fbpx
Days
Hours
Minutes
Seconds

Forecasting the future of recruiting operations with Jeremy Lyons

Diana Mendes on how recruiters can improve candidate experience using recruiting metrics

In my experience, ensuring a superior candidate experience is the cornerstone of successful recruitment. I’ve found metrics to be powerful tools in refining my recruitment strategy and celebrating our achievements.

Diana Mendes
Lead Sourcer at Your Source
expert-panel-cover

SHARE

Throughout my career in recruitment, I’ve seen a noticeable shift. 

The candidate experience has become paramount, reshaping how we strategize our recruitment efforts. The key to understanding and enhancing this experience? Recruiting metrics! 

Without the right metrics to support the strategic changes for improving your candidate experience can be challenging. 

So let me walk you through my journey of leveraging recruiting metrics to improve our relationships with candidates and boost our performance indicators.

Decoding quantitative recruiting metrics

When I first started using quantitative metrics like time to hire, time to accept offers, and time per stage, I quickly noticed how they reveal the duration and effectiveness of the hiring process, allowing me to pinpoint areas for improvement.

For instance, I started segmenting time to hire based on candidate categories. This step helped me identify which candidates were more engaged, even if their hiring took a bit longer.

On the other hand, the time taken to accept offers became my go-to metric for understanding how long it took a candidate to accept an offer, either verbally or in written form, from the moment the hiring manager shares the job offer letter

If you think your hiring stages are too time-consuming, you might want to consider checking your time per stage metric. This data shows the time candidates spend at each stage of the hiring process, helping me identify any bottlenecks and which processes need to be further streamlined. 

How to elevate recruitment using qualitative metrics

Embracing qualitative metrics like responsiveness rate, dropouts/rejections, interview participation, offer acceptance rate, and retention has significantly upgraded my hiring strategies.

Responsiveness rate, for instance, opened my eyes to the clarity of our job descriptions and the attractiveness of open positions. Observing metrics like dropouts or rejected candidates and interview participation reveals the appeal of our job vacancies and the effectiveness of our interview preparation materials.

And if only a handful of people are accepting the jobs offered, you’ll know something about the offer or the job posting needs adjusting, which can improve your acceptance rate.

Finally, by tracking retention, I could gauge the effectiveness of our job offer, onboarding process, and the initial months of employment.

Leveraging the power of CNPS

The candidate net promoter score or CNPS has been instrumental in my recruitment journey. It’s offered me valuable insights into a candidate’s experience at each stage of the hiring process and helped me identify potential areas for improvement. 

But it’s important to remember that the feedback can sometimes be biased based on how you gather feedback and if you’re only gathering this data from negative experiences. 

So make sure to review this metric regularly and at different stages of the hiring process.

In my experience, ensuring a superior candidate experience is the cornerstone of successful recruitment. I’ve found these metrics to be powerful tools in refining my recruitment strategy and celebrating our achievements. 

I believe we, as recruiters, have the opportunity to substantially improve the candidate experience, making the hiring process more efficient and enjoyable for job seekers. 

Happy recruiting!

Author

Diana Mendes

Diana Mendes is a Lead Sourcer at Your Source with over six years of experience leading successful HR initiatives for startups and multinational corporations. Diana’s expertise includes recruitment, performance management, and organizational design. She holds a Bachelor’s degree in Psychology and an MBA in Digital Business. Passionate about fostering positive work environments, Diana actively mentors young professionals and advocates for diversity and inclusion. She believes in empowering the recruitment team and employees to drive organizational success and is dedicated to creating thriving workplaces.

digital-headhunters-ebook

Recruitment startup success plan: Launch your hiring venture to success

Proven strategies, actionable tips, real-world case studies, and valuable tools-everything you need to grow your recruitment venture.
Get your copy now!

Forecasting the future of recruiting operations with Jeremy Lyons

DAYS
HRS
MINS
SECS

⏳ Limited spots left. Register now!