Recruiting News Saturday, May 26
- Are You Measuring the Right Recruitment Metrics?
- Calculating Your Recruiting Cost Made Easy
- A report warns that many apprenticeships are simply low-paid jobs – RECRUITING TIMES
- Whether its a vendor telling you about their metric heavy dashboard, a VP of talent acquisition spouting the metrics she watches, or a recruiting admin trying to make sense of the numbers his boss is throwing at him, metrics are a big part of the job.
- Time to fill = (number of days between publishing a job and making a hire) – – Time to hire = (number of days between candidate engagement and hiring that candidate) – – Each tells you something different about your speed to hire and recruitment function, but here are the…
- Your quality of hire metric basically shows how good the people are who come into the organization and then, how long they stay.
- Some insight on pre-hire metrics to help you assess your quality of hire (yes, metrics in metrics… very meta): – – Of course, once you get them in the door, there are a whole lot of other metrics that will ultimately feed into your quality of hire score.
- While some of these things will seem familiar, there may be one or two you didnt think of before: – – Other great metrics to measure your hiring experience include: candidate satisfaction (try a quick post interview survey); recruiter response time (if your ATS doesnt have an autoresponder or CRM…
@HireOnSocial: Who Wants to Be a #Recruiting Metric-Aire? by @marenhogan https://t.co/PS8tYfrsow https://t.co/WxnehETesO
- However, avoiding this high recruiting cost driver is as easy (and difficult) as not making bad hires.
- High turnover drives up your recruiting costs through the sheer volume of hires that it forces you to make.
- The first metric is cost per-hire and, this data point is found by dividing total recruitment costs by the number of hires made over a period of time (quarterly, annual, etc.).
- [Download the FREE Cost Per Hire Calculator Here] This metric, however, can be a little muddled when a company hires for both high and low salaried jobs.
- Once you have this baseline data, you can attack some of the common recruiting cost inflators (extended vacancies, bad hires, high turnover) and watch as this metric starts to swing in your favor.
@HiringOnSocial: Calculating Your #Recruiting Cost Made Easy https://t.co/Mjg4cK7VLO https://t.co/RqID2w0tTJ
- The government claims that quality is at the centre of its apprenticeship reforms – – High-street stores are reclassifying low-paid roles as apprenticeships while receiving subsidies for training, according to a recent study.
- The report explains that groups of employers joined together as part of the governments broader package of changes to apprenticeships to set down the new apprenticeship standards.
- It commented that while some employers took the chance to introduce high-quality standards, others seemed simply to reclassify poor-quality, low-skill and frequently low-wage jobs as need to be skilled roles necessitating long-lasting training of at least one year, claimed the government in 2013.
- They should also lead to complete competency and endow the trainee with transferable skills as part of a job; however, many well-known firms appear to be advertising on the governments apprenticeship website for apprentices in apparently unskilled roles.
- A Kentucky Fried Chicken advert for an apprentice hospitality team member describes the opportunity as part of a development programme focused on knowledge, skills and behaviours; however, the role involves cooking and assembling KFC meals, serving customers at the tills, and adhering to standards of cleanliness.
@NEjobsNE1: A report warns that many apprenticeships are simply low-paid jobs – RECRUITING TIMES https://t.co/3kxeCUAZWD https://t.co/MM8o2Z4YYB
Top Recruiting Courses
Recruitment Interviewing (603 students enrolled)By Bob Bannister
- Identify the best applicants for the role.
- Interview applicants effectively.
- Avoid legal infringements.
- Confidently select the best candidate for Job offer.
Recruitment for startups: How to avoid common pitfalls (89 students enrolled)By Michelle Gyimah
- Really understand who they want to hire by examining why they are hiring
- Get to grips with different employment status which will help them avoid expensive tribunals claims
- Understand the true cost of recruiting new staff - it's not just about wages!
- Sound and look professional when interviewing job candidates
- Stay away from inappropriate questions that land them in tribunal
- Use a system that helsp them pick the best person for the job - based on facts
- Understand how to do reference checks when someone cannot provide a reference
- Save themselves up to £2,000 per employee by doing simple employee checks
Recruiter Training - Hire Top Employees in 30 days (47 students enrolled)By Craig Brown
- Become a hiring hero at your company by finding the right person in record time.
- Free up your recruiting schedule so you can focus on other important areas of your job.
- Free $99 book version of this course!
- Learn about the 'Heavy Door' theory of job applications.
- Evaluate candidates using the 'Cross-Platform Verification' technique.
- Effectively headhunt candidates using Boolean search strings.
- Use the advertising industry's 'Rule of Three' when contacting candidates.
- Create a Talent Pipeline that encourages great candidates to become part of your candidate pool.
- Properly define the role and get buy-in from colleagues 'before' beginning the search.
- Define the hiring process 'before' recruiting begins, and learn why this is important.
- Write an accurate, engaging and precise marketing document (aka Job Description), complete with Call-to-Action.
- Decide where and how to advertise job positions within your budget.
- Evaluate online profiles and resumes for the 'paper test'.
- Effectively screen and assess candidates in the early stages.
- Decide what format final round interviews should take.
- Create a job offer, negotiate salary and check references accurately.