An interest in collecting statistics generally plays a negligible role in the decision to become a recruiter or HR professional. And although most companies are aware of the importance of across-the-board reporting and management accounting, it is very seldom used in the area of HR. This actually comes as no surprise, because evaluating processes and success often requires time-consuming analysis, an understanding of figures and a lot of patience. But statistics are essential when it comes to measuring your HR success. And they are the most effective way of finding out which areas offer potential for improvement and how your resources can be best used, in order to save time and money in the long-run.
We have put together a summary of some metrics in the area of HR that you should definitely track – and show you how reporting statistics can be interesting, even without extensive mathematical knowledge.
Metric 1: Productivity of Your Sources
Do you know where your best staff come from? Knowing about the platforms where your job ads are most effective and where you reach your target audience are part of the basics. This information gives you an insight into the effectiveness of the tools and software you are using. Whether for trainees, experienced engineers or accountants - each vacancy has its own job profile and should be advertised on an appropriate platform. Because different target audiences visit different websites. Use statistics to develop a better understanding of which sources, for example, produce the best working students or which specialist websites are ideal for finding qualified and skilled staff for your company. You can then focus your job advertisement budget on top-performing sites.
Metric 2: Productivity of Your Recruiters
Every employee has different strengths and weaknesses. This is also true of your recruitment team. Did you know that emails, meetings and "tedious paperwork" are some of the biggest "time killers" at work? This is particularly evident in the area of HR: looking through countless applications in the morning; three or four interviews in the afternoon; and before there is still time for checking important emails, the working day is once again already over. Important prerequisites for every recruiter are therefore a degree of organisational talent, good time management, as well as a feeling for what's important. Use statistics to identify not only the personal success, but also possible deficits of individual staff. A powerful applicant tracking system (ATS) will, for example, give you an overview of which vacancies have been successfully filled by which recruiters and how long individual processes take. From this you can derive appropriate development measures and specific employee training activities, thereby optimising how your most important resources are deployed.
Metric 3: Time To Hire
From applicant to employee: On average, how long does your company need to fill a vacancy? It's qualified applicants that often receive several job offers and who can quickly disappear from the job market, if you don't "snap them up" quickly enough. Collecting a "Time to Hire" statistic can assist you in optimising your entire application process: For example, by identifying the places where an application has been held up for several days and why. Or measure the time frame from when the vacancy was approved to the first interviews (“Time to Interview”). From these findings you can derive numerous opportunities for improvement and organise your processing time more efficiently.
Metric 4: Number of Qualified Applicants
Do you receive numerous applications and sometimes have to reject promising applicants? From which sources do you attract a smaller number of applicants, but who are perhaps better qualified? And which platforms deliver quantity rather than quality? Efficient HR software will automatically give you an overview of applications received per vacancy - filtered according to how well they fit the profile. This allows you to determine how many suitable candidates you had to reject. Consider setting up a talent pool that allows you to contact qualified candidates again at a later date, saving you the cost of placing a new job advertisement.
Metric 5: Mobile Traffic to Your Career Site
Do you know how much traffic your website generates from mobile telephones or tablets? The figure could be higher than you think: A total of 44.4 percent of all those questioned in our 360° survey use their smartphone for job searches; 20.5 percent do so regularly or very regularly; and over a quarter (26 percent) expressed a wish to use a smartphone more often in the future to look for a new challenge. Furthermore, at least 32.1 percent of those surveyed use a tablet PC for job searching. If at least 10 percent of traffic comes via mobile devices, you should ensure that your career website is optimised for smartphones and tablets – ideally by using responsive design.
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