Your Cheat Sheet to Recruitment Metrics, What Can Stay and What Can Go!
6 MINUTE READ
I don’t know about you but spending time inputting data into an ATS or better yet an excel spread sheet is pretty much my worst nightmare. Between hours of interviewing and hours of sourcing, many recruiters find themselves asking WHEN exactly they are supposed do all of this data and metric tracking?!
The truth of the matter is it’s important. Not only does it give us insight into trends and themes within our candidate pool but it also tells a story of the work that goes into finding our needle in a haystack.
So what I want to know is what data is essential to track and what can we lose. Basically I don’t want to spend my time tracking things that actually don’t matter or provide much insight. Melissa Suzuno, contributing writer at Greenhouse Blog lays it on the table and outlines what we need to know.
Here is where you should be spending your time with metrics:
Enter a source for every candidate.
Log notes and a reason when you reject a candidate.
Document any stage changes or interviews scheduled directly in the applicant tracking system.
Input all interview feedback.
Fill in offer information for candidates and mark them as hired if they accept; reject them if they decline.
Close any filled jobs/openings and log the relevant close reason.
Seems reasonable right?!
To learn more about metric setup and upkeep read the full blog below!
Forward by Alisha Adams, Co-Founder of Talent Lab