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Recruitment Metrics with Barclay Jones and Bullhorn March 2014
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Recruitment Metrics with Barclay Jones and Bullhorn March 2014

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Bullhorn asked me to run present a webinar regarding recruiter / recruitment metrics. ...

Bullhorn asked me to run present a webinar regarding recruiter / recruitment metrics.
We focussed on some new types of metrics that recruitment leaders can now use to help study and grow their recruitment businesses, manage their staff and attract/retain clients and candidates.

The YouTube webinar can be viewed at the end of this slide deck

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    Recruitment Metrics with Barclay Jones and Bullhorn March 2014 Recruitment Metrics with Barclay Jones and Bullhorn March 2014 Presentation Transcript

    • barclayjones.comRecruitment Technology and Social Media for Recruiters Bullhorn and Barclay Jones Recruiter Metrics @SeriousVinda Bullhorn @LisaMariJones Barclay Jones
    • barclayjones.comRecruitment Technology and Social Media for Recruiters what we do we do well We use “rec tech” to speed up recruitment process and make recruiters more competitive We help recruiters to use social media to generate business and source talent
    • barclayjones.comRecruitment Technology and Social Media for Recruiters Write a list of metrics you want to start measuring this year
    • barclayjones.comRecruitment Technology and Social Media for Recruiters What did you measure in the early 2000s?
    • barclayjones.comRecruitment Technology and Social Media for Recruiters What do you measure now?  Same as before? Plus…  Conversion ratios (CVs sent  interviews)  Closed business  Anything else?
    • barclayjones.comRecruitment Technology and Social Media for Recruiters What’s your vacancy fill rate?  Current UK average is 2/4 in 10  Are you working the right vacancies?  Are you saying “no” to inappropriate vacancies? Are you actively sourcing the vacancies which your candidate database can fill, or simply filling vacancies your clients give you?
    • barclayjones.comRecruitment Technology and Social Media for Recruiters 3 things to measure!  Measuring Recruiters  Measuring Recruitment Processes  Measuring Recruitment Businesses
    • barclayjones.comRecruitment Technology and Social Media for Recruiters
    • barclayjones.comRecruitment Technology and Social Media for Recruiters Recruiter – what to measure?  Conversion ratios  Quality of applications (not volume)  Speed of hire  Speed of application  Speed of invoice paid??  Speed of new employee -> billing recruiter You need to measure the candidate as well as the process (later)
    • barclayjones.comRecruitment Technology and Social Media for Recruiters What is your candidate recruiters’ experience?  “Happiness”  What motivates them?  Length of service  KPIS? – Speed of placement – Understanding of market / sector – Customer service  Would they recommend your business to their friends?  Are they hairdressers? Do you ask?
    • barclayjones.comRecruitment Technology and Social Media for Recruiters Measure what you expect or inspect?  What do you assume that your teams are doing?  What do you expect them to record? And are your systems geared up to record?  What systems do you use to measure? And are your systems geared up to measure?
    • barclayjones.comRecruitment Technology and Social Media for Recruiters Be innovative Business growth Attract internal talent Be more agile Brand awareness Build and manage relevant communities Challenge the direct hire model Be more approachable Goals Save money Measure output
    • barclayjones.comRecruitment Technology and Social Media for Recruiters How do you measure time?  Time spent on admin (what is admin?)  Time spent with clients and candidates?  Time spent sourcing?  Time spent advertising? Could you (should you) break the recruiter role down in to components and measure it’s input and output?
    • barclayjones.comRecruitment Technology and Social Media for Recruiters
    • barclayjones.comRecruitment Technology and Social Media for Recruiters Which are your top 3 sourcing systems/processes?  Your CRM  LinkedIn / Twitter / FB etc…  Your website  Job Boards  Boomerang recruitment  Referrals (internal / external)  Other social media channels What is their £$€ Value?
    • barclayjones.comRecruitment Technology and Social Media for Recruiters Which are your top 3 sourcing systems/processes?  Your CRM  LinkedIn / Twitter / FB etc…  Your website  Job Boards  Boomerang recruitment  Referrals (internal / external)  Other social media channels What systems do you use to measure?
    • barclayjones.comRecruitment Technology and Social Media for Recruiters Process – what to measure?  Conversion ratios  Quality of applications (not volume)  Speed of hire  Speed of application  Speed of invoice paid??  Speed of new employee -> billing recruiter You need to measure the candidate and client as well as the process
    • barclayjones.comRecruitment Technology and Social Media for Recruiters  Conversion ratios (candidate  client/spy)  Do they “rate” you? And if so how? – Speed of placement – Understanding of market / sector – Customer service  Would they recommend you?  Are they serial monogamists? Do you ask? What is your candidates’ experience?
    • barclayjones.comRecruitment Technology and Social Media for Recruiters What is your clients’ experience?  Retained or contingent?  Are they trying it for themselves? (Why?)  Do they “rate” you? And if so how? – Speed of placement – Understanding of market / sector – Quality candidates – Customer service  Would they recommend you?  Are they serial monogamists? Do you ask?
    • barclayjones.comRecruitment Technology and Social Media for Recruiters What’s your placement speed?  Are you quicker than you were 1, 2 3 years ago?  Do you even measure speed?  Clients are speedy  Candidates are super speedy (smart phones and pyjamas shopping for jobs) What are you doing to increase speed?
    • barclayjones.comRecruitment Technology and Social Media for Recruiters
    • barclayjones.comRecruitment Technology and Social Media for Recruiters Business – what to measure?  $£€ etc…  Size of your communities  Value of your systems (in-house and external)  Longevity/happiness/loyalty/grade of your clients  Re-placement of talent
    • barclayjones.comRecruitment Technology and Social Media for Recruiters Are you measuring your competitors?  Who are they?  Beware the agile micro-recruiter  Beware the client  Beware the candidate  And if you are measuring these elements, how?
    • barclayjones.comRecruitment Technology and Social Media for Recruiters What not to measure?  LinkedIn contacts (use Inmaps to study relevance AND numbers)  Time spent online  Community size  How long your team spends in the office  How much your cufflinks cost and how fast your car is
    • barclayjones.comRecruitment Technology and Social Media for Recruiters Give me 1 or 2 new recruitment metrics you’re going to measure now you’ve attended this webinar
    • barclayjones.comRecruitment Technology and Social Media for Recruiters 26