Ah recruiting metrics. They can provide such a wealth of information, but they can also fool you by providing unnecessary data. Some find them the necessary evil while others appreciate their value and have built sophisticated processes in order to capture every possible data point to measure their recruiting effectiveness. I, for one, have always loved recruiting metrics. From the time I stepped into corporate recruiting, I was determined to eliminate subjectivity on all fronts. At the end of the day, I was so determined to be prepared to answer that elusive question from my leaders and/or hiring managers: “Why?”. There was no way I would let myself answer with a vague “I don’t know” or “because” response. Instead, I would rifle through any data I could lay my hands on to put together informed and valuable answers. Remember, this was 15-20 years ago when the thought of recruiting efficiency was at it’s infancy and it was acceptable to point the finger at the recruiter for the blame.
Let’s fast forward to today. The data that is available to us now is well beyond the usual suspects – cost per hire and time to fill. We’re reporting on any and everything we can – from the useful to the useless. The HR tech industry has given us some pretty cool tools to help us measure more than I could have even imagined 15-20 years ago to prove our efficiency and effectiveness in our hiring practices. Gone are the days of pointed fingers and blame.
Now that we are at a time when technology can calculate all of these metrics, we really must ask you: Are all of them necessary for you to effectively manage your department? Are you finding yourself answering that elusive “Why?” question? And do your metrics even support your answer?
What if the data being measured is the wrong data? Common metrics of today don’t necessarily help you know if you are getting the right person at the right time. Imagine if you started putting metrics on your talent pipeline. For example, if you measured your talent audience engagement, you would have an indicator of the quality talent available at any given time. Understanding your pool quality would allow you to know if your talent audience meets the critical needs of the business. When you start analyzing to understand if it’s tell you if you are getting the right people at the right time, you may realign your measuring and start focusing on your talent pool data before you focus on your applicant pool.
When you pause and think about it, metrics wouldn’t even be around if we didn’t need to answer that ‘Why?” question. If we were all hiring the right people at the right time, the questions wouldn’t have to asked. Hiring teams and organizations would be pleased with the amount of candidates, the quality of candidates, and ultimately, the quality of hire. Recruiters wouldn’t have the need to capture every possible data point to prove their ability to support the hiring needs.
While other tools are out there capturing every single data point, the team at Qwalify believes in capturing the right data to help bring in the right people at the right time. Instead of starting the talent evaluation after someone becomes an applicant, Qwalify’s Talent Dojo allows organizations to construct discussions separate from the application process, which allow you to gather contextualized data to find the most suitable members to be invited into the application pool. You can quickly identify fit for both the company and the role through metrics that matter.
Don’t let all those metrics out there fool you. Focus on what is most valuable to your organization through a top of the funnel, relationship-building, discussion-based engagement platform that removes the need to record all those never-ending data points that you’ve been so diligent about recording. And while you’re making your job easier, you’re providing your talent audience a positive and engagement experience.