data driven tips for your 2017 recruiting plan
TRANSCRIPT
Data-Driven Tips for Your 2017 Recruiting Plan
Thursday October 27, 2016
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questions
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Kimberly Hunter, SHRM-SCP
Recruiter.com
@KimKayHunter
Thanks for joining us!
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Our featured speakers
Sedef BuyukatamanTalent Brand Strategist at Proactive Talent Strategies@sedefmb@ProactiveTalent
Kiran DhillonContent Marketing Manager at Lever@kirandhillon4@Lever
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Today, we’re sharing some benchmarks
999 companies
4+ million candidates
12 months
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5 key insights
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1. The case for referrals has never been stronger
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1 in every 16 referred
candidates is hired
Making referrals almost
10x more efficient than
applicants
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One catch with referrals? Volume.
Referrals represent 16 percent
of all hires
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Boost referrals
● Create a checklist of what to do when a new role opens up
● Help referrers provide context (i.e. have they spoken to the candidate, are they active/passive, fit for multiple roles, etc.)
● Keep referrers in the loop. Create email templates to update them
● Give kudos, celebrate wins
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Lever referral form
Factors that can hold employees back from referring:
● I don’t want to be judged for a bad referrals
● I hope the recruiter doesn’t think I’ve actually spoken with this person. That’d be awkward..
● I’m not sure what role this person is best fit for. How do I give context?
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Remember: Preserve diversity as you scale referrals
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2. Sourcing has gone mainstream
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Sourcing is the second most common source of hire across companies of all sizes
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Move from reactive to proactive sourcing
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Build future-focused talent pipelines
Build candidate personas Engage passive candidates with relevant content
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3. Engineering hires are the least likely to have applied
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Engineers are the likeliest to
come in via agency (5%) and
second likeliest to be sourced
(37%)
They are the least likely to be
applicants – just 38% of
hires apply
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Recruit your unfair share of top engineering talent
● Leverage your leadership
● Understand their language
● #Fightspam
● Build a brand
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4. Project management is emerging as toughest role to fill
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A few observations for the Product Manager recruitment process
Third largest candidate to hire
ratio
162 candidates per hire
Second most number of interviews
5.7 interviewers on average per hire
Longest time to hire
Median of 42 days from when a
candidate enters your pipeline to
hired
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5. Candidate archiving is a huge missed opportunity
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Turn your database from a graveyard into a goldmine
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“I’m an ATS graveyard person.
I’ve never been hired for a job that I
applied to.”
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Get to know us: Sedef [email protected]
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• Recruiting Optimization• Employer Branding• OnDemand Recruiting• Recruiting Videos• Training• Advisory
Excel at data-driven recruiting with Lever Analytics
Lever Visual Dashboards Lever Talent Intelligence Lever Data API
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Answer strategic questions like:
● What candidate sources yield the most hires?
● What are the most common reasons candidates accept or decline an offer?
● Is the workload evenly distributed across the recruiting team?
● Which teams or individuals submit feedback the fastest?
● What departments have the fastest time to hire?
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