The opportunity in online recruiting is having the ability to track and understand your recruiting analytics, helping you identify opportunities in your candidate acquisition strategy.
Gaining consistent improvements in your recruiting process requires the consistent measurement of important metrics. Without these metrics, you are managing a recruitment team on word of mouth.
“You can’t manage what you can’t measure”
Taking steps towards identifying suitable metrics that will drive improvements in your recruitment process can be a daunting task. The sooner you understand your candidate pipeline by metrics, the quicker you will achieve recruiting targets.
Beginning with candidate ‘sources’:
Job boards: Your job board account will have all the number of job views your jobs have received. They may also provide you with the number of applications or click through rates. Some job boards scrap jobs from your website to build their inventory and these views can be tracked using google analytics.
Careers site: Google analytics will have the information you require to get started. If not, you need to add google analytics to your site ‘Now’ and read this post later. (there is no reason not to track your website visitor and behaviors)
Employee referrals: If you are not managing your referral process in a suitable system this can be difficult. If you manage via email it is probably time to start counting manually the number of referral candidates.
Social Media: Start with viewing your career site views source.
Pay per click: All this information will be available to you via the service you use to manage PPC.
SEM: Available through your web analytics account if setup correctly.
Gather 3 months of data if possible (2 months will work) and break it out weekly. This will give you a good starting point.
When we help companies begin this process of analyzing their recruitment processes the results can be somewhat surprising. Careers site often result in higher conversion rates but little effort is given to the candidate conversion funnel at this point. Assumptions are made without the figures to back them up.
Once you have this data, you have a great starting point for tracking improvements and directing recruitment marketing spend. Assigning responsibility for these metrics and improvements in conversion rates will give you a competitive advantage in you recruiting efforts.
Talk to our Recruitment Marketing team to discuss how you can apply custom analytics to improve your online candidate acquisition. Email: info[@]zartis.com
What the numbers tell us
Over 20% of people looking for jobs are using mobile devices to do so.
This has increased from 10% this time last year.
The expectation is 40% of job views to come from mobile devices within 12 months.
Mobile job applications are not increasing at the same rate.
Mobile job views are increasing and now account from more than 1/5 of all job views. Logic would suggest that mobile job applications would follow. Despite the advances in technology, the business process for job applications is slow to catch up. An opportunity is being missed by employers.
Early adopters have a huge opportunity to target the large volume of mobile job views in the war for talent.
What is happening in the job discovery channels:
55,000,000 searches monthly for ‘JOBS’ on mobile devices
60% of twitter users login via mobile devices
Over 60% of facebook users login via mobile device
Jobfiend lets you create amazing job descriptions and job applications for mobile devices. Removing the CV from the process allows candidates to apply quickly from a mobile device and engages the candidates with the company.
The question style and the 140 character job application ensure the recruiter has the relevant candidate information in a readable format. The candidate is forced to put their best foot forward and avoid typical CV waffle.
AND PEOPLE LOVE IT
— Pat (@patphelan) April 19, 2013
— Anu Harju (@ablatiivi) April 18, 2013
— John McInerney (@johnnymc59) April 18, 2013
— Dublin Startup Jobs (@dublin_startups) April 19, 2013
As reported in the New York Times in January, 45% of non entry level positions in Ernst and Young are now filled by employee referrals. This is not the first time we have seen high numbers of referrals in companies with efficient recruiting functions. Some organisation we work with are targetting 50% of new hires to come from referrals this year.
Referrals work for many reasons:
- Referral candidates are processed quicker
- Employees can provide initial references for candidates
- Employees tend to refer good people
- Social networks increase the power of referrals
- Retention rates are higher
- Higher candidate to hire ratio
With Zartis you can quickly get started with an employee referral program. Employees can share jobs on their social networks, track results and help their company hire more people.
Here is how it works:
Keys to success with Employee Referral programs:
- Communication with employees
- Employee engagement
- Clear employer brand