10 ANALYTICS EVERY RECRUITER SHOULD FOLLOW

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10 ANALYTICS EVERY RECRUITER SHOULD FOLLOW

• Numbers always facilitate an organisation to plan
  the efficiency of any activity. The same applies
  for hiring method as well. Using elaborated
  analytics reports bring out important insights to
  enhance the effectiveness of the hiring process.
• Here are 10 analytics every recruiter should
  follow in their hiring process.
• Open vs planned vacancies
• Start the hiring process by clearly mentioning
  what are the urgent job positions to open and
  what positions company is expected to open in
  future. This analytics will help hiring
  managers to manage the talent acquisition
  activities where exact timelines of next 6 months
  or a year can be provided.
• Time for Hiring
• When starting with the hiring process for new
  opening, it is recommended to take a note of the
  date of creation and planned closure date for the
  opening. This will help in managing the time and
  resources to meet the timelines.
• Channel sourcing
• Procuring the channels to source the
  candidates is the most crucial step for
  any recruitment process. Track the
  effectiveness of each channel in terms of no. of
  profiles received, candidates turned up for the
  interview, relevancy of the profiles, closures
  made and finally the cost per hiring from that
  channel. This will help in allocating budgets and
  resources to each channel accordingly.
• Referral rate

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• Measure the number of referrals getting
  converted into new joinees, to plan a
  better incentive structure for the current
  employees. A well planned and attractive
  incentive program can be helpful in sourcing best
  fit candidates in the organisation. If the
  referral rate is too low then there is a need to
  rethink about the current incentive policies, or
  bring one if not implemented till now.
• Rejection Rate
• Rejection rate can be seen as the ratio
  of number of candidates got selected to
  the total number of candidates appeared for
  the interview. If the rejection rate seems to
  increase, then recruiters should look to discuss
  back with the requirement team on what kind of
  candidates they are expecting.
• Offer acceptance rate
• Measure the offer acceptance rate by no.
  of candidates accepted the offer against
  no. of offers released by the company. If
  the rate is going on a down slope it is
  recommended for recruiters to connect back to
  candidates and understand the reason it could
  be better salary offered by competitor. mismatch
  in expectation vs reality during interview or
  less attractive employee policies.
• Mixed Gender team ratio
• There are many benefits with a mixed gender team
  which show results in greater profits. An
  organization should plan for a metric which
  measures the percentage of men and women on each
  team in all the front, middle and senior level
  positions. Its always good to step back
  and maintain the gender mix within the
  teams and the whole organization.
• Applicant Reports
• Any effort put in recruitment process can turn
  out to be null and void if there is no tracker
  put in place to track applicants going through
  various interview stages. Recruiters should be
  able to track each applicant to know whom to
  reach for which interview process.
• Recruitment Performance Report

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