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Summit 2013 - Adv4: Why Metrics Matter

Date post: 10-May-2015
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Real-time analytics can provide an incredible advantage when it comes to sourcing and recruiting. Are you putting them to good use? In this informative session, you’ll learn how metrics can dramatically impact your recruiting decisions when properly applied. Discover how fellow Jobvite customers are using reports and analytics to change their recruiting strategies—from shaping their teams to influencing their techniques and resource usage.
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#jobvite13 Make Better Decisions: Why Metrics Matter Rebecca Meissner Jobvite | Sr. Product Manager
Transcript
Page 1: Summit 2013 - Adv4: Why Metrics Matter

#jobvite13

Make Better Decisions: Why Metrics Matter

Rebecca MeissnerJobvite | Sr. Product Manager

Page 2: Summit 2013 - Adv4: Why Metrics Matter

#jobvite13

Agenda

• Build your Own Benchmarks• Measure your ROI How can you track ROI? Jobvite Customer Case Study

• Measure Team Efficiency Pipeline Reporting & Time to Fill Jobvite Customer Case Study

• What are you measuring? • Jobvite Reporting & Analytics: What’s

next?• Questions?

Page 3: Summit 2013 - Adv4: Why Metrics Matter

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Define Benchmarks

90% of our employees should be sharing a jobs once a month (at minimum).

Run the ‘Jobvites by Employee’ report, or customize a similar report, to identify who is referring the most and who still hasn’t yet accepted their invite. As this metric increases, so should your # of referrals in Interview stage, as should your number of hires by referral (also a report found in Jobvite).

To be a productive recruiting organization we should our ‘time to fill’ should average no more than 50 days.

Build a custom jobs pipeline report detailing the the number of candidates in each workflow step and the time it took to fill each requisition. Leverage the ‘average’ calculated field to see how these numbers compare across your organization.

50% of all interviews should be driven by employee referral.

Leverage the candidate pipeline report to see who is where in the hire process and then group by Source/Source Type to identify just how many of your active candidates are coming through your employee referral program.

Page 4: Summit 2013 - Adv4: Why Metrics Matter

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Measure Your ROI

Studies show that referral hires are better quality and are hired faster than average hires. To measure your companies ROI, keep a handle on the following two metrics:

1. ‘Time to Fill’

Time to fill is improved by both increasing the overall efficiency of your recruiting team by leverage Jobvite best practices and standardized business process/workflow and by more employees submitting candidates for referral.

2. # of referral hires made

Referrals only happen when your employees know what jobs you’re hiring for and share them with their connections. Increasing this number means actively encouraging employees to participate in the hiring process.

HINT: Have your employees enable Jobvite Publisher for automated publishing of open and relevant requisitions to their social &

professional networks.

Page 5: Summit 2013 - Adv4: Why Metrics Matter

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Case Study: Jobvites -> Hires

Customer Background: Technology/Energy Vertical, hiring highly specialized scientists and engineers.

Before enabling Jobvite Publisher:

0 - Referral Hires

Recruiting Resources:

Recruiting Team of 3, Agency Recruiting Team of 15, Marketing $$, Job Board Posting Fees of $5k+ a month

Page 6: Summit 2013 - Adv4: Why Metrics Matter

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Case Study: Jobvites -> Hires

After enabling Jobvite Publisher:

All Jobvites were sent automatically and all applies were organic. Of the 153 applies, 10 hires were made.

Estimated cost savings: $850,000-$1M in agency fees

Page 7: Summit 2013 - Adv4: Why Metrics Matter

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Measure Team Efficiency

Where is your team loosing time? Where can your process be streamlined?

Tips & Tricks:

• Build process around workflow (and follow it!).• Monitor the approval chain.• Report on user & candidate pipelines.• Eliminate un-needed categories, types, and

steps so to improve reporting and team measurement.

• Don’t skip workflow steps!

Page 8: Summit 2013 - Adv4: Why Metrics Matter

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Case Study: Source Types

Customer Metric Measured:

Most Effective Sources

Customer started with close to 75 different sources, all tagged manually by the recruiters on their team.

ACTION: Cleaned up sources (15) and monitored reporting for 45 days.

DISCOVERY: Their most effective source of hires was an engineering blog written by one of their internal developers.

Estimated Job Board Savings (per quarter): $12,000

Page 9: Summit 2013 - Adv4: Why Metrics Matter

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What are you measuring?Let’s build on the fly.

Page 10: Summit 2013 - Adv4: Why Metrics Matter

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Jobvite Reporting: What’s Next?

Q3/Q4 2013

• Topic Reporting: • Candidate, Requisition, User, Compliance, Contact

• Faster reporting through Actuate• Dashboard Analytics• Evaluation Form Reporting• Customizable Standard Templates

Page 11: Summit 2013 - Adv4: Why Metrics Matter

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Jobvite Reporting: What’s Next?


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