Do your employers know how much you value them? Do they know how much more value your staff offers to your competitors? How do they know the strategic value of your company?
Measuring the impact of your efforts on your employer’s bottom line is one of the most reliable ways for recruiters to gain the respect of their true strategic business partners. Quantifying your value shows your strategic value, especially at the executive level, where important decisions are made. Accurate, consistent measurement allows you to set goals, chart your progress, and improve your processes to achieve better results. Despite all the strategic advantages of measuring your collection value, many recruiters are not involved in this important activity. There are many basic measurements involved in recruitment. We will focus on some key metrics that can help you show your value as a staffing agency to your employers.
The message you want to convey to your employers with these measurements is this You help them find qualified candidates with a fast and cost-effective way. The goal is to show the employer that you can provide better staffing services than your competitors, and maybe even better than they do the employer. While this may sound scary, here are some simple steps you can take to begin the process of preparation for mediation.
In today’s battle for talent, you can show the employer that you are not only putting bodies in place, but also putting qualified candidates in their organization. Rental quality is one of the simplest measurements of the quality of your candidates. This measurement can be obtained from surveys, screening rates, and admission rates.
Screening ratios can show the quality of the candidates you send to the hiring manager. This ratio can be determined by looking at the number of interviews given for each application submitted. The goal is to prove that you have better candidates based on your numbers
It: offer և acceptance rates can he talk about quality? The purpose of this measurement is to show the quality of your candidates based on the number of job offers or admissions for each completed application or job interview. For example, suppose an employer interviewed 10 of your candidates, of which the employer offered 6 jobs. In this case, your bid rate is 60%. Now suppose that without your help, using the same definition above, the employer’s bid rate is 20%. You now have convincing evidence that your employer is getting better candidates with your help. Using bid և acceptance rates is a simple way to show your client the quality of your candidates.
Typical: the quality of rental inquiries The hiring manager will be asked key questions about their new job. These questions may relate to the quality of your candidate’s work, the process, and so on. The most important question in this type of survey will be to assess the overall satisfaction of the hiring manager with this hiring decision. An example of a possible question would be “Will you hire a candidate again?” There are many online surveying tools out there today that can make it very cost effective.
The purpose of the above quality rental measure is to provide your employer with tangible measurements to prove that you provide qualified candidates. When developing these metrics, it would be ideal if you could match your metrics to your customer’s metrics to facilitate comparison և metrics. The goal is to show the employer that you are providing quality candidates, perhaps even better than they can find. How powerful would it be for you if 90% of your client managers hired your candidates again, while only 70% would hire those who succeeded without you?
It’s time to dump her In the business world, speed is the key to success. The purpose of measuring vacancy is to show your response to your employer’s employment needs. The time it takes to fill a vacancy for an individual collector says a lot about its market և customer գիտ knowledge, sources և verification capabilities և processes. Filling in the blanks quickly can save your client more than just time. Vacancies for employers can mean lost income, opportunities, productivity, and so on.
Vacancy time can be measured between the day your client’s request is received and your candidate is accepted. Make sure the start: and end dates you choose in this measurement do not include factors beyond your control. Therefore, the start and end dates you choose will depend on exactly what you want to measure. For example, some HR professionals use the employee’s first working day as the end point of their measurement. For recruiting companies, this end point may not work as well as it involves project start dates և settling processes that may be beyond your accountability.
The cost of one rent
Which company in today’s business environment is unaware of the costs? The cost of one rent is simply the total cost of renting a resource divided by the total number of tenants. Here you just want to show your employer the cost-effectiveness of using your staff services on their own merits or compared to your competitors.
While the numbers can never reflect the value of a large recruiter և and / or staff company, it can help you show your value և competitive difference to employers using your service. These staffing criteria have a better chance of seeing at the executive level where they have little or no opportunity to see first-hand the qualified candidates you provide who are becoming the lifeblood of their organization. Thus, by showing that you are providing quality candidates with a cost-effective egg, you will be one step ahead of your lip service քայլ one step ahead of your competitors.