How To Track Important Recruiting Metrics with a Reporting Program
Collecting actionable data is only possible with a powerful reporting program. Although every company can benefit from such a program, reporting initiatives are not one size fits all. Your unique business goals must factor in the creation of your metrics program; the requirements you need to meet will help you determine the tools needed in order to collect that data.
After working with teams who’ve improved hiring processes with recruiting metrics, let’s walk through the 3 steps to tracking the right recruiting metrics that drive your business’s growth:
1. Identify the Most Important Metrics to Track
Take the time to consider all the metrics your firm or recruiting team needs to be measuring. Some of these will be normal KPIs but others should be metrics that you are making a conscious effort to improve or metrics specific to your team, industry, and niche. Are you trying to reduce your time to fill rates? Do you want to know what roles are taking the longest to fill? Think of what you want to learn when you begin tracking data.
When you understand what you’d like to measure, assessing the difficulty of gathering that information to prioritize which data points you should start measuring first. With prioritization, you can knock out the low-hanging fruit to get your reporting program started, and then gradually working towards incorporating the more complex data. More complex metrics aren’t always better because sometimes to actionable information is easiest to surface.
Finding the most efficient bang for your buck goes a long way because we know recruiters don’t have all the time in the world for reporting. Find solutions that automate the data-gathering process and remember that the data is only as good as the data entry.
2. Use the Right Tracking System
Over 1,000 teams are using built-in analytics tools within Crelate Talent to gain actionable insights that help them optimize recruiting processes. To learn more, schedule a call with one of our experts who can show you Crelate’s technology in action.
With Crelate Talent, you can start building an accurate and consistent reporting program. The online application allows you to collect all your data in one place and analyze it regularly to make changes or additions. When building your reporting program, make sure the software you invest in can present all the most important data for your business. Simplifying your reporting ensures its usefulness and ultimately saves your team time and money.
The backbone of any strong metrics program is a recruiting software that automatically tracks your team’s performance based on recruitment tasks that are most important to you. It’s not helpful to try and shoehorn an inadequate system into forced reporting; take the time to find the a solution with robust recruiting tools that’s constantly measuring your recruiting workflow to give you actionable insights that improve how talent is hired..
3. Act on the Data You Collect
Don’t bother tracking what you won’t act on. Frankly, it’s a waste of time and resources and extra data can get in the way of more useful metrics. After all, the whole reason for collecting data in the first place is to figure out what methods are working and plan for future pursuits. If you aren’t going to use a metric to make positive changes, it shouldn’t be a focus.
Once you implement your metrics program you should come back every so often to monitor the data you’re collecting. Priorities change and your tracking should reflect that. If your team pivots to focus on retention instead of time to fill, your data collection should also reflect that change. Keep your reporting agile and fresh and you will always have clean data to help make the right decisions.
If you’re ready to upgrade your recruiting process with metrics reporting, download our eBook all about building a reporting program and important metrics to measure today.