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- What is Recruiter Productivity?<\/a><\/li>\n\n\n\n
- What Factors Hamper Recruiter Productivity?<\/a><\/li>\n\n\n\n
- The Best Metrics to Measure Recruiter Productivity in Your Business<\/a><\/li>\n\n\n\n
- 6 Tools & Hacks to Increase Hiring & Recruiter Productivity<\/a><\/li>\n<\/ul>\n\n\n\n
<\/div>\n\n\n\nWhat is Recruiter Productivity?<\/h2>\n\n\n\n
Let\u2019s start by setting the scene and discuss exactly what we mean when we ask – what is recruiter productivity?<\/p>\n\n\n\n
In short, like any productivity, recruiter productivity points to how efficient and effective the recruitment function, and the individuals, are. While we\u2019ll look at ways to measure this productivity later on, an effective recruiter can source, screen, interview, and onboard a large number of candidates quickly and effectively. <\/p>\n\n\n\n
Ultimately, recruiters only have a finite amount of time, so the best recruiters find ways to maximize that time to deliver the best outcomes. <\/p>\n\n\n\n
What Factors Hamper Recruiter Productivity? <\/h2>\n\n\n\n
Many factors cause delays in a modern-day business. While some of these are internal and some are external, what they all have in common is that they can be reduced. <\/p>\n\n\n\n
Here are four of the most common reasons recruiter productivity gets stifled in modern organizations: <\/p>\n\n\n\n
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- Inefficient Talent Sourcing.<\/strong> While 69% of US organizations<\/a> report talent shortages in their industries, it\u2019s fair to say that recruiters aren\u2019t always great at sourcing. Sourcing is one of the critical areas where recruiter productivity dies, with many professionals failing to leverage innovative sourcing techniques<\/a>.
Sourcing the old-fashioned way leads to recruiters investing a tremendous amount of time and effort for minimal results.
<\/li>\n\n\n\n- Repetitive Manual Tasks.<\/strong> Repetitive, manual tasks have always plagued the recruitment industry. Whether that\u2019s CV screening, sending emails, or conducting phone interviews, traditional recruitment tasks are a drain on a recruiter\u2019s time.
<\/li>\n\n\n\n- No Talent Pipeline. <\/strong>The best recruiters are consistently nurturing a backlog of fantastic future candidates. Building a talent pipeline is essential to boost recruiter productivity as it cuts the sourcing timeline when opening a new role.
If you aren\u2019t already familiar with talent pipelines, we\u2019d recommend you check out our article on What\u2019s a Talent Pipeline and Why Should You Build One?<\/em>
<\/em><\/a><\/li>\n\n\n\n- Slow Processes.<\/strong> Across every industry the most significant drain on productivity is slow and inefficient processes. Recruitment is no different, with teams wasting countless hours on cumbersome screening and interviewing workflows.
A clear example is in the initial interview process, where inefficient recruiters still manually contact each candidate rather than leveraging async interview technology. Not only do recruiters sacrifice time, but they also lose the ability to collaborate across the team.
<\/li>\n<\/ol>\n\n\n\n<\/div>\n\n\n\nThe Best Metrics to Measure Recruiter Productivity in Your Business<\/h2>\n\n\n\n
So, how do you know if you\u2019re a genuinely productive recruiter? The best way to measure your performance and compare it against some industry best practices and benchmarks. <\/p>\n\n\n\n
Let\u2019s look at some of the most common recruiter productivity metrics and what good looks like across the recruitment sector. <\/p>\n\n\n\n
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- \ud83d\udd56 Time to Hire.<\/strong> This represents the number of days between a candidate applying for a role and when they accept the job. Often referred to as time to accept, it\u2019s a great indicator of how fast a candidate moves through the hiring process and points directly to your team\u2019s efficiency.
The average time to hire is around 15 days for most organizations<\/a>, although this number varies from industry to industry.
<\/li>\n\n\n\n- \ud83d\udcb2 Cost per Hire<\/strong>. From a financial perspective, cost per hire is a great way to determine how productive your hiring activity is in relation to your spend. If your team is unproductive, you\u2019ll spend more on advertising, salaries, and tools per candidate you hire.
<\/li>\n\n\n\n- \u2b50 Quality of Hire<\/a>. <\/strong>This one takes a slightly longer-term view of recruiter productivity by starting to look at the quality of the candidates you\u2019re hiring. While it\u2019s quite a complex one to measure, quality of hire looks at the percentage of employees deemed to be of a satisfactory work standard.
This is quite a niche statistic, so industry best practice isn\u2019t easy to come by, but you\u2019ll likely want to set a minimum 80% satisfaction rate to be performing well.
Top tip – Adversely, you could track your First-Year Attrition rate to see how many candidates leave the business within the first year of hire. While it\u2019s not always the case, leaving this early may mean they were a <\/em>bad hire<\/em><\/a>!<\/em>
<\/li>\n\n\n\n- \ud83d\udd0e Source of Hire.<\/strong> The source of hire metric is a great way to identify where your top talent is coming from. Whether it\u2019s LinkedIn, job boards, or referrals, understanding your best source of hire helps you focus your team\u2019s energy and make them more productive.
<\/li>\n\n\n\n- \ud83d\ude0a Candidate Satisfaction.<\/strong> Of course, when it comes to measuring performance, it\u2019s not all about the numbers. Many recruiters fail to take customer experience into the mix and don\u2019t survey how satisfied candidates are with the recruitment process.
Frameworks such as NPS work well here, with scores of 7 (or above) out of 10 the sort of feedback the best recruiters should be aiming for.
<\/li>\n\n\n\n- \ud83d\udcc4 Application\/Test Completion Rate.<\/strong> Lastly, while it\u2019s the candidates doing the work, productive recruiters should also track their application completion rate. If candidates are giving up halfway through, it\u2019s inefficient all around and may mean you\u2019re losing out on great talent.
<\/li>\n<\/ul>\n\n\n\n6 Tools & Hacks to Increase Hiring & Recruiter Productivity<\/h2>\n\n\n\n
There is a range of amazing digital solutions out there to help you simplify, accelerate, and revolutionize your hiring process to make you a truly modern business.\u00a0<\/p>\n\n\n\n
Here are some of our favorites across sourcing, screening, interviewing, and general productivity. Take a look at some of the best productivity tools for recruiters. <\/p>\n\n\n\n
For Sourcing – LinkedIn Recruiter<\/a><\/h3>\n\n\n\n
For those looking to find new and engaged candidates, LinkedIn is one of the best places to hang out. Not only is it a hotbed for professionals in every industry, with LinkedIn\u2019s Recruiter features, you\u2019re armed with the tools you need to take your digital recruiting to the next level. <\/p>\n\n\n\n<\/figure>\n\n\n\n
How it helps boost recruiter productivity:
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- You can find all the best talent in one place.<\/li>\n\n\n\n
- There are powerful tools to help you engage talent faster.<\/li>\n\n\n\n
- It had its own integrated job ads platform.<\/li>\n<\/ul>\n\n\n\n
For Sourcing – Broadbean<\/a><\/h3>\n\n\n\n
If you\u2019re a frequent user of job boards, job distribution software such as Broadbean is a game-changer. You no longer need to manually post ads onto multiple sites as Broadbean does the distribution for you in just one click. <\/p>\n\n\n\n
<\/figure>\n\n\n\n
Not only that, advanced analytics help you understand which sources are working best for your vacancies, giving you direct insight into your source of hire.<\/p>\n\n\n\n
How it helps boost recruiter productivity:
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- It automates the distribution of ads across multiple job boards.<\/li>\n\n\n\n
- Analyze your source to hire data to streamline your focus. <\/li>\n\n\n\n
- Options for both direct and agency recruitment professionals. <\/li>\n<\/ul>\n\n\n\n
For Sourcing – Canva<\/a><\/h3>\n\n\n\n
Especially for those recruiters working in small businesses or hiring in startups, you might need to be a jack of all trades. If you want to make your job ads stand out, get onto Canva and create some professional-looking graphics. <\/p>\n\n\n\n
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It\u2019s great for those that need something quick, simple, and high-quality, thanks to a large template library and easy-to-use user interface. <\/p>\n\n\n\n
How it helps boost recruiter productivity: <\/p>\n\n\n\n
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- It\u2019s quick & easy to use. <\/li>\n\n\n\n
- Saves time and cost utilizing busy or expensive freelance designers. <\/li>\n\n\n\n
- It helps your job ads stand out to attract more candidates. <\/li>\n<\/ul>\n\n\n\n
For General Productivity – Toggl Track<\/a><\/h3>\n\n\n\n
If you simply want to find out where you and your team are spending your precious hours, check out a time tracking<\/a> tool, like the one from our sister company, Toggl Track. Simply having an eye on the time focuses the mind and helps teams become more efficient. And that\u2019s before you\u2019ve even taken a look at the insights! <\/p>\n\n\n\n
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Here\u2019s how they help boost recruiter productivity: <\/p>\n\n\n\n
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- Simple, one-click time tracking to help you keep tabs on your tasks.<\/li>\n\n\n\n
- Detailed analytics to see which apps are eating into your time.<\/li>\n\n\n\n
- It helps tracks costs for recruiters that charge based on their time. <\/li>\n<\/ul>\n\n\n\n
For General Productivity – Zappier<\/h3>\n\n\n\n
Are you wasting time jumping between different applications? With integrations for over 100 HR talent & recruitment tools<\/a>, Zappier is a game-changer when it comes to automating data between different systems. <\/p>\n\n\n\n
If you and your teams are wasting time duplicating information, updating different databases, or running multiple reports, you should seriously look at tying it all together with a productivity tool like Zappier. <\/p>\n\n\n\n
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How it helps boost recruiter productivity:
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- It connects all of your HR & recruiting systems together.<\/li>\n\n\n\n
- It automates manual aspects of your recruitment process.<\/li>\n\n\n\n
- Allows you to get command of your data and create meaningful productivity insights. <\/li>\n<\/ul>\n\n\n\n
- \ud83d\udcb2 Cost per Hire<\/strong>. From a financial perspective, cost per hire is a great way to determine how productive your hiring activity is in relation to your spend. If your team is unproductive, you\u2019ll spend more on advertising, salaries, and tools per candidate you hire.
- Repetitive Manual Tasks.<\/strong> Repetitive, manual tasks have always plagued the recruitment industry. Whether that\u2019s CV screening, sending emails, or conducting phone interviews, traditional recruitment tasks are a drain on a recruiter\u2019s time.
- What Factors Hamper Recruiter Productivity?<\/a><\/li>\n\n\n\n