5 job posting insights you need to measure
I recently watched an analytics video that ranked professional sports & games based on how much “skill” versus how much “luck” it takes to win.
The game that required the most strategic skills? Chess. The game that required the most luck? Gambling.
When it comes to talent acquisition, are you taking a gamble instead of playing a more strategic game, like chess? The metrics are available, yet a study of 3,300 HR and business leaders in 106 countries revealed that 75 percent of companies believed that using recruiting analytics was ‘important’ but only 8 percent felt their organization was ‘strong’ in this area.
If you’re trying to win in today’s talent game, analytics should play a crucial role in providing insights to drive strategic recruiting decisions, and prevent you from having to gamble on your recruiting dollar.
Here are five key metrics that you need to measure in order to supercharge your job postings, and get the most out of your talent acquisition strategy.
1. Responsive Readiness
Responsiveness is the easiest to measure, but often the most costly to fix. Is your candidate experience designed to be mobile? Eighty-nine percent of job seekers think mobile devices play a critical role in the job hunting process and forty-five percent of job seekers search for jobs daily on their mobile devices. Create a mobile-friendly experience for your candidates, and engagement will increase.
2. Time Spent on Job Postings
On average, candidates spend about 49 seconds on a job posting before deciding if they are a fit for a position. Try to maximize the amount of time job seekers spend on your job postings. It will ultimately translate into a more informed, more interested and more qualified candidate.
3. Job Postings Impressions (and source)
I’ve talked before about how the “post and pray” method of advertising a job works — but isn’t effective. The total number of views is an important statistic because it is a great way to create baselines. Total views indicates how many impressions your job postings make on job seekers. This impression should be treated exactly the same as any outward bound marketing impression.
4. Job Posting Engagement
The engagement rate of your job postings indicates the depth, and meaning of the impression. The more interactive your job posting, the more meaningful your job posting is to your candidates, which can help you with a more diverse and qualified “top of the funnel” talent pool to choose from. Interesting and engaging content reigns supreme. The more you can educate, entice and impress your candidates the better.
5. Candidate Conversion (Apply rate)
Candidate conversion rate is your bread and butter in terms of measuring effectiveness. This statistic tells you at what percentage your job posting converts a job seeker, into a job candidate. If your job posting is highly effective, your candidate conversion rate will also be high. Look to your application rate as a guide in whether you need to create more engagement and interest in your job posting.
Measuring these five key statistics in your job postings will provide you with the actionable insights necessary to help you build more transparent and meaningful job postings.
Here at Ruutly we provide the important insights you need to determine the effectiveness of your job postings, and how exactly your candidates are engaging. Check out our website to learn how we can help you stop gambling, and start playing chess in talent acquisition.
