increasingly segmented. 

How so? 

With the existence of different platforms such as Indeed, LinkedIn, Glassdoor, and social media, candidates go through different touchpoints before deciding to apply. Not to mention the different types of devices they use when they are searching for jobs. This makes it a lot harder for recruiters to see which sources these candidates come from!

And they say technology is supposed to make your life easier…

Well, this article is about to tell you that it does!

The fragmented job search process gives rise to talent analytics platforms that manage all of your recruitment data and help you understand how to make sense of it. With the overwhelming data-rich process of talent acquisition, how do you unify all of your different data sources into a single platform? In addition to that, how do you extract meaningful insight and act on this data?

Introducing the DMP.

What is a DMP?

Yup… another tech jargon to put into your dictionary!

The term DMP has been circulating around in the recent years, especially in relation to successful data-driven e-commerce companies.

DMP stands for data management platform, and it acts as a warehouse for your data. It enables you to import and unify all your data sources. This includes first-, second- and third-party data, as well as offline data sources into a single centralized view.

DMP in Recruitment

Traditionally, DMP has been widely used by marketers in e-commerce to attract, convert and retain customers. However, as the recruitment space becomes more reliant on technology and data, the need for a data management platform in recruitment thus emerges.

That is why OnRecruit has built a platform that helps recruitment agencies and employers to have a 360⁰ view of their online recruitment. This is done by unifying all of their data and enables them to act on it.

With a DMP used in recruitment, you can understand the candidate journey across all the relevant recruitment related systems.

This way, marketing managers are able to scale up successful candidate journeys and implement smarter hiring strategies for future performance, through content personalization, targeted job advertising, analysis, and reporting, etc.

 

 So… What’s in it for you?

The main purpose of having a DMP is to store all of the touchpoints in your candidate journey and extract actionable insights on it.

        Defining successful journeys:

As a staffing agency or an employer, chances are high that you use at least a handful of tools in your talent acquisition; ranging from your ATS, social media, your website, just to name a few.

By knowing from which sources quality candidates come from, you are able to identify commonalities between successful journeys. In other words, identifying best practices. Where do most applications come from? Which channels are bringing the most qualified candidates? By knowing the full candidate journey, you are able to design and implement recruitment marketing more effectively.

 

         Automate your Marketing:

Once you define what success looks like, you are then able to strategize what needs to be done to scale up that success. One way is to influence people that are not on the same journey through job advertising, retargeting and email campaigns. These could potentially bring them into that ideal journey that leads to hiring success. Another way is to be able to target potential candidates that are similar to your successful audiences.

You could also automate your marketing towards quality candidates that are already in your database. With this, you are able to track behavior and email, website, and sending automated text messages.

Have you ever wondered what happens after your candidates apply? The fact is that a candidate’s journey does not end at application. These candidates needed to be nurtured through building different touchpoints, such as giving them updates and more information on the job they apply for.

If you are an employer or a staffing agency, it is likely that you already have a lot of data on your hands. However, data in and of itself brings you very little value; it is what you do with it that brings you growth.

So with this, let us ask you, what would you need to be able to mobilize all your data?

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If you need further convincing on whether or not a DMP can bring your company to hiring success, we would be happy to explain more about it. Contact us here and we’ll be happy to chat.

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3 Ways End-to-End Analytics Can Help You Reach Your Recruitment Marketing Goals

Imagine that you are at a quarterly meeting with your board members setting this year’s goal: reach 10% revenue growth. To reach this goal, you would need to hire or place 150 candidates this year. You are thinking of a strategy to reach those ambitious numbers, considering…

…the labor market is tightening, thus reaching goals is getting increasingly challenging,

…those vacancies on your career site are not getting enough traffic, and

…convincing the board to increase investment to reach these goals is not an easy task.

How can you achieve higher output by making the most of your existing resources? How can you make a business case in which you can predict what the business needs to achieve this result?

This is where end-to-end analytics come into play.

Through analytics, you can identify the setbacks and strength of your online recruitment strategy and make smarter decisions based on past performances. This will ultimately fuel growth in your organization.

How can you define your strategy by using end-to-end analytics?

Analytics will help you identify the steps that need to be taken to reach your business goal. It will also get you to start asking the right questions, such as:

What are the channels that attribute to quality candidates for different types of jobs?
What’s the average media budget we need per hire by reverse engineering hires to applicants?
How much time do we need to invest to hire a candidate for a certain role?
When do you need to start the recruiting process to make sure you hire/place at the right time?
How many quality candidates do we already have in our database?

end to end, candidate journey, job advertising, placement, onrecruit

These are concrete questions data in end-to-end analytics can address. From here, you are at the right starting point to go about reaching your recruitment marketing goals.

Having E2E analytics in your online recruitment campaign gives you a holistic overview of the candidate journey. This includes every single touchpoint candidates go through that eventually brought them to become a quality candidate. Through end to end analytics, you can identify many things including:

 

1. Channels that are attributing to your success

Not all channels are created equal.

Some channels do very well in delivering you conversions. Others will get you a lot of traffic but fill your inbox with low quality applications. So how do you know which channels are bringing you the top talents?

One step to identify the right channels is through understanding the whole candidate journey. The candidate journey is simply the process that candidates go through to find a job, starting from the first click all the way to becoming a high-performing employee.

In order to understand the entire candidate journey, you need to measure end-to-end, cross-channel and cross-device. How did candidates come to find your job, what are the touchpoints s/he went through that brought him/her to click the apply button, what type of devices do candidates use when they apply?

If you are able to see that certain channels bring you a lot of applications but not qualified candidates, you know where you will be spending more money. Read here to learn more about how to measure the candidate journey.

By knowing which of your online recruitment channels attribute to hiring success, you can invest more on the channels that are bringing you quality applicants, and fill more jobs faster.

2. Volume of Applicants in each stage

The hiring funnel helps you understand the volume of applicants you need in each stage to get one hire for different types of jobs. How many applicants does it take to hire one java developer? What about a sales assistant? What are the drop-off rates for different types of job? By knowing the candidate flow for a job, your recruiters will know where to put more of their online recruitment effort on.

analytics, end to end, time to hire, onrecruit, analytics, recruitment marketing, hiring funnel, onrecruit

By having this information, you can perform reverse engineering: you can start by defining your end goal and work your way backwards.

Let’s say your company has decided that you need to place 150 hires to reach that 10% growth this year. Knowing your hiring funnel allows you to know the exact amount of candidates you need in each stage to reach your goal.

3. Time-to-Hire / Hiring Velocity

One of the highest costs of recruiting is the value of human time.

Let’s face it: recruitment is time consuming. From screening hundreds of resumes, evaluating candidate profiles to setting up time-consuming interviews, there is a lot of time (and monetary) investment involved into filling that one vacancy.

But why is it important to measure time to hire / hiring velocity?

This metric is important for expectations management to customers and hiring managers.

If you are a staffing agency, hiring time is important as the faster you fill jobs, the higher output you will get. It is also a metric to measure the efficiency of your hiring process, and evaluate the overall performance of the recruitment team.

If you are an employer, it is crucial to start hiring at the right time. The length of your hiring process matters less; of course, people are more likely to drop off if the your hiring time is very long. However, if you have a very short time to hire but start your hiring process way too late, your business output would still get hurt. Do you have the right person at the right time to start delivering output?

Knowing the time to hire gives you an advantage of predicting when to start and how much time you need to invest in a campaign to fill a certain position. You can identify the average time to hire for different job positions and use that as a starting point to improve your talent acquisition strategy. Are we implementing the most efficient strategy? Can we make our hiring process faster? Where do we put more of our effort on? In other words, with this information you can get better at business planning.

 analytics, end to end, time to hire, onrecruit, analytics, recruitment marketing

With the help of insightful recruitment analytics, reaching ambitious business goals with limited resources is no longer a far-fetched mission. Having a proper data set enables you to come up with an effective marketing strategy and thus, achieve recruitment/hiring goals for your business.

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If you are interested to learn how you can do all this and need a solution, feel free to contact us by clicking the button below and we’ll be happy to help!

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