How to Leverage Recruitment Analytics to Make Hires is a presentation that was given by Recruitics' VP of Marketing and Analytics Julie Cali at TAtech's 2016 Fall conference & expo in Las Vegas, Nevada. The presentation explains how leveraging recruitment data and analytics behind the jobs your advertising online can help you improve these efforts to meet your recruitment goals more quickly and at a lower cost.
About Recruitics:
Recruitics provides recruitment marketing analytics and automation solutions that makes it easy for companies to achieve amazing results from their recruitment advertising efforts. Founded in 2013, Recruitics works with the nation’s largest corporations, staffing agencies, and job boards to drive more applicants to their online job postings, hire great talent, and meet their recruitment goals. Recruitics also partners with many of the leading ATS systems in the US to include iCims, Kenexa, HealthcareSource, and Greenhouse, to provide seamless integration and tracking. The company is headquartered in New York City, NY and is privately owned and operated. You can find Recruitics online at http://recruitics.com/.
10. Role of the Recruitment Marketer
● Know your company’s candidate acquisition goals
● Create a strategy to target the right audience
● Execute on that strategy at the right sources
● Analyze performance and effectiveness
● Optimize based on results
● Report on success
● Provide forecasting
● Need Data!
21. Basic Metrics
#1 - Job Views
How many people viewed this job?
What is the source of the people viewing the job?
Are those people completing an application?
22. Basic Metrics
#2 - Applicants
How many people applied to this jobs?
Is the job getting enough applications?
Is the job getting too many?
What source are driving applicants?
23. Basic Metrics
#3 - Conversion Rate
What is the conversion rate overall and by
type?
Low or no conversion?
High conversion?
24. Basic Metrics
#4 - Cost
Which jobs are you spending the most on?
Which jobs need to spend more?
Are all your jobs getting a share of the budget?
Are you investing the right amount based on current needs?
25. Basic Metrics
#5 - Cost Per Applicant
What is the CPA by source?
What is the CPA by job type?
What is the CPA by location?
What is the CPA by division?
27. #1 - Return on Investment
- cost per qualified
- cost per interview
- cost per hire
#2 - Predictability
- apply to hire ratios
- time to interview
- time to hire/fill
- market variations
Advanced Insight - End to End Analytics
34. What’s Measured Is Managed
Conversion Metrics
• Job Views
• Applicants
• Conversion Rate
(CR)
ROI Metrics
• Cost per Applicant
• Cost per Hire
35. 82%of recruitment marketing dollars…
Was spent on 49% of the jobs…
which only drove
2% of total applicants.
Recruitment Marketing In Action (Before)
37. Takeaways - Make Data Driven Decisions
#1 - Identify who is responsible for the Recruitment Marketing at your company.
Do you have the right person in that role?
#2 - Review what data you have available to see the performance of your jobs.
Do you have the 5 basics?
#3 - Ensure you are tracking all your recruitment advertising media.
Are you missing visibility for a certain channel or source?
#4 - Review the data that you are using to make buying decisions.
Is it giving you enough visibility?
#5 - Review how you are currently measuring the results of your recruitment advertising.
Do you have an effective way to review ROI?
Do you have the ability to predict your recruitment acquisition results?
38. If you have any additional questions,
contact me at: julie@recruitics.com
For more recruitment marketing
resources and information, check out
our blog at: recruitics.com/blog
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