Improve your LinkedIn Company Page in 4 Easy Steps

In this blog post you will learn how to improve your LinkedIn Company Page in 4 easy steps!

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Benefits of a LinkedIn Company Page

Did you know that 75% of candidates research your company’s reputation before applying for a job?

Yes, they will Google you. And what will they find?

Besides your company website, the first place they will look is social media.

This is why you need to:

  1. Optimize your career site to get more job applicants
  2. Promote your Employer Brand on social media

In this article, we will focus on the most important social media network when it comes to business and recruitingthe LinkedIn of course.

Improve your LinkedIn Company Page in 4 easy steps

STEP #1: Set your goals

First, plan and develop the goals you want to achieve with your LinkedIn Page.

Your LinkedIn strategy should be a part of your overall Employer Branding strategy.

Use your Candidate Persona and Employee Value Proposition as your starting point for

STEP #3: Generate engaging content

What type of content should your create? What works best on LinkedIn?

Here are some ideas to help you get started:

 

  • Highlight the members of your team
  • Showcase your company culture
  • Publish your company news
  • Share industry news

 

STEP #4: Optimize your posts

Here is how you can optimize your posts to perform better on LinkedIn:

1.) Use visuals!
Always include an image or some type of rich media (such as video, infographics etc.).

2.) Keep it short and simple
Snappy headlines and concise intros are more likely to result in higher engagement.

3.) Engage your audience
Ask thoughtful questions and include a clear call to action.

STEP #5: Involve your employees

Turn your employees form your company’s supporters to your company’s ambassadors!

Instead of just sharing your company updates, your employees can help you create original, highly engaging content!

Encourage your employees to take photos and videos of their everyday work life at the office, company events, conferences etc.

They can also write blog posts in which they comment on the relevant industry trends or present interesting projects your team works on.

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How Recruitment Automation Can Improve Your Hiring

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Using Recruitment Automation to Improve Hiring

Everywhere you look, companies both big and small are making incredible advancements in technologies like robotics, central processing units, cameras and augmented reality.

One area that is also rapidly expanding and growing more than ever is automation.

While the thought of automation may concern some people, it can save companies both time and money that is usually spent looking for the perfect candidate to fill an open position.

There’s a lot to learn about the benefits of hiring automation. In this article we will cover everything from how recruitment automation works to how companies can put it to use.

What is Recruitment Automation?

To understand what recruitment automation entails, one must first understand how a process, or an object becomes autonomous.

In general, autonomy is the process of removing the need for human observation and interaction to achieve the desired result. Recruitment automation is simply the process of removing a portion of the need for human labor to complete the task of onboarding and hiring a new candidate.

Take the autopilot programming that is used on most commercial airliners: the “auto” in autopilot refers to the autonomous nature of the system that is flying the plane, which means that the system doesn’t require the constant attention of the human pilot to operate. However, just like an airplane’s autopilot system, there are certain parts of the process in recruitment automation that still need to be completed by a human being.

Why is this the case?

While recruitment automation can help recruiters sift through hundreds, if not thousands of resumes to find the perfect candidate, it is still ultimately up to the hiring manager to make the call when hiring a candidate.

Therefore, we must look at recruitment automation as an aide to hiring and not as a system to be in complete control of a company’s recruitment efforts.

Types of Automated Recruiting Systems

There are many types of recruitment automaton systems, some of which are listed below:

  • Resume Screening
  • Chat Bots
  • Digitized Interviews
  • Reference Checking Software
  • Automated Offer/Rejection Letters

Why is it Useful?

Looking at the above list, there are a couple of things that they all have in common: efficiency and consistency.

When a company is looking to hire a candidate, there is a good chance that the individuals in charge of hiring will be overwhelmed with the number of applicants. On average, a typical corporate job will receive 250 resumes; however, some companies receive many times that amount, and without an automated system of some sort, each resume will have to be manually examined so that a determination about the candidate’s potential can be made.

Because of this, most companies simply do not have the time or the resources to dedicate the required number of hours to recruiting and onboarding a new employee.

Besides saving time and resources on recruiting, automation of the recruitment process also ensures that all candidates are judged by the same criterion without human biases getting in the way.

For example, during a manual review of resumes, the individuals conducting the review may push a candidate towards the top of the pile solely based on the school they graduated from. With an automated system, candidates can be judged fairly since the system is not programmed with the innate shortfalls that come with being a human being. Additionally, by having an automated system to screen potential candidates, the company can better track resumes for future hiring efforts.

How to Automate your Recruiting

  • Resume Screening – Resume screening tools have been around for quite some time. These tools are a tremendous help in optimizing workflows and sifting through candidates that are not a good fit. Reviewing applications is one of the most time consuming tasks for recruiters and hiring managers, taking away valuable time that could be spent interviewing qualified candidates. Having a resume screening system that integrates with your applicant tracking system (ATS) will be a big plus.
  • Chatbots – Chatbots have also been around for some time but have grown much more advanced over the years. Having a chatbot in place that integrates with your ATS will save you both time and also improve the appeal of your company through faster response times and a more personal candidate experience.
  • Artificially Intelligent Video Interviews – When it comes to video interviewing, AI is transforming the process by analyzing candidates word choice, speech patterns and facial expressions. This gives you insight into what may be going on behind the scenes and if the candidate would be a good fit for your organization. Take the information gathered from this tool with a grain of salt; it can be hard to tell if the candidate actually exhibits negative traits or they were just nervous/having a bad day.
  • Email Automation – Being able to deliver personalized data driven emails is a huge time saver. This tool really shines through when it comes to sending reminder emails or confirming interview times with candidates. Be sure to make these emails as seamless as possible compared to your normal email sends. You want the emails to look as though they are coming directly from somebody at the company.

Next Steps

Recruitment automation is a valuable tool that should not be overlooked, regardless of the type of position that is being filled.

With an automated system keeping tracking of resumes, assessment scores, and interview results, companies can collect valuable data that can not only be used to reach out to candidates that might have been missed, but also to refine the company’s overall hiring practices.

Top HR and Recruiting Influencers in 2018

Who are the top influencers in the HR and recruiting in 2018? Find out and follow them to stay up to date with the latest industry trends!

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Why should you follow HR influencers?

Following the top HR and recruiting influencers is a must if you want to stay up-to-date with current HR and recruiting trends. 

HR and recruiting industry has been going through some serious changes. As a consequence,  many new industry benchmarks have been established.

One of the best ways to stay in the loop is to read the best HR blogs, utilize the useful HR resources and follow the prominent HR and recruiting experts.

List of the top HR and Recruiting Influencers in 2018

Here is the list of the 6 top level HR and recruiting thought leaders:

Matt Charney

Matt Charney is probably the world’s top expert when it comes to talent and technology.

He is the Executive Editor for Recruiting Daily, the #1 online media resource for the recruiting world.

Follow him: Twitter | Blog

William Tincup

William Tincup is the President at Recruiting Daily, the #1 online media resource for the recruiting world. He is one of the most followed HR influencers on Twitter with more than 300K.

Follow him: Twitter | LinkedIn

Lou Adler

Lou Adler is the CEO and founder of The Adler Group – a consulting firm that helps companies implement performance-based hiring. He is one of the most followed HR influencers on LinkedIn with more than 1.2M followers.

Follow him: LinkedIn | Twitter

Meghan M. Biro

Meghan M. Biro is a founder and CEO of TalentCulture and Founder of the #WorkTrends podcast and Twitter chat.  Every week, Meghan interviews a guest who’s thinking creatively about the future of work.

Follow her: Twitter | Podcast

Glen Cathey

Glen Cathy is a senior recruiting executive with over 16 years of experience. He writes about it on his blog Boolean Black Belt-Sourcing.

Follow him: LinkedIn | Twitter | Blog

Jörgen Sundberg

Jörgen Sundberg is the founder & CEO of Link Humans, an employer branding agency. Jörgen started the Undercover Recruiter blog in 2009, now the #1 career & recruiting blog in the world. Today he hosts the weekly Employer Branding Podcast.

Follow him: Twitter | LinkedIn | Podcast

[INFOGRAPHIC] 5 tips for optimizing your LinkedIn InMail

In this blog post, we will present 5 tips for optimizing your LinkedIn InMail. You will find out easy, but effective tricks for improving the open and response rate of your InMails.

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Why should you improve your LinkedIn InMails?

Did you know that 87% of professionals are willing to consider a new job opportunity, even if they are not actively looking for the job at the moment?

And the perfect way to reach them is by sending them a message on LinkedIn – so called LinkedIn InMail.

InMailis the LinkedIn’s messaging feature that allows you to send messages to anyone on LinkedIn, even to people outside your network.

Potential job candidates are far more likely to respond to recruiters’ messages sent via LinkedIn than regular email.

The average response rate to LinkedIn InMail is 85%, which is 3 times higher than a response rate to a traditional email.  

This is why successful recruiters use LinkedIn InMail to find and hire the ideal job candidates.

5 tips for optimizing your LinkedIn InMail

Here are the 5 essential must-follow tips for optimizing your LinkedIn In Mail that will help you become a pro at talent scouting:

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1. Personalize

Research shows that sending a single, personalized InMail (as opposed to sending bulk messages to many candidates) will increase your response rate by 30%.

2. Connect

Don’t just sell the job – build a long term relationship with your potential candidates.

Even if they aren’t available or interested in your current job opening, they might be eager to hear about some of your future job positions.

3. Focus on candidates

You InMail should be focused on your candidates’ needs, not your own.

Make it clear how your role can help them achieve their goals (and dreams!).

4. KISS

Stick with the famous KISS rule – Keep it short & sweet.

According to LinkedIn’s research, InMails under 100 words get the highest response rates.

5. Think outside the box

Successful recruiters aren’t afraid to think outside the box.

Get creative: feel free to use humor, try something new and experiment!

What Causes a Bad Candidate Experience?

Learn what causes a bad candidate experience. Are you making these mistakes?Top-3-Causes-of-a-Bad-Candidate-Experience

Why should you fear bad candidate experience?

A bad candidate’s experience has a direct negative impact not only on your ability to find and hire your ideal job candidate but also on your overall company’s business

Research has shown that:

  • 63% of job seekers will likely reject a job offer because of a bad candidate experience (Source: Software Advice).
  • 72% of job seekers that had a bad experience told others about it, either online or in-person (Source: CareerArc).
  • 64% of job seekers say that a poor candidate experience would make them less likely to purchase goods and services from that employer (Source: CareerArc).

What causes a bad candidate experience?

3 main reasons responsible for bad candidate experience are:

1. Not enough communication

CareerBuilder survey has found that 75% of applicants never hear back from employers.

Upgrade your candidate experience by:

2. Messy application process

CareerBuilder survey has found that 60% of job seekers quit in the middle of filling out online job applications because they are too long or too complicated.

Upgrade your candidate experience by:

  • Allowing various application options (let your candidates apply only by uploading their resume or via their social media profiles)
  • Shortening your application forms – include only the questions that are absolutely necessary
  • Optimizing your career site.

3. Interview horror

The LinkedIn survey has found that 83% of talent say a negative interview experience can change their mind about a role or company they once liked.

Upgrade your candidate experience by:

Learn more about improving the candidate experience

There is a great 10 step strategy for improving the candidate experience.
Make sure you check it out! 🙂

24 Email Templates for Recruiters

These 24 email templates will help recruiters save time and provide excellent candidate experience!

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Ensure great candidate experience with recruiting emails

What do candidates want?
According to research, they want more communication.

When asked what could make the most positive impact on their candidate experience, 60% of candidates said that “Better Communication throughout and after the application processwould make the most positive impact.

Ensuring timely communication with each and every one of your candidates is necessary if you want to keep a positive image of your Employer Brand and persuade your potential candidates to join your talent pool.

Remember, a candidate that you don’t end up hiring for a certain job opening could make a great candidate for some other of your current or future job openings.

Email templates for recruiters

To make it easy for you to establish excellent candidate relationship management (CRM), we gathered 24 email templates that cover main stages of the recruiting process:
Sourcing, Referrals, Interviewing, Job offers, Rejecting candidates and Talent Networking.

Here are 24 email templates every successful recruiter uses daily:

1. Email templates to active job seekers

2. Email templates to passive job seekers

3. Job interviews email templates

4. Job offer email templates

6. Referrals email templates

5. Email templates for rejecting candidates

Email automation tools for recruiters

Modern recruiters use Applicant Tracking System (ATS) to automate their e-mail communication with candidates.

Using an ATS will help you improve candidate experience because you will be able to send personalized emails to each and every one of your candidates with just a few clicks!

Employee Experience Is New Way to Win Talent War: ServiceNow Research

Digital experiences outside of work have made life simpler, easier and more convenient. Today’s top talent is demanding the same at work, and global research of 500 human resources executives across 20 industries reveals that providing excellent employee experiences, enabled by technology, are becoming the new way to win the never-ending war for talent.

 

“The best talent today expects great digital experiences at work,” said Pat Wadors, Chief Talent Officer, ServiceNow. “Top talent can work anywhere, and they are choosing companies that embrace advanced technology to make work simpler, faster, better. A fundamental shift is under way, and top human resources leaders are creating a new employee experience, realizing that great benefits and cool office perks are no longer enough. Employees want great digital experiences that make work, work better for them.”

Pat Wadors, Chief Talent Officer, ServiceNow
Pat Wadors, Chief Talent Officer, ServiceNow

Insights into this digital transformation of the employee experience were released by ServiceNow in “The New CHRO Agenda: Employee Experience Drives Business Value.” “The New CHRO Agenda” report details the Chief Human Resource Officer (CHRO’s) journey to greater impact; how the employee experience is evolving to impact business results and the impact of an HR function’s capabilities on retaining and attracting the best talent.

From Tactical Manager to Strategic Leader

Over the last three years, CHROs have seen their responsibilities move beyond the core responsibilities of delivering HR services, record keeping and attracting top talent, to a broader role in leading key strategy discussions around advancing corporate goals, driving digital initiatives, and contributing to business performance.

 

  • Nearly two-thirds (64%) of CHROs say it’s their responsibility to drive corporate performance.
  • CHROs expect their success to be defined by the consumer-like employee experience. In fact, more than half of CHROs (56%) say the ability to create a digital, consumerized employee experience will define their roles in three years, compared with just 6% who say traditional HR will define their role.
  • 66% of CHROs say the employee experience will drive quantifiable productivity gains across the business.
  • 44% of CHROs expect to be judged on their digitization success achieved not alone but by partnering with other C-level executives to set and manage strategy.

 

Digital Transformation of the Employee Experience

From how employees access services and information to how global teams collaborate, business as usual is being redefined for the digital era by a new breed of CHRO.

 

  • Three out of five CHROs say HR is now a driver of digital transformation, a top strategic priority for most enterprises.
  • 77%, or more than three in in four, of CHROs say they expect to see improved employee experiences from digital transformation in the next three years.
  • 83% of CHROs say the employee experience is important to the organization’s success.
  • 68% of CHROs say that their HR technology allows them to improve employee experience.

 

Investing in the Modern Employee Experience

For employees, the workplace will become more personalized, predictive, and seamless. Their needs will be met through consumer-like digital interactions, such as push notifications for administrative work updates, recommendations for services based on recent actions, and instant answers to questions through chatbots that receive data from multiple departments.

 

  • 70% say the use of technology to foster a sense of community and healthy corporate culture is a goal.
  • In the next three years, almost half (48%) of CHROs will use an HR platform – not applications – that systematizes automation of HR process and collaboration, up from just 14% today.
  • A significant percentage of CHROs are budgeting for technologies (82% on cloud, 69% on social/collaboration, 65% on mobile, and 47% on function-specific applications) that will help them deliver superior experiences.

 

CHRO Leaders Show the Way

CHROs who are using technology to improve employee experience are winning the war for talent. The survey divides CHROs into a three-tiered model mapping CHRO-led digital transformation of HR functions, and the business overall. HR leaders taking advantage of more strategic investments fall into the top tier, Level 3.

 

  • 97% of Level 3s are much more successful in recruiting talent, vs. 80% of Level 2s and 53% of Level 1s.
  • 79% of Level 3s are much more successful at retaining talent, vs. 63% of Level 2s and 14% of Level 1s.
  • 84% of Level 3s report lower turnover than their peers, vs. 77% of Level 2s and 52% of Level 1s.
  • 63% of Level 3s successfully reskill their existing employees, vs. 58% of Level 2s and 41% of Level 1s.

 

Healthcare Leads, Financial Services Lags

Healthcare CHROs trend ahead of the pack in prioritizing superb HR experiences and building positive relationships.

 

  • 68% of healthcare CHROs say they are successful or highly successful in using technology to make it easier for employees to do their jobs, vs. 55% for non-healthcare industries.
  • Nearly three-fourths (72%) of healthcare CHROs said they are more likely to be successful at delivering HR experiences that match the technology that employees use in their personal lives, vs. 58% in other industries.

 

Financial services CHROs are more focused on creating an experience that meets individual needs rather than a sense of community and collaboration – and they’re lagging their industry peers in building a workforce that meets business objectives.

 

  • 54% of financial services CHROs say the use of technology to foster a sense of community and corporate culture is a core goal, vs. 72% in other industries.
  • 52% of financial services CHROs are less likely to agree that a platform that streamlines cross-functional collaboration would drive productivity and improve the employee experience, vs. 70% in other industries.
  • Only 28% of financial services CHROs say they have built a workforce to meet future business objectives, compared with 42% in other industries.

Five Lessons Learned From 100 Years of Human Resources

Human resources departments are invaluable assets when it comes to protecting companies from potentially devastating losses or game-changing mistakes. All too often, career-ending mishaps could have been avoided with a quick trip to HR, but even the department has occasionally had to learn on-the-job, as it were. After 100 years of HR, you’d think that we’ve learned all there is to know about what companies can, can’t, and really shouldn’t do. Still, here are five lessons that always seem to be a surprise whenever the ball gets dropped.

The Trap of Ignoring Morale

Morale is crucial to working environments. Happy employees are productive employees, after all. When markets move against companies, however, the metrics-based focus of “crunch times” can cause severe loss of focus on this important consideration. As HR, it falls to us to remember to keep the “human” part of human resources in mind at all times. Amazon.com recently found itself under fire for warehouse and worker conditions after metrics-based performance incentives cut the legs out from under the company’s morale. Amazon’s perception in the media and public at large also shifted negatively when word got out about the conditions many workers face in the organization.

The Risks of a Politicizing Company Culture

Company culture can, and often should, change over time. Dramatic shifts, however, should be democratic and involve workers at all levels. When a company decides to make a move that brings it into the political spotlight, it can have repercussions well beyond its own halls. Dan Price, CEO of Gravity Payments, learned this the hard way when he announced a $70,000 minimum salary for his employees. The move thrust him into the spotlight surrounding minimum wage arguments in the nation, clients cancelled their work because of differing political views and lawsuits were filed against the company. This came on the heels of the decision to raise wages for employees by slashing his own.

The Snare of Insider Trading

One of the great cautionary tales of HR comes at the expense of financier Ivan Boesky, who in 1986 made over $200 million investing in corporate takeovers. Unfortunately, his seemingly smart predictions landed him in jail as they turned out to be based on insider trading. HR departments around the world send regular updates to stockholders who may have insider knowledge to help them avoid this type of disaster. Boesky also paid over $100 million in fines for his illegal actions.

The Dangers of Old Buildings

When the real risks of asbestos and its link to mesothelioma were exposed to the public sector, companies poured millions into removing the material from walls, ceilings and other key infrastructure. Unfortunately, removal of the material often freed it into the air, causing workers to inhale the substance and suffer effects years, potentially even decades, down the line. It falls on human-resources personnel to make sure that the right persons are responsible for all disaster and cleanup operations, lest the company be found responsible for damages due to its well-intentioned policies of replacement and repair of worn-down structures.

The Pitfalls of Miscommunication

In the BYOD business world, communication moves at about the speed of light (over optical networks). This means that it’s nearly impossible to bury bad news, especially using press releases of good news. HR and PR departments must work shoulder-to-shoulder to make sure that the press doesn’t feel hoodwinked by a show of good news when bad is developing, as happened when Walmart made its grand announcement about its new $11 an hour minimum wage. Unfortunately, the same day, the closure of over 50 stores became public knowledge. The news about the closure spread quickly, as employees are rarely slow to share such information, and bad press followed closely on the heels of the closure news, offsetting any gains from the minimum wage announcement.
As companies strive to keep top talent and protect themselves against lawsuits and game-changing errors, HR departments are more critical than ever. Savvy human-resources professionals aren’t afraid to speak up against bad policy or advise on important matters, and the best are more than willing to go to bat for the future of their companies. With 100 years on the job, HR pros understand what is at risk and have the tools to keep businesses going strong in the decades to come.

Failed recruitment kills your culture, but how do companies get this wrong?

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[London] – You know what long weekend means, come back to a full inbox you can never expect to clear on your first day back. As I distract myself with some Linkedin readings, I am anguished.

We talk about how some companies emphasize on getting their culture right using employee benefits such as “Birthday day off, Options scheme, Yoga retreats etc. etc….We boast. True; All of these form part of your retention plans because let’s face it, if things stayed the same since you joined the company x years ago, you would be thinking of leaving now, wouldn’t you?

We also talk about how failed recruitment costs your company money, here

One-third (33%) believe that hiring mistakes cost their business nothing, when in fact, a poor hire at mid-manager level with a salary of £42,000 can cost a business more than £132,000.

But what bothers me the most is how so very little of us understood just how important this acquisition (recruitment) phase is for a company to form the right culture from the get go.

Can we take a second to talk about the elephant in the room please?

The culture of your company is not what your Founders want (hoped) it to be, its formed by the attitude of people you bring in and that attitude is the byproduct of the beliefs they found during this recruitment phase. If you’re not currently part of this phase, this is how it looks like:

  1. Candidate sees Job advert
  2. Candidate reads job advert, resonates to his/her belief, applies for job
  3. Candidate interviews with Recruiter, sold on the role, sold on the expectation of the role – expectations aligned
  4. Candidate interviews with Hiring Manager, sold on the role once more, sold on the expectation of the role, sold on career growth pathway – expectations aligned
  5. Candidate interviews with Leadership team, sold on the role once more, sold on the expectation of the role, sold on career growth pathway, sold on company’s vision and beliefs – expectations aligned
  6. Candidate accepts offer
  7. New Hire goes through on boarding process, hiring team keeps in touch – on boarding perfection
  8. New Hire starts – Expectations, Beliefs, Vision, Missions, Goals aligned
  9. Retention plan comes into play……

Since my rapid growth journeys, I’m often asked, “What’s the secret to balancing hyper growth and the right culture?” Well, there’s no such as a secret sauce! There’s no easy way to achieving this. If you had asked my leadership now, we’re in agreement that it is a damn hard job to do, the world’s most difficult balancing act to date.

What did we do then?

We mastered this: [To compromise Time over Quality].

Some will call us “picky” but most will have the time to learn we are the right choice. If Rome wasn’t built overnight, so isn’t forging a ‘real’ relationship with your potential hire. A Wrong hire affects business, the Right one brings added value. When you are forced to hire within a limited time-frame, jumping the gun on someone who long-term would not be the right fit is suicidal. As the hiring manager, you (we) have the responsibility not to cost your company money and someone’s (candidate’s) career. And this is what some managers actually do, they spend their day doing their day jobs, and nights being part of this recruitment process.

So why do so many companies get this wrong? Good intentions, wrong execution.

Classic Exhibit A: Company hires a HR team with a Talent only Focus (hire, hire, hire, hire!) – Fail

Classic Exhibit B: Company splits the HR team into People versus Talent, with no shared values – Fail

Classic Exhibit C: Company hires and empowers a People team with a single focus, bring in the right cultural fit.

My advise?

Put the 2nd, 3rd, 4th, 5th action plan aside, get your basics right, get your recruitment goals right.

“Founders, managers, business owners, your talent team is your first step to establishing the culture you had hoped for. Take the time, put in the effort to find the right team that shares your beliefs, your company’s vision because they are going to be the first taste of your brand.”

And you ever wondered why so many recruiters end up in HR and stay for eternity? Because they found joy in the passion for people, and unfairly, the experience they have in this acquisition phase makes it just a little bit easier to reach this target. [Recruiting peeps] So if you’re in recruitment pitched for a People role, forget the whole Internal vs External pros and cons list. Just have a little faith next time and remember this,

Doubt kills more dreams than failure ever will – Karim Sedikki

Okay, Tuesday night rant over.

[INFOGRAPHIC] 6 Types of Recruitment Metrics You Should Know About

This infographic presents 6 main types of recruitment metrics every HR professional should track and measure.

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The importance of recruitment metrics

Tracking recruiting metrics is the key to HR analytics and data-driven recruiting.

In today’s data-driven culture, most successful recruiters are those who make decisions based on data acquired through HR technology such as Applicants Tracking Systems and Recruitment Marketing Platforms.

According to LinkedIn research, HR teams who track and measure recruiting metrics are 2 times more likely to find talent faster and more efficiently.

This is why HR professionals use hiring metrics – to make better and more informed decisions and find and hire the ideal job candidate easier and faster.

Types of recruitment metrics

Here is the list of 6 main recruitment metrics types:

  1. Recruitment Marketing metrics
  2. Hiring Velocity metrics
  3. Hiring Expenses metrics
  4. Hiring Quality metrics
  5. Hiring Source metrics
  6. Referral metrics

Recruiting-metrics-infographic-1

1. Recruitment Marketing metrics

➡️ Definition

Recruitment Marketing metrics is a group of recruitment metrics that measure the results and effectiveness of your Recruitment Marketing strategy.

2. Hiring Velocity metrics

➡️ Definition

Hiring Velocity metrics is a group of recruitment metrics that measure the speed and duration of your hiring process.

3. Hiring Expenses metrics

➡️ Definition

Hiring Expenses metrics is a group of recruitment metrics that measure the cost of your hiring process.

4. Hiring Quality

➡️ Definition

Hiring Quality metrics is a group of recruitment metrics that measure the quality of the candidates you hire.

5. Hiring Source metrics

➡️ Definition

Hiring Source metrics is a group of recruitment metrics that measure where your candidates come from.

6. Referral metrics

➡️ Definition

Referral metrics is a group of recruitment metrics that measure the results and effectiveness of your employee referral programs.