5 HR and recruiting metrics you should be tracking!

 Recruitment in 2021 is more than just hiring the perfect candidate. The use of hiring methods and practices has changed the face of the hiring process. Analytics is often used in solving people's challenges and to make the recruitment process run smooth and hassle-free. HR and recruitment metrics are useful tools in discovering popular trends and how to make use of it. To make hiring simpler, HR managers should essentially track a few recruitment metrics. Strong, sustainable and good analytics comes with clean data. Get a better understanding of cost per hire and when to fill an open job position is important to run a successful hiring process. 

Why should you be tracking recruitment metrics in 2021?

Tracking recruitment metrics will tell you which parts of your recruitment process work well and which don’t. This will help HR managers make better and more efficient hiring decisions and in finding the right candidates. Companies can use recruitment marketing metrics to optimise their spendings. Tracking recruitment metrics will also help in providing validated and data-driven evaluations of your hiring process. Recruitment has reshaped and revamped itself in many ways from the traditional methods. 

Given below are the top 5 HR and recruitment metrics that should be tracked by hiring managers. Tracking and analyzing every step of the hiring process can help you achieve a deeper understanding. 

1. Candidate experience metrics

This is one of the top recruitment metrics you should track! To conduct a better recruitment process, employers should keep track on:  

• How engaged are your candidates in your recruiting process?  

• How satisfied are your candidates with your overall recruiting process?

2. Career site metrics

How many people visit your career site? It is important to track career site metrics for various reasons. The use of targeted keywords can help you gain organic traffic and interact with potential candidates easily. For a successful hiring process, employers must choose a trusted online recruitment platform like TrustLogics. 

3. Employee satisfaction metrics

To improve employee retention rate, hiring managers should keep track of employee performance, consistency, expectancy and compatibility with the company’s work environment. Whenever you start the recruitment process, ask questions like:

• How long does the new employee stay at your company?

• What is the percentage of employees that leave your company in a certain period of time? 

4. Cost per hire

One of the common hiring methods and practices is to calculate the cost per hire. How much money do you spend to fill a job position once you have candidates in your hiring pipeline? It is very important to understand spendings when it comes to employee selection and onboarding. 

5. Source of the best hire

If you are an employer and want to know the best source of hire, ask yourself questions like:

• Where do your candidates first find out about your job opening? 

• Which platform provides the most of your best applicants? 

When it comes to the hiring process, go for trusted and verified candidates only.  TrustLogics is a prominent online recruitment platform that helps recruiters and job seekers interact with each other. Employers can be sure to find trusted candidates with TrustLogics! They use background checks to help employers save time and money. 

5 foundations of a compelling virtual candidate experience!

 Are you a recruiter looking for steps to enhance online interviewing? The year 2020 saw an uprising in remote interviews. Even today, everyone is new to the virtual hiring environment. The onboarding of a new hire is a crucial decision for the hiring manager. Unlike the traditional recruitment process, the virtual interview is a time-efficient way of finding the right candidate. The answer to improving an online interview process is to prioritise candidates' experiences. 

Enhancing the virtual interview candidate experience is the best way to protect your employer brand. It is important to implement a positive candidate experience throughout the steps of the recruitment process. The virtual hiring process is incomplete without the initial application process. Recruiters should make sure that the candidate finds it convenient to reach out to them. 

How to achieve a positive candidate experience?

Candidates usually look for a hassle-free and easy way to finish the application process. With the advancement of technology, recruiters are using best practices to avail the benefits of recruitment applications. TrustLogics is one such prominent online job portal where recruiters can easily connect and network with potential candidates. TrustLogics uses background checks and allows recruiters to interact with verified candidates only. 

A successful employer brand is possible when hiring managers make use of social media advertising and promotions too. The virtual hiring process has opened doors for everyone around the world. With an increase in job seekers, there is also competition. New and exciting job roles can bring candidates to your company but do you know how to make candidates experience worthy? Let’s find out the top 5 foundations of a compelling virtual candidate experience: 

1. Don’t keep candidates waiting!

Did you know job seekers rank employer responsiveness as the most important when it comes to candidate experience? The best way to attract and retain the right candidates is by clear and consistent communication.  

2. Use technology to your advantage

The right technology can speed up the recruitment process. Ensuring the application process runs smoothly is important. Employers can make use of artificial intelligence and automation too. 

3. Survey tools

Gathering feedback from candidates is used as a common HR tool. If you are looking to make the recruitment process better then go for survey tools. A questionnaire describing job requirements and responsibilities can help recruiters understand the likes of candidates.  

4. Social media

Employer branding always plays a key role in improving online interviewing. Social media is the best way to attract potential candidates. Social media channels can boost and facilitate an increase in candidates' interactions.

 

5. Keep it exciting

Keeping candidates excited about your company is a top priority. Having the word put out to the world about your organization can help you get the right candidates. 

The virtual hiring process can be challenging but keep your focus and stay confident. Employers should also talk to candidates about their company achievements and work culture to keep them interested. Taking honest feedback from candidates can help you better your recruitment process next time. 

Hiring Managers v/s Recruiters: What’s the difference?

 When it comes to recruitment in companies, big or small, hiring managers are often referred to as Recruiters. But are they the same? Finding a qualified and perfectly fitted candidate for a job is a tough decision. Recruiters and hiring managers are responsible for interviewing potential candidates and selecting the right one. There are several methods that hiring managers and recruiters adopt to find the most suitable candidate. These common methods are also called hiring tactics which are essential to help the hiring process run smoothly. The human resources department in a company is attributed with the responsibility of interviewing top candidates. Job seekers often confuse hiring managers with recruiters.

How are recruiters and hiring managers different? 

Hiring managers are typically the HR team lead looking to fill an open job role. They interview potential candidates for their departments but spend a majority of the time leading their department or team. Recruiters work on finding excellent candidates for the company. Recruiters look for applicants to fill specific roles and talented people that would benefit the organization. 

Hiring managers usually review resumes and applications as they receive them from recruiters or directly from job seekers. Once they identify an open position, most hiring managers write a job description and job posting to use in finding qualified candidates. Hiring managers can collaborate with recruiters to find suitable applicants. After consulting with a hiring manager, a recruiter will develop a strategy to find the perfect candidate. This includes reaching out to job seekers online and expanding their network through the virtual world. 

What are some of the qualities that make recruiters different from hiring managers? 

  

Recruiters possess many hard and soft skills that help them perform their jobs well. Recruiters usually have skills such as communication, problem-solving, time management, sales abilities and more. The hiring manager job duties depend on whether they are working with recruiters or alone or with human resources employees. Most hiring managers plan training and orientation of new candidates. We usually find recruiters posting job postings online and then screen candidates on the phone or using video conferences. The role of a recruiter is to help the hiring manager by casting a wide range of candidates and then presenting the most qualified people from that larger pool. Hiring managers are usually seen managing the onboarding process of selected candidates and supervising the hiring process. Recruiters identify potential candidates and look for the best talent that suits the company environment and ethics. 

Why do recruiters and hiring managers work together?

To find the best candidate, recruiters and hiring managers must be in constant contact with one another. The key is to be effective and efficient, a great way to do this is to conduct post-interview discussions via phone or using an online platform. This kind of regular communication helps both recruiters and hiring managers stay on top of market challenges, applicant expectations, and competitors. 

Amidst a global pandemic, the hiring process is tougher than ever. With a smart, trusted and professional online recruitment portal like TrustLogics, hiring managers can easily connect with former employees and new candidates.