Organizations mostly focus on knowing the productivity of their employees, the work, the hiring process etc. Though the quality of employees being hired depends on the quality of recruiters who have screened them, it is crucial to understand that productivity of recruiters also matters.
Recruitment analytics offer actionable insights into the effectiveness of the recruitment process by accurately capturing the time, effort and resources spent on the different steps of the sourcing funnel. These metrics provide reliable information on which processes and procedures are working well and which ones are underperforming so that improvements can be made where necessary.
hireXP’s recruitment software has an exclusive feature through which you can analyze the productivity of individual recruiter by measuring different parameters. Let’s understand how these parameters can help us measure the productivity of recruiters:
1. Jobs created by the recruiter
Let’s suppose that a recruiter has to create n number of jobs to fill n number of vacancies. The number of jobs created by a recruiter would be compared to the number of candidates hired for them.
2. Candidate’s sourced
This metric can have major implications for your job advertising spend because it tells you where your best candidates are coming from. An applicant tracking system can accurately tell you the most lucrative source of hire and also give valuable insights into where your content is being received best.
Once you have the source report generated by your ATS in hand, you can take smarter sourcing decisions and uncover maximum ROI sources for hiring success.
3. Referrals
This is the number of references a recruiter has been able to get for jobs created by them. With our recruitment software, a recruiter can ask for references to a job from its employees by sending them reference email. Referrals are the easiest way to fill vacancies especially if you are on low budget.
This report enables you to know how efficient a recruiter is to get referrals for jobs.
4. Interview scheduled
Out of the number of jobs created and a number of candidates sourced, how many are you able to schedule an interview with. Scheduling interview would lead recruiters towards the ultimate hiring. So a number of effective interviews scheduled would make a recruiter productive towards quality hiring
This report generates the number of interviews scheduled by a particular recruiter.
5. Offers sent
The total percentage of job offers made to potential candidates gives you offer sent rate. By establishing a baseline to track the job offers rate, recruiters can determine the attractiveness and competitiveness of job offers and improvise accordingly.
If a recruiter has sourced 100 candidates out of which interviewed 20 and could finally send an offer to 1, this is not a good or attractive rate of an offer.
This shows that a recruiter needs to improve its hiring activities and have to focus on giving more offers which can happen by interviewing quality candidates. This report generates the number of offers sent by a recruiter.
6. Ageing report
This metric reveals your hiring speed and boils down to how long a recruiter takes to fill a vacancy from the time a job requisition was ordered. While for some companies, this can take a few days, for others, filling a vacancy with the right fit may take months.
This metric points out the productivity of the recruiter and reflects the efficiency of the recruitment process. Digging into this metric will reveal three important things:
  • You get to know when you are hiring the right fit.
  • Your speed and efficiency when you hired the right candidate.
  • What the existing performance bottlenecks are in your sourcing process.
hireXP also gives you an option to customize company specific reports.