Hiring Metrics That Matter In 2021
I’m the recruiter at AI4Recruiters, and I’ve seen a lot of cool things in my day. But one thing that’s out there is how recruiting isn’t just about filling positions; it makes sure we’re doing our part to help shape tomorrow!
One of the most rewarding parts about being an HR professional here is knowing that while not every decision comes down to me – whether through sourcing or interviewing candidates for open roles- this company values what I do enough to make intelligent decisions based on my input.
Connecting people with jobs is more than just our business model. It’s the backbone of everything that we do as a company, and it sets us apart from other businesses that don’t have this same mindset or set of values. Our goal at AI4Recruiters is to hire success – but not only for today’s employees, but also in building tomorrow’s workforce through recruiting future talent too!
The best companies are made up of the best people. AI4Recruiters is no exception to this rule, which we know because our job as recruiters relies on attracting and developing top talent like you!
When hiring for growth, it’s important to have talented recruiters at the ready. That means scaling internal teams so that people can keep pace with platform expansion, but no matter how hard recruiting gets, thanks to my handy partner in crime -Hiring success-we’ve proven what most already knew: Recruiting is not rocket science! I’ve partnered with our Hiring Success team as we build our brand and scale up internationally.
AI4Recruiters has an innovative approach to hiring. The company was founded in 2012 to revolutionize recruitment by forging new connections between companies and candidates while simultaneously providing a better experience for everyone involved. AI4Recruiters is redefining how businesses attract top talent from around the world through its platform that combines social recruiting tools such as candidate sourcing, video interviewing technology, resume parsing software which scans your résumé and finds key terms found on job postings; chat functionality where communications can take place at any time during their day or week without requiring 24/7 availability; gamified profiles that motivate potential hires to share more about themselves consistently over time so they have greater visibility into who might be best suited for open positions within each role.
Traditional recruiting often overemphasizes on more traditional metrics: time to fill, cost per hire, and the allusive quality of hire. None of these measurements tell you anything about whether or not the hiring process was efficient enough; they show how much we’ve spent to find talent and how long it took us to do so.
At AI4Recruiters, we are quickly becoming the go-to company for TA optimization.
We have embraced a set of analytics that is much more holistic and integrated to recruitment, enabling us to optimize TA outcomes internally without any outside help from HR professionals or talent management specialists. Internally, our use of hiring success metrics has enabled us to shift from order takers to strategic business partners – in other words moving away from rigid job descriptions towards something far more fluid with an emphasis on culture fit – this change is pervasive among employers who adopted Hiring Success methodology into their talent organizations.
Hiring Success Metrics
Budget: A company’s hiring budget is the total of all recruiting costs related to getting a new team member. This includes any fees associated with interviewing, advertising for candidates, and other recruitment efforts as well.
The Hiring Budget is an important aspect of your business that needs constant monitoring because it can quickly drain resources if not handled correctly or in good time.
Velocity: Hiring Velocity is the percentage of jobs that are filled on time. A glance at this number tells you everything about your company’s efficiency, as well as its reputation in the market for recruiting talent.
Score: The NHS is a measure of the fit between new hires and jobs. The NPS can gauge customer experience, but this form also includes how well employees are suited for their role in an organization – which supports long-term goals like retention rates.
My days are anything but predictable and a lot more interesting than you might think. I’m interviewing candidates left and right, learning about them on the spot so that my hiring managers can make an informed decision to bring someone new into their company!
One of the many challenges I face as a recruiting consultant is balancing my focus on building relationships and adding business value with what some might deem more measurable metrics.
One challenge that comes up in every meeting with a hiring manager, for me at least, is how to balance the need to build strong working relationships while still looking out for measurables like work ethic or potential salary expectations.
In essence, I am an answer to a problem. My job is not only about filling the empty seats of companies but also finding ways to make them more successful – or at least help their employees be happier while they’re working there and, in turn, boost productivity for as long as possible during these difficult times.
But no matter how good a partnership we might have, if my recruitment analytics don’t provide empirical evidence that hiring managers are succeeding, then I know it’s been far from enough – which has left me feeling like such a disappointment because all this time spent meeting people was just wasted effort when you think about what could’ve happened had any one person given up on us midway through our journey together.
Hiring Plan
Now, with a few taps of the finger on my laptop’s mousepad I can see which positions require more resources and support. With this information, it becomes much easier for me to identify where we need help recruiting so that Hiring Success will happen sooner rather than later!
Recruiting is a marathon that could be intense and competitive at times. You’re not the only one working hard to get where you want, but it’s important to take time from your day-to-day life for some reflection on how far you have come in this race or what it will take if all goes well to cross the finish line with success!
Recruitment can sometimes feel like an intense and competitive race – many other people would love nothing more than taking over your job position as TA (and now they know just exactly which jobs might suit them!).
I can’t remember the last time I felt so relieved as when my HR department informed me they were nearing completion on hiring a new team member.
Having a Hiring Plan is a great way to see which positions have been filled and what still needs filling in various periods since that’s how we currently plan our headcount growth. It also helps me pinpoint who should get more recruitment assistance or need intervention for resource allocation strategies- making it an ideal tool with all these benefits.
Have you ever wanted to hire someone but aren’t sure how or where to find them? AI4Recruiters has the answer! With their powerful Hiring Plan finding talent just got easier.
The Hiring Plan helps me to keep on top of our hiring plan progress. It measures my performance in real-time and ensures I’m following through with the goals we’ve set for ourselves.
And thanks to all the historical data stored within this tool, once there was no longer any confusion about how successful past hires have been when filling these positions…I now know exactly what metrics will show us whether plans are likely going be effective!
Building a Report
I’ve been a recruiter for years, and I can tell you with certainty that the questions we get from hiring managers are all variations of one theme. Where do our candidates come from? How long does it take to fill these positions? What happens when they drop out in a middle-of-the process like this? What is going on there!? These should sound very familiar!
Building a report will filter down high volumes of questions from hiring managers. It has been an immense help in providing our experts with analytics and empirical evidence that can be used to answer these complex inquiries quickly and accurately.
Do you often find yourself needlessly scrolling through pages of data to get the information you’re looking for? Building a report allows me and my team at AI4Recruiters to access custom reports that we can generate based on various key parameters. For instance, I could create a report showing applicants who applied after May 1st or show potential hires in their 30s with an undergraduate degree living within 50 miles from our office. These customized reports make it so much easier for us (and others) to determine which candidates have gone above and beyond during the application process!
Annual and Quarterly Metrics
I am always curious about how I performed the last quarter and my recruiter productivity. How did it measure up to previous quarters or years? Did hiring outcomes vary year-to-year? What about Hiring Success – were there any noteworthy takeaways from our team’s performance data this time around?
I love getting a glimpse into the future of our company every once in awhile. When I can see that there’s some variance between hiring plan and recruiting outcomes, it means we’re making meaningful progress towards setting up successful long-term goals for us as an organization. For example when we planned to hire 100 people but only filled 85 jobs – well those numbers tell me right away that not all is lost because they indicate quality work on my part by finding enough good candidates who are able to fill positions with success!
Whenever a year or quarter comes to an end, I turn to the Hiring Success team because it has been my most reliable source for assessing how well each one of our team members is doing. We all work tirelessly on both operational and strategic initiatives to drive continued success throughout the entire process, but there is nothing like taking time out at least once annually (or quarterly) with everyone’s results over their respective tenure within this department so that we can see where improvements will need to be made in the future as hiring velocity seems by far be the best indicator of whether or not we’ve done our jobs correctly.
Attracting and onboarding the talent your business needs to succeed is important because it will help you scale. If this task takes a long time, there may be other problems with running in your company.
It is a challenging and exciting time to be in HR. To survive, we need people who can keep up with the demand of our company’s rapid growth rate. When it comes down to helping us support high-growth corporations across the world, there is no understating just how much velocity counts when getting new hires into critical roles on time without delay or errors that could impact various parts of your business as well.
Having a Hiring Success team is a game-changer for recruiters and managers alike. For example, after using this tool, we’ve seen an increase in candidate conversion rates which has allowed us to allocate resources across our organization better! I like to track changes in the talent acquisition team and any related outcomes or variance analyses required by my particular department’s needs.
Conclusion
As a recruiter, you are constantly faced with opportunities to talk about your successes and findings. You always have something interesting and valuable to say that will help the company in its quest for quality hires, but it’s more than just talking – if you want true business partners who believe what they hear from you, then data must be part of these conversations too.
At AI4Recruiters, we know how important this is, which is why when recruiting recruiters to use our platform as their go-to sourcing toolset: not only do they get access to qualified candidates, hire rates increase by nearly 300%, turnover decreases by over 50% on average while recruitment costs drop up to $2 million annually according to SHRM research!
Hiring Success is much more than just getting butts in seats. It may even be the most critical factor to your company’s success. After all, it takes a team of dedicated employees working together towards common goals to make an organization thrive and grow! The analytics resources AI4Recruiters provide are perfect for tracking our progress while also optimizing how we recruit new talent into positions at your company.
It’s refreshing to be able to access my numbers. That way, I can demonstrate that not only am I doing my job and hitting goals, but also have the data at hand so as a peace of mind which lets me focus on what matters: connecting people with jobs in time and under budget- all while being driven by business outcomes.
It’s natural for the definition of Hiring Success to seem basic and boring at first glance. But take a closer look because this is where the real meat begins: our pillars are what make us different from any other recruiting agency out there – one that can save your company time and money in ways you never thought possible!
