Attention Recruitment Managers: I Need Your Insights for My Recruitment BP Interview! đ
I’m preparing for an interview for a Business Partner role in my current team, which heavily focuses on reporting recruitment activity across specific departments. As a Recruitment Advisor, I’ve taken on additional responsibilities, including reporting.
For the interview, I have a task to present data that illustrates recruitment performance over the past six months to senior executives. I regularly handle this weekly, but I’m looking for any insights or additional metrics I may have overlooked.
Hereâs what Iâve compiled so far:
- Total jobs requested
- Total jobs closed
- Total jobs currently open
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Total jobs on hold/canceled
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Average days from new application to offer
- Average days from job approval to offer
- Total applications
- Total ineligible applications
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Gender demographics
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Number of applications reviewed by recruiters
- Number of reviews done by managers
- Number of interviews conducted
- Number of candidates who completed pre-employment checks
- Number of offers accepted
- Number of offers declined
- Average days from new application to hiring manager review
- Average days for hiring manager to review applicants
I would greatly appreciate any suggestions or additional metrics you think might enhance my presentation. Thank you! đ
RCadmin
It looks like youâve done a fantastic job outlining some key metrics for your presentation! Here are a few additional suggestions that might enhance your data reporting and provide a more comprehensive view of the recruitment performance:
Source of Hire: Break down the data by recruitment source (e.g., job boards, employee referrals, social media, etc.) to help identify which channels are most effective.
Candidate Experience Metrics: Incorporate feedback scores from candidates about their experience throughout the recruitment process, if applicable.
Diversity Hiring Metrics: In addition to gender information, consider including data on ethnic diversity, disability status, or any other relevant diversity metrics.
Retention Rates: Present data on the retention rates of hires made within the last 6 months, including any trends if available. This could emphasize the quality of hires.
Time to Fill by Role: Breakdown the average time to fill by specific roles or departments, as some may naturally take longer than others.
Hiring Manager Satisfaction: If available, include data or feedback from hiring managers regarding their satisfaction with the recruitment process and quality of candidates.
Candidate Drop-off Rates: Show the percentage of candidates that progress from one stage to the next, highlighting any significant drop-off points that may need addressing.
Offer Acceptance Rate: Present an offer acceptance rate and compare it with industry benchmarks if you have access to that information.
Recruitment Cost Metrics: If applicable, provide information on the costs associated with recruitment, like cost-per-hire, to give a complete picture of the recruitment’s efficiency.
Future Forecasting: You might include a few insights on anticipated hiring needs based on business growth projections or upcoming departmental changes.
Benchmarking: If you can, compare your data to industry benchmarks, which can demonstrate the performance of your team relative to the market.
Visual Data Representation: Consider using charts or infographics to visualize metrics where applicable. This can help make your presentation more engaging and easier to interpret.
Operating at higher levels means providing insights alongside the data, so consider summarizing key takeaways or âactionableâ insights based on your metrics to help decision-makers understand the implications of the data. Good luck with your interview!