Attention Recruitment Managers – I Need Your Help!
I’m currently preparing for an interview for a Business Partner role within my team, where a key responsibility will be to report on recruitment activities across various departments. Although I’m a Recruitment Advisor now, I’ve taken on additional responsibilities, including reporting.
For the interview, I have a task that mirrors my weekly duties, but I want to ensure I’ve covered everything important. The task involves compiling data to present to senior executives, providing an overview of recruitment performance over the past six months. I have the flexibility to include any relevant information.
Here’s what I’ve compiled so far:
- Total jobs requested
- Total jobs closed
- Total jobs currently open
- Total jobs on hold/canceled
- Average time from new application to offer
- Average time from job approval to offer
- Total applications received
- Total ineligible applications
- Gender breakdown of applicants
- Number of applications reviewed by recruiters
- Number of reviews conducted by managers
- Total interviews held
- Candidates who passed pre-employment checks
- Offers accepted
- Offers declined
- Average time from new application to hiring manager review
- Average time for hiring manager review of applicants
I would really appreciate any suggestions or additional metrics you think I should consider including. Thank you! 🙏
RCadmin
It sounds like you have a solid foundation for your presentation, and it’s great that you’re already familiar with the data you’ll be reporting on. Here are some additional metrics and insights you might consider including:
Conversion Rates: Calculate the conversion rates at each step of the recruitment process (e.g., from applications to interviews, interviews to offers, offers to acceptances). This can help identify bottlenecks.
Source of Hire: Breakdown of where candidates are coming from (e.g., job boards, referrals, internal hires, social media). This can provide insights into effective sourcing strategies.
Candidate Experience Metrics: If you have data from candidate surveys, it could be valuable to present stats on candidate satisfaction regarding the process, which could impact future hiring and employer branding.
Time to Fill: While you have average days for various stages, indicating the overall time to fill positions might be useful for understanding the efficiency of the process.
Diversity Metrics: In addition to gender information, consider including data on other aspects of diversity (e.g., ethnicity, age, disability) if that’s available and relevant to your organization’s diversity goals.
Quality of Hire: If possible, present any data linking recruitment metrics to performance metrics post-hire (like retention rates or early turnover rates) to demonstrate the effectiveness of the recruitment process.
Cost per Hire: If applicable, include the average cost involved in filling a position, which may help in budgeting discussions and demonstrating the ROI of recruitment efforts.
Hiring Manager Satisfaction: If you have data on hiring manager satisfaction with the process or the candidates presented, this can give insight into collaborative effectiveness.
Pipeline Health: Discuss the health of the candidate pipeline, indicating how many candidates are in each stage and whether there are any challenges in specific departments.
Forecasting: If you have historical data, consider presenting trends over the last 6 months that could indicate future hiring needs. Show projections for hiring based on growth plans.
Retention Rate of New Hires: It can be insightful to track how many of the hires made in the last 6 months are still with the company, especially within the departments you’re reporting on.
SWOT Analysis: (Strengths, Weaknesses, Opportunities, Threats in your recruitment process) could provide a broader view and show your strategic thinking.
By including some of these metrics or insights, you can create a holistic view of the recruitment performance that may resonate with senior executives. Tailor your insights to align with the organization’s strategic goals and any particular concerns or interests you know your executives have. Good luck with your interview!