“ Getting the Most Out of Your Recruiting Investment” Hosted By: David Freeman Talent Management Solutions Consultant Cytiva Software Inc.

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“ Getting the Most Out of Your Recruiting Investment” Where to look for common leaks in your recruiting process How to manage your third party (agency) relationships How to leverage your recruitment advertising budget

Where to look for common leaks in your recruiting process

How to manage your third party (agency) relationships

How to leverage your recruitment advertising budget

“ Getting the Most Out of Your Recruiting Investment” 38% of organizations produce no recruiting related reports 77% of those measure cost-per-hire; however, the process of calculating this metric varies greatly 66% measure time to fill. Again, the calculations vary greatly 54% measure quality-of-hire. Most commonly, this is only done through the performance management process. The Bottom Line…You have to track if you are going to get the most out of your recruiting function! Take advantage of your talent management system, but don’t let any limitations be an excuse for not tracking *SHRM Survey

38% of organizations produce no recruiting related reports

77% of those measure cost-per-hire; however, the process of calculating this metric varies greatly

66% measure time to fill. Again, the calculations vary greatly

54% measure quality-of-hire. Most commonly, this is only done through the performance management process.

The Bottom Line…You have to track if you are going to get the most out of your recruiting function! Take advantage of your talent management system, but don’t let any limitations be an excuse for not tracking

*SHRM Survey

“ Getting the Most Out of Your Recruiting Investment” Common Leaks Inefficiencies in the interview/hiring process. Recruiter and Hiring Manager effectiveness Out of control agency placement fees Misallocation of recruitment advertising dollars

Inefficiencies in the interview/hiring process. Recruiter and Hiring Manager effectiveness

Out of control agency placement fees

Misallocation of recruitment advertising dollars

“ Getting the Most Out of Your Recruiting Investment” Recruiter and Hiring Manager Effectiveness Critical Metrics for Monitoring Efficiency and Effectiveness Candidates interviewed weekly/monthly by recruiter Too few, are they making effective use of their time, or are they over-burdened? Too many, are applicants being screened effectively? What tools are in place to assist? Pre-screening questions, assessment tests, etc. Number of candidates interviewed compared to the number presented for consideration Where is the bar set for passing applicants along?

Critical Metrics for Monitoring Efficiency and Effectiveness

Candidates interviewed weekly/monthly by recruiter

Too few, are they making effective use of their time, or are they over-burdened?

Too many, are applicants being screened effectively? What tools are in place to assist? Pre-screening questions, assessment tests, etc.

Number of candidates interviewed compared to the number presented for consideration

Where is the bar set for passing applicants along?

“ Getting the Most Out of Your Recruiting Investment” Recruiter and Hiring Manager Effectiveness Number of candidates interviewed per hire How effective is the screening process? Is one recruiter more effective than another? Are the tools we have in place working (structured interview guides, etc? Time to fill Clearly defined timelines. Remove time that can fluctuate dramatically Quality of hire; by source, by recruiter, by HM Cost per hire Measured by role/responsibility Not inclusive of “outside the norm” expenses Advertising source efficiency; cost per hire by source Turnover by manager and position

Number of candidates interviewed per hire

How effective is the screening process? Is one recruiter more effective than another? Are the tools we have in place working (structured interview guides, etc?

Time to fill

Clearly defined timelines. Remove time that can fluctuate dramatically

Quality of hire; by source, by recruiter, by HM

Cost per hire

Measured by role/responsibility

Not inclusive of “outside the norm” expenses

Advertising source efficiency; cost per hire by source

Turnover by manager and position

“ Getting the Most Out of Your Recruiting Investment” Recruiter and Hiring Manager Effectiveness Critical Metrics for Monitoring Efficiency and Effectiveness Reason for declined offers Is something missing from our benefits package? Is there a bottleneck in the interview process?

Critical Metrics for Monitoring Efficiency and Effectiveness

Reason for declined offers

Is something missing from our

benefits package?

Is there a bottleneck in the

interview process?

“ Getting the Most Out of Your Recruiting Investment” Where to look for common leaks in your recruiting process How to manage your third party (agency) relationships How to leverage your recruitment advertising budget

Where to look for common leaks in your recruiting process

How to manage your third party (agency) relationships

How to leverage your recruitment advertising budget

“ Getting the Most Out of Your Recruiting Investment” Controlling Agency Fees First, you don’t need to eliminate recruiting agencies from your staffing plan. Establish clear internal guidelines for the use of agencies Establish a strong relationship with a limited number of agencies. Be careful not to make decisions solely on fees Consider paying a retainer to your partner agencies Set the expectations and clearly define the workflow for the agency. How to submit an applicant, how/when to follow up, what role they will play once an applicant is submitted, etc Establish separate metrics for agency hires Quality of hire by agency Number of applicants submitted per hire

First, you don’t need to eliminate recruiting agencies from your staffing plan.

Establish clear internal guidelines for the use of agencies

Establish a strong relationship with a limited number of agencies. Be careful not to make decisions solely on fees

Consider paying a retainer to your partner agencies

Set the expectations and clearly define the workflow for the agency. How to submit an applicant, how/when to follow up, what role they will play once an applicant is submitted, etc

Establish separate metrics for agency hires

Quality of hire by agency

Number of applicants submitted per hire

“ Getting the Most Out of Your Recruiting Investment” Controlling Agency Fees Take advantage of technology to take control of your agency relationships Use tools offered by your applicant tracking system (ATS) Define the workflow Streamline communication Prevent payment for an applicant that is already in your corporate database Track metrics associated with the agency

Take advantage of technology to take control of your agency relationships

Use tools offered by your applicant tracking system (ATS)

Define the workflow

Streamline communication

Prevent payment for an applicant that is already in your corporate database

Track metrics associated with the agency

“ Getting the Most Out of Your Recruiting Investment” Where to look for common leaks in your recruiting process How to manage your third party (agency) relationships How to leverage your recruitment advertising budget

Where to look for common leaks in your recruiting process

How to manage your third party (agency) relationships

How to leverage your recruitment advertising budget

Getting the Most Out of Your Recruiting Investment” Leveraging Your Recruitment Advertising Budget

Getting the Most Out of Your Recruiting Investment” Leveraging Your Recruitment Advertising Budget Avoid one-off ad buys! Prepare a staffing plan and negotiate your ad rates based on your annual projections Consider using an agency to negotiate on your behalf Make educated buying decisions based on facts Track source efficiency by hire vs. applicant count Get the most from the ads you do place Proper categories, multiple categories Strong titles that set you apart. Accountant I vs. Staff Accountant with a dynamic, growing organization. Tremendous Opportunity!

Avoid one-off ad buys!

Prepare a staffing plan and negotiate your ad rates based on your annual projections

Consider using an agency to negotiate on your behalf

Make educated buying decisions based on facts

Track source efficiency by hire vs. applicant count

Get the most from the ads you do place

Proper categories, multiple categories

Strong titles that set you apart.

Accountant I vs. Staff Accountant with a dynamic, growing organization. Tremendous Opportunity!

Getting the Most Out of Your Recruiting Investment” Leveraging Your Recruitment Advertising Budget Review your online posting for placement in search results

Review your online posting for placement in search results

Getting the Most Out of Your Recruiting Investment” Leveraging Your Recruitment Advertising Budget Re-evaluate your employee referral program Allow your source metrics to guide your ad placement decisions. Is newspaper producing results? Include database search capabilities in your posting contracts Consider using a search consolidation tool to make your searches more efficient – Platinum Recruiter

Re-evaluate your employee referral program

Allow your source metrics to guide your ad placement decisions. Is newspaper producing results?

Include database search capabilities in your posting contracts

Consider using a search consolidation tool to make your searches more efficient – Platinum Recruiter

“ Getting the Most Out of Your Recruiting Investment” Leveraging Your Recruitment Advertising Budget

“ Getting the Most Out of Your Recruiting Investment” Leveraging Your Recruitment Advertising Budget

“ Getting the Most Out of Your Recruiting Investment” Where to look for common leaks in your recruiting process How to manage your third party (agency) relationships How to leverage your recruitment advertising budget

Where to look for common leaks in your recruiting process

How to manage your third party (agency) relationships

How to leverage your recruitment advertising budget

Cytiva’s Free Webinar series Sourcing Talent in a Time of Scarcity - 8/14/08 10-11 AM PDT Getting the Most Out of Your Recruiting Investment - 9/11/08 10-11 AM PDT Six Steps To Implementing Performance Management Software - 9/18/08 10-11 AM PDT Interview Techniques and Strategies for Hiring top Performers - 10/09/08 10-11 AM PDT Retention: The Key to a Successful Recruiting Plan - 11/20/08 10-11 AM PT Register at: www.sonicrecruit.com/company/events.htm

Cytiva’s Free Webinar series

Sourcing Talent in a Time of Scarcity

- 8/14/08 10-11 AM PDT

Getting the Most Out of Your Recruiting Investment

- 9/11/08 10-11 AM PDT

Six Steps To Implementing Performance Management Software

- 9/18/08 10-11 AM PDT

Interview Techniques and Strategies for Hiring top Performers

- 10/09/08 10-11 AM PDT

Retention: The Key to a Successful Recruiting Plan

- 11/20/08 10-11 AM PT

Register at: www.sonicrecruit.com/company/events.htm

“ Building an Effective Referral Program to Source Quality Hires” Cytiva Software Inc. offers a wide variety of products and services to help you get the most out of your recruiting efforts. Talent Acquisition System Custom career sites Employee referral management Career agents Ad posting and tracking Manager self-service Contact management/Outlook integration EEO/OFCCP compliance Vendor Management Module Onboarding Module Hourly Recruiting System Consulting SonicPerform Performance Management System To learn more contact: David Freeman Talent Management Solutions Consultant 877-775-0888 www.sonicrecruit.com

Cytiva Software Inc. offers a wide variety of products and services to help you get the most out of your recruiting efforts.

Talent Acquisition System

Custom career sites

Employee referral management

Career agents

Ad posting and tracking

Manager self-service

Contact management/Outlook integration

EEO/OFCCP compliance

Vendor Management Module

Onboarding Module

Hourly Recruiting System

Consulting

SonicPerform Performance Management System

To learn more contact:

David Freeman

Talent Management Solutions Consultant

877-775-0888

www.sonicrecruit.com