how to leverage recruitment analytics to make hires
TRANSCRIPT
How to Leverage Recruitment Analytics to Make Hires
Our PurposeHelping Companies Find Great Talent
AGENDA
Recruitment Advertising Landscape
Role of the Recruitment Marketer
Recruitment Advertising - Top 5
Recruitment Analytics - Basics
Recruitment Analytics - Advanced
Recommended Reports - Top 5
Recruitment Advertising Landscape - Q3 2016
Declining Workforce
Decrease in Unemployment
Recruitment Ad Spend Industry Projections
● 24% increase in ad spend
● $11.4 Billion in recruitment ad spend
● 75% of that will be online media
Recruitment Marketers are here to
save the day!
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!
Who is your company’s recruitment marketer?
Recruitment Advertising - Top 5 Channels
● Job Performance Media
● Job Boards
● Search & Display
● Social
● Traditional
Traditional
TV
Radio
Out of home
Social
Search & Display
Job Boards
Job Performance Media
What’s best for your company’s recruitment advertising?
5 Basic Metrics for Recruitment Marketing
● Job Views
● Application
● Conversion Rates
● Cost
● Cost Per Application
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?
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?
Basic Metrics
#3 - Conversion RateWhat is the conversion rate overall and by
type?Low or no conversion?High conversion?
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?
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?
Advanced Insight - End to End Analytics
#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
Top 5 Recommended Reports
• Source Comparison
• Performance Trends
• Job Detail Reporting
• Job Board Utilization
• ROI & Hiring Metrics
Source Comparisons
Trending Performance Over Time
Job Detail Reports
Job Board Utilization
ROI Reporting - Hiring Metrics
What’s Measured Is Managed
Conversion Metrics
• Job Views• Applicants• Conversion Rate
(CR)
ROI Metrics
• Cost per Applicant• Cost per Hire
82%
of recruitment marketing dollars…
Was spent on 49%
of the jobs…
which only drove 2%of total
applicants.
Recruitment Marketing In Action (Before)
Recruitment Marketing In Action (After)
151%
increase in applicants
33% decrease in CPA
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?
If you have any additional questions, contact me at: [email protected]
For more recruitment marketing resources and information, check out our blog at: recruitics.com/blog
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