Insight

DEALING WITH THE DATA

New findings from The FIRM (Forum for In-house Recruitment Managers) reveal the different metrics in-house recruiters are using – and how effective they are

BY DEEDEE DOKE

Arecent report has fl agged up how in-house recruiters measure recruitment eff ectiveness, but also revealed how only a little more than a third (39%) say they are satisfi ed with their ability to make decisions based on their recruitment data.

Th e report, ‘Data and Measurement: Key Insights’, was published by Th e FIRM, in partnership with Eploy.

Information for the report was gathered via surveys and roundtable events with members of the FIRM [the Forum for In-house Recruitment Managers]. While the report reinforces that well-established metrics such as Time-to-hire and Cost-of-hire are still heavily relied upon, it also points out that in-house recruiters want “more time to do the ‘fun stuff ’ with their data. Th ey want data insights that help them make decisions, improve processes, deliver a stellar candidate experience with a super-effi cient workfl ow and maximise their return on recruitment advertising investment”.

Also, the report notes that in-house recruiters encounter “many challenges” in gathering and collating data such as “data in diff erent systems, unreliable data and delays in getting information back from hiring managers”. Th e means of accessing and presenting data can also be problematic, with Excel and Powerpoint identifi ed as the top two (81% and 72% respectively) methods for presenting metrics.

64%

spend 3 to 10 hours per month on data, metrics and reporting

54%

Cost-of-hire is the most popular quality metric

59%

of talent acquisition specialists decide on the metrics used with the broader HR team

51%

Hiring Manager Satisfaction is the second most popular quality metric

60%

use Time-inrole/Att rition to measure quality of hire

90%

capture and track data through an applicant tracking system

81%

use Source-ofhire to measure sourcing channels The biggest challenge in measuring Source-of-hire is perceived to be the accuracy of the data, in terms of candidate response and lack of integration between systems

60%

consider requisition approval as start point for Time-to-hire

80%

use Time-to-hire to measure and monitor the speed of their recruitment

42%

think writt en acceptance is the end point for Time-to-hire