The document discusses how to effectively utilize recruitment analytics to enhance hiring processes, emphasizing the importance of recruitment marketers in creating targeted strategies and optimizing advertising efforts. It outlines basic and advanced metrics for evaluating recruitment advertising performance, including job views, conversion rates, and cost per applicant. Key takeaways include ensuring proper tracking of recruitment media and making data-driven decisions to improve hiring outcomes.

1. How to Leverage
Recruitment Analytics
to Make Hires

2. Our Purpose
Helping Companies Find Great Talent

3. AGENDA
Recruitment Advertising Landscape
Role of the Recruitment Marketer
Recruitment Advertising - Top 5
Recruitment Analytics - Basics
Recruitment Analytics - Advanced
Recommended Reports - Top 5

4. Recruitment Advertising Landscape - Q3 2016

5. Declining Workforce

6. Decrease in Unemployment

7. Recruitment Ad Spend Industry Projections
● 24% increase in ad spend
● $11.4 Billion in recruitment
ad spend
● 75% of that will be online
media

9. Recruitment Marketers
are here to
save the day!

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!

11. Who is your company’s recruitment
marketer?

12. Recruitment Advertising - Top 5 Channels
● Job Performance Media
● Job Boards
● Search & Display
● Social
● Traditional

13. Traditional
Print
TV
Radio
Out of home

14. Social

15. Search & Display

16. Job Boards

17. Job Performance Media

18. What’s best for your company’s
recruitment advertising?

20. 5 Basic Metrics for Recruitment Marketing
● Job Views
● Application
● Conversion Rates
● Cost
● Cost Per Application

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?

26. Advanced Insight - End to End Analytics

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

28. Top 5 Recommended Reports
• Source Comparison
• Performance Trends
• Job Detail Reporting
• Job Board Utilization
• ROI & Hiring Metrics

29. Source Comparisons

30. Trending Performance Over Time

31. Job Detail Reports

32. Job Board Utilization

33. ROI Reporting - Hiring Metrics

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)

36. Recruitment Marketing In Action (After)
151% increase in applicants
33% decrease in CPA

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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