The average time to hire in the US is roughly 24 days while in the UK it’s a little longer at 28 days. To the average person this may not sound like a big deal, but in the recruitment industry, we know that a longer time to hire can mean losing out on some of your top targets. In fact, 57% of HR managers in Australia felt that they lost out on qualified candidates last year because of a lengthy hiring process.
Recruitment is a game of speed and intuition where it can be easy to set goals based on each requisition. But it’s important not to lose sight of the bigger picture: managing your short and long-term goals allows you to plan for the future and gives you the acumen to tackle more challenging roles. To measure your overall performance, here are 6 metrics to measure your success by:
It’s often common practice for an employer to request that their new hires do not discuss salary with their new colleagues. And while this may seem like a common sense measure to keep everyone at the office in good spirits, is it actually a good thing? Would salary transparency for the entire staff work in a company’s favour? And what about interviews? Should we recruiters be able to demand a candidate reveal their current salary?
A few weeks back we discussed key metrics that a recruiter should use to measure success not realizing the can of worms we opened. And after fielding so many questions on the topic, we decided to go a little deeper this time and take a look at the other data that recruiters should also pay close attention to.