Recruiting metrics are our friend ( No really they are…)
It’s that time again! I’m here to discuss how our TA team can utilize metrics and statistics to complement our recruiting efforts. I have a tough act to follow with Eli’s hilarious discussion on humor in recruitment so I thought rather than compete (and fail) I would switch it up and discuss the most unfunny thing in the world, numbers!
One of the advantages to iCIMS (I promise this will be the only time I use the “i word”) is that it offers global reporting with real time metrics. While these metrics are useful to Hiring and TA managers, I wanted to focus on items that would directly impact recruiting efforts for us the Recruiters of Interest. With a little help from my friend the interweb, I have listed some metrics that the industry is using to become more efficient and effective in recruiting for 2017 and beyond.
“The M Word”
And….
Ok so raise your hand if you’ve heard or read anything lately about engaging Millennials in recruiting efforts. (I know silly question, right?) No matter where we go or what we do recruiters are constantly being bombarded with the newest “Millennial trends” and ideas on how to attract them. The simplest reason is that the millennial base is statistically more open to new opportunities than any previous generation. AND the numbers say most (if not all of them) are currently looking or are getting courted by another company. What this tells me is that when I am recruiting I should not be discouraged from engaging millennial candidates who have recently began a position or have started new positions every 2–3 years. (Providing they show upward mobility or growth)
Selling Axway to Candidates
When you are sourcing passive candidates, one of the hardest things to do is persuade them that Axway is the best company ever and they should jump at the opportunity to work with us. (If only it were that easy!) If a candidate is giving you their time there is always some level of interest. A good recruiter will find out what the motivation is to speak with us and know how to appeal to those interests. While all candidates are different, Glassdoor has identified the following trends in employee satisfaction.
Now I can only speak from the US perspective but with regard to these 3 benefits, Axway is ahead of the market. With this in mind, our candidates won’t ever know this until we tell them. Don’t be afraid as recruiters to sell Axway and the things we already do well. We can sometimes take our benefits for granted but please be assured not every company takes care of their employees the way that we do.
This stat shows that while compensation is important, it is not everything…Especially among the “m” generation. Salary is great and all, but vacations, holidays, affordable medical plans and retirement plans can be just as enticing to a prospective candidate.
The griffin, roboto, and our amazing recruiting team photos….
And
Well isn’t now the perfect time for these statistics! As we all know, Axway has made huge strides over the last few months to update our company branding and provide a first rate candidate experience. Our new, polished career page is living proof! These much-needed changes were vital to drive our future success by showing a modern, fresh look that was previously missing.
There is tremendous competition in our space and our branding helps show that not only do we belong, but Axway is a leader in the technology world. Don’t be afraid to direct employees to our new career page to show off just how cool we really are. (Special shout-out to Alina who included branding in her discussion 2 months before me :)
Also don’t forget to follow up with candidates on their overall recruitment experience. Questions like these below are vital to understanding how we make our candidates feel;
· Did you find our building okay?
· Were you welcomed upon your arrival?
· Did someone ask/provide water or coffee?
· Were you seen promptly?
The responses to these questions will be exactly what candidates tell their friends and colleagues so it is important for us to know exactly how they are treated throughout the engagement period.
Well I hope this article will help us all look at statistics as a benefit to our recruitment efforts. For my next article I want to pull in actual statistics from our social platforms (Glassdoor and LinkedIn especially) to look at ways we can leverage these sites even further. Thank you all for reading and I leave you with this…
