According to Harvard Business Review, top performing organizations are 5 times more likely to use data to make decisions—a big step in the right direction from the way we historically gathered and used data. Data is no longer used as a supplement for decisions, it is used to empower us to make those decisions. It is used to spearhead change and make driving decisions that can affect a company's future. Data has come a long way — what was once seen as just groupings of numbers and percentages in spreadsheets and simple graphs, has now skyrocketed into an intricate and engaging process involving data visualization charts, complex figures, and entire presentations that compile numbers from across your business and analyze them in a way that actually makes sense. We now have the power to use data not just to reflect, but to move forward. Understanding the data behind campus recruiting is the first step to making educated and impactful improvements to your program. Without understanding how your recruiting program is performing, you have little to no power to change or improve your program. It goes without saying that a well-defined campus recruiting strategy is more important now than ever before considering that the competition at campus recruiting events has gotten more fierce in the past few years — 67% of employers plan to hire recent college graduates this year (Source: CareerBuilder.) Which means every event counts and every opportunity is important. But how can you know which events will be most impactful? There is a wealth of data the recruiters can—and should—be capturing at campus recruiting events. Maintaining a campus recruiting scorecard and tracking the same metrics across all events allows HR departments to figure out the ROI per event and only attend those that have proven value. Valuable data to track includes—offer to acceptance ratio and significant drivers of change, number of quality candidates/applicants/hires per event, turnover vs retention rates, and cost per candidate vs the cost per hire. For your recruiting program, you may choose to create segments based on school, city, soft/hard skills number of quality candidates/applicants/hires per event and role/position. Once you have created segments based on the data you’ve pulled together, you will gain a much deeper understanding of your data. Simply put your data needs to answer WHY you are attending the campus recruiting event. Furthermore, the data you collect and analyze needs to power forward thinking decisions and initiatives. Leveraging data dramatically improves the success of your recruiting program. When implemented correctly, technology allows for cross-functional visibility by bringing your data into one place, thereby increasing efficiency and powering strategic recruiting decisions.

1. USING DATA TO IMPROVE
CAMPUS RECRUITING EFFORTS
AND THE OVERALL CANDIDATE
EXPERIENCE

2. ● Co-founder and CEO of UrbanBound
● Co-founder and Director of Hireology
● Career focused on the cross section of
technology and Human Resources.
MICHAEL
KRASMAN

3. 67%
of employers plan to
hire recent college
graduates this year
(Source: CareerBuilder)

4. 5x MORE LIKELY
top performing organizations are
(Source: Harvard Business Review)
to use data to make decisions

5. RECRUITING
ONBOARDING
HIRING
3 MAIN AREAS OF FOCUS

6. QUESTIONS
YOU WANT TO
ANSWER
THE KPIS AND
DATA POINTS
TO TRACK
EXAMPLES OF
HOW TO
IMPLEMENT

7. RECRUITING

8. 65%
of recruiters claim talent
shortage is the biggest
challenge in hiring.
(Source: Jobvite)

9. Is our strategy for recruiting effective?
TOP QUESTIONS TO ASK // RECRUITING
Where are our candidates coming from?
What recruitment strategy has the best acceptance rate?
Do we have a good recruiting brand in the market?
Who are the best recruiters on our team, and the low performers?

10. Is our strategy for recruiting effective?
Time to fill for each job; Fill rates at fixed intervals of time (15 days/30 days)
POTENTIAL KPIS // RECRUITING
Where are our candidates coming from?
Candidate volume per channel; Cost per candidate
What recruitment strategy has the best acceptance rate?
Acceptance rates segmented by your different recruiting channels
Do we have a good recruiting brand in the market?
Glassdoor reviews and social recruiting volume / engagement
Who are the best recruiters on our team, and the low performers?
Offer to acceptance rate

11. SOLUTION EXAMPLES // RECRUITING

12. SOLUTION EXAMPLES // RECRUITING

13. HIRING

14. 25%
17 studies of applicant evaluations shows that a
simple equation outperforms human decisions by
at least
(Source: Harvard Business Review)

15. Are there any gaps or roadblocks in your hiring process?
TOP QUESTIONS TO ASK // HIRING
How expeditious are you moving through your hiring process?
Who is best at hiring / identifying talent at your company?
Is our hiring process working?
Do we have competitive offers?

16. Are there any gaps or roadblocks in your hiring process?
Average days candidate remains in each stage (order from high to low)
POTENTIAL KPIS // HIRING
How expeditious are you moving through your hiring process?
Segment your time KPIs based on department, role, seniority, and hiring manager
Who is best at hiring / identifying talent at your company?
Retention rates along with performance metrics
Is our hiring process working?
Fill rates after different increments of time, retention rates over time
Do we have competitive offers?
Track the “why” on lost offers: is it salary, benefits, vacation etc…

17. SOLUTION EXAMPLES // HIRING

18. SOLUTION EXAMPLES // HIRING

19. ONBOARDING

20. 69%of employees are more likely to stay
with a company for three years if
they experienced great onboarding
(Source: needed)

21. How fast are we getting an ROI on each hire?
TOP QUESTIONS TO ASK // ONBOARDING
Are our new hires happy in their role?
Are they satisfied with their experience and benefits?
Do your employees have the resources they need to settle in?

22. How fast are we getting an ROI on each hire?
Ramp up time & cost to get in door against measurable outcomes
POTENTIAL KPIS // ONBOARDING
Are our new hires happy in their role?
NPS at 90 days and checkpoints throughout
Are they satisfied with their experience and benefits?
Post hire survey scores on rating the overall experience
Do your employees have the resources they need to settle in?
Anonymized information from their coworkers

23. SOLUTION EXAMPLES // ONBOARDING

24. SOLUTION EXAMPLES // ONBOARDING

25. TYING IT ALL TOGETHER
Decide cross-functionally what questions you want to
answer about your recruiting and hiring process
Create a cadence for analyzing data and process
improvements
Bring solutions online to provide access & visibility
Leverage data to develop a strategy and set timeline to
meet hiring goals

26. Feel free to reach out with any questions:
Michael Krasman
CEO, Co-Founder
mkrasman@urbanbound.com
Direct Line: 312-377-2651
THANK YOU!