data driven tips for your 2017 recruiting plan

Data-Driven Tips for Your 2017 Recruiting Plan

Thursday October 27, 2016

#hiringmetrics @ProactiveTalent @Lever

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● Please use the questions box for

questions

● Tweet us using #hiringmetrics, @ProactiveTalent @lever

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

#hiringmetrics @ProactiveTalent @Lever

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

11#hiringmetrics @lever

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 Buyukatamansedef@proactivetalent.io

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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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Sign up for a demo at: www.lever.co and join these amazing companies on Lever!