The definition of a recruiter has continued to evolve over the years, and there is so much to say about how this critical role is constantly changing. We all remember a time when recruiters had to use a paper requisition form to go around the office and get the required approvals to fill a position.
After that, the process became slightly less manual and upgraded to a Word document sent by email to the parties involved. However, even then, there was always the question of efficiency. The document would be sent to multiple approvers, each possibly making their own changes. Not only is this time-consuming, but it also causes inaccuracy in the different versions. So the question became, "How can we more effectively and efficiently keep track of all of these requisitions?"
Today, with technology changing and systems being put in place to help with Big Data, and the ability to monitor every aspect of the recruiting process, companies now have the ability to monitor and measure on recruiter efficiency. How many requisitions is each recruiter handling at a time? How quickly are they filling these requisitions? This metric is very obviously tied to the bottom line, and thus becomes a highly scrutinized metric all the way up to the executive level. The level of recruiter efficiency can be directly tied to the cost of hire for any given position, and thus to the overall performance of a company's recruiting strategy.
When we look a bit deeper into this metric, it really comes down to how effective a recruiter is at finding the most qualified candidate in the shortest amount of time, and ensuring that they are not only someone who will accept the company's offer, but will also become a valuable asset to that company.
There are multiple factors that should be considered to determine one recruiter's efficiency versus another's:
Open requisitions assigned to them
- This shows how many positions they are working on filling, and is an indication of the workload that they are capable of handling at one time.
- This metric refers to the time it takes for a requisition to go from creation all the way through the approval process to finally becoming an open requisition. The reason this is important is because the whole goal of recruiters is to get their requisitions out in the open and seen by as many candidates as possible, as quickly as possible. If the requisition keeps getting stuck in the approval process, they may need to look at modifying their current processes to be more efficient in this area.
Requisitions on hold
- This refers to requisitions that are on hold either due to a change of priorities on the organizational level or other internal factors. However, this must be taken into consideration so as not to adversely affect the time to fill a requisition.
Requisitions in approval
- Requisitions in approval gives a good picture of which requisitions are coming into the pipeline, and will soon be open requisitions.
- This is an important metric to keep track of since it shows how effective the recruiter is at finalizing the process and filling those open positions.
Average days to fill
- This last point to consider not only takes into account how many requisitions were filled by each recruiter, but how long it took them to find candidates for each requisition. A recruiter's effectiveness comes down to hiring the best and finding them in the shortest amount of time.
In summary, the best and most successful recruiters are those who know the best sources for qualified candidates based on each requisition, will be able to positively and realistically portray the company's needs, and can provide the organization with top performing and long-lasting employees.
Click here for the full SmartPaper on the "Top 10 Recruiting Metrics HR Should Know About."
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