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8 Hiring Stats That Will Change the Way You Recruit

8 Hiring Stats That Will Change the Way You Recruit
From Recruiter - March 1, 2017

When it comes to creating recruitment processes or making hiring decisions, I like to do my research. So, inmy fact-dependent fashion, I did a little refresher research before I began screening and interviewing lastfalls round of interns and new talent at Red Branch Media.

What I found out heavily influenced my approach to hiring, and I think it will influence yours, too.Heres what I mean:

1. The Average Time to Hire Is About27 Days

Time to hire tends to be on the higher side these days, which means there very well might be an opportunity for you to beat competitors to the punch. Youre not under the impression that youre the only employer being considered by a candidateespecially not when it comes to candidateswith solid resumes and a knack for interviewingso dont hire like you are. Instead,place a little more trust in your ability to spot a good thing.

What this means to me: If I move fast, I have an advantage that larger companies may not have. This motivated me to include other managers and departments in my hiring process so I didnt lose the advantage.

2. The Top 10 Percent of Candidates on the Market Are Often Hired Within 10 Days

This informal metric provided by Dr. John Sullivan should paint a vivid picture for those who operate on theslower side of hiring. The best of the best are proactive and driven by potential career progression. Those high-potential candidates you want are busting it to be seen by amazing companies. As I said before,that may include you, but it doesnt include only you.

What this means to me: The old hire slow, fire fast mantra is tough to put into practicein the Omaha market. Instead, weve got our hiring process down to a science with automated reminders, specific (but not tedious) applicant instructions, pre-hire assignment templates, and a streamlined onboarding process.

3. A Recruiting Algorithm ThatPrescreens Candidates Can Increase the Accuracy of Selecting Productive Employees byMore Than 50 Percent

Recruiting is getting a lot more mathematical thanks to big data. As a small business, were not able to collect the hard-hitting data that others can, but I will say that mid-sized businesses and corporations should listen up. Data can improve hiring process effectiveness, determine job competencies, and even measure potential performanceall before you even extend a job offer. Were talking predicting the future here.

What this means to me: Erm, not a lot just yet. But we do have a series of smaller tests designed to weed out those who wont do well here. While we only collect anecdotal data, it has proven accurate in predicting the success of new hires.

4. Thirty-Six Percent of People Who Change JobsDo So Because They Are Unsatisfied With the Company Culture at Their Current Workplace

When Im interested in a candidate, I like to speak to them as though they are a top choiceeven if I havent really made a decision yet. I talk to themabout our environment as if they were already expected to perform within it, and I outline our perks as though they were sharing them. This allows candidates to relate to our culture without being a part of it yet. Plus, it shows them Im seriously considering extending an offer (see No. 1).

What this means to me: Im brutally honest about what its like to work here. Its not always a party, and like any job, there will be aspects new employees dont love. Do we have a ping pong table in the office? Yes, we do. Will you get fired if you play ping pong all day? Yes, you will.

5. Sixty-Six Percent of CandidatesThink the Best Way to Learn About a Company Is to Interact With Its Employees



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