Bullhorn asked me to run present a webinar regarding recruiter / recruitment metrics.
We focussed on some new types of metrics that recruitment leaders can now use to help study and grow their recruitment businesses, manage their staff and attract/retain clients and candidates.
The YouTube webinar can be viewed at the end of this slide deck
2. barclayjones.comRecruitment Technology and Social Media for Recruiters
what we do we do well
We use “rec tech” to speed up
recruitment process and make
recruiters more competitive
We help recruiters to use social
media to generate business and
source talent
5. barclayjones.comRecruitment Technology and Social Media for Recruiters
What do you measure
now?
Same as before? Plus…
Conversion ratios (CVs sent interviews)
Closed business
Anything else?
6. barclayjones.comRecruitment Technology and Social Media for Recruiters
What’s your vacancy fill rate?
Current UK average is 2/4 in 10
Are you working the right vacancies?
Are you saying “no” to inappropriate
vacancies?
Are you actively sourcing the vacancies which your
candidate database can fill, or simply filling
vacancies your clients give you?
7. barclayjones.comRecruitment Technology and Social Media for Recruiters
3 things to measure!
Measuring Recruiters
Measuring Recruitment Processes
Measuring Recruitment Businesses
9. barclayjones.comRecruitment Technology and Social Media for Recruiters
Recruiter – what to measure?
Conversion ratios
Quality of applications (not volume)
Speed of hire
Speed of application
Speed of invoice paid??
Speed of new employee -> billing recruiter
You need to measure the candidate as well as
the process (later)
10. barclayjones.comRecruitment Technology and Social Media for Recruiters
What is your candidate recruiters’ experience?
“Happiness”
What motivates them?
Length of service
KPIS?
– Speed of placement
– Understanding of market / sector
– Customer service
Would they recommend your business to their
friends?
Are they hairdressers?
Do you ask?
11. barclayjones.comRecruitment Technology and Social Media for Recruiters
Measure what you expect or inspect?
What do you assume that your
teams are doing?
What do you expect them to
record? And are your systems
geared up to record?
What systems do you use to
measure? And are your systems
geared up to measure?
12. barclayjones.comRecruitment Technology and Social Media for Recruiters
Be innovative
Business growth
Attract internal talent
Be more agile
Brand awareness
Build and manage relevant communities
Challenge the direct hire model
Be more approachable
Goals
Save money
Measure output
13. barclayjones.comRecruitment Technology and Social Media for Recruiters
How do you measure time?
Time spent on admin (what is admin?)
Time spent with clients and candidates?
Time spent sourcing?
Time spent advertising?
Could you (should you) break the recruiter role down in to
components and measure it’s input and output?
15. barclayjones.comRecruitment Technology and Social Media for Recruiters
Which are your top 3 sourcing
systems/processes?
Your CRM
LinkedIn / Twitter
/ FB etc…
Your website
Job Boards
Boomerang
recruitment
Referrals (internal
/ external)
Other social media
channels
What is their £$€ Value?
16. barclayjones.comRecruitment Technology and Social Media for Recruiters
Which are your top 3 sourcing
systems/processes?
Your CRM
LinkedIn / Twitter
/ FB etc…
Your website
Job Boards
Boomerang
recruitment
Referrals (internal
/ external)
Other social media
channels
What systems do you use to measure?
17. barclayjones.comRecruitment Technology and Social Media for Recruiters
Process – what to measure?
Conversion ratios
Quality of applications (not volume)
Speed of hire
Speed of application
Speed of invoice paid??
Speed of new employee -> billing recruiter
You need to measure the candidate and client as well as the
process
18. barclayjones.comRecruitment Technology and Social Media for Recruiters
Conversion ratios (candidate client/spy)
Do they “rate” you? And if so how?
– Speed of placement
– Understanding of market / sector
– Customer service
Would they recommend you?
Are they serial monogamists?
Do you ask?
What is your candidates’ experience?
19. barclayjones.comRecruitment Technology and Social Media for Recruiters
What is your clients’ experience?
Retained or contingent?
Are they trying it for themselves? (Why?)
Do they “rate” you? And if so how?
– Speed of placement
– Understanding of market / sector
– Quality candidates
– Customer service
Would they recommend you?
Are they serial monogamists?
Do you ask?
20. barclayjones.comRecruitment Technology and Social Media for Recruiters
What’s your placement speed?
Are you quicker than you were 1, 2 3 years
ago?
Do you even measure speed?
Clients are speedy
Candidates are super speedy (smart
phones and pyjamas shopping for jobs)
What are you doing to increase speed?
22. barclayjones.comRecruitment Technology and Social Media for Recruiters
Business – what to
measure?
$£€ etc…
Size of your communities
Value of your systems (in-house and
external)
Longevity/happiness/loyalty/grade of your
clients
Re-placement of talent
23. barclayjones.comRecruitment Technology and Social Media for Recruiters
Are you measuring your competitors?
Who are they?
Beware the agile micro-recruiter
Beware the client
Beware the candidate
And if you are measuring these
elements, how?
24. barclayjones.comRecruitment Technology and Social Media for Recruiters
What not to measure?
LinkedIn contacts (use Inmaps to study
relevance AND numbers)
Time spent online
Community size
How long your team spends in the office
How much your cufflinks cost and how
fast your car is