The landscape of talent acquisition has witnessed significant transformations in recent years. As industries increasingly prioritize efficiency, companies face mounting pressure to deliver profits rather than focusing solely on top-line growth. Gone are the days of excessive hiring and lavish perks to attract candidates. Today, talent acquisition (TA) and recruiting leaders must address new challenges: Is the budget allocated effectively, ensuring a reasonable cost-per-hire? Are operations streamlined with leaner teams?
The solution to these questions lies in harnessing the power of data and utilizing the right tools. Whether facing a hiring slowdown with time for evaluation or operating at full capacity and aiming for scalability, now is an opportune moment to scrutinize processes and identify areas for improvement. Fortunately, recruiters now have access to sophisticated technology that enables a thorough examination of the hiring funnel, identifying opportunities for enhanced efficiency, budget allocation, and tangible return on investment (ROI).
Outlined below are four tactics to help achieve these objectives and transition your team from a cost center to a strategic function.
Calculate the ROI of Every Candidate Source and Prioritize Accordingly
TA leaders are increasingly required to be prudent budget managers. Thus, it is crucial to critically evaluate various candidate sources such as job boards, social media campaigns, agencies, and events, determining which yield the highest ROI. Advanced tools enable tracking of cost per application and cost per hire across channels, enabling optimization of spending based on impact. Particularly, close scrutiny of agency spend is advisable due to associated high costs. By enhancing the effectiveness of in-house recruiting teams, significant savings can be swiftly realized. An effective approach to accomplish this is to…
Apply Data to Every Step of Your Hiring Funnel
An optimized hiring funnel is an invaluable asset, capable of reducing time to hire, cost per hire, and streamlining the utilization of hiring managers’ time. Recruiting leaders should delve into historical hiring data to identify areas of inefficiency and lost productivity within the process. Eliminating these bottlenecks ensures employees spend less time in unproductive interviews and more time fulfilling their job functions. Does a specific department exhibit lower-than-average passthrough rates from onsite interviews to job offers? Does one of your sourcers conduct phone screens with 25% more candidates than the average? Identifying these areas enables targeted optimization for efficiency.
Ensure Your Recruiting Tech Stack Delivers Value
Now is an opportune time to conduct a comprehensive evaluation of your existing recruiting tools. This evaluation may encompass email finders, sourcing platforms, applicant tracking systems, customer relationship management tools, video interviewing platforms, and employer branding tools. Each tool should be assessed based on its value delivery, adoption rate, criticality to your team, and integration capabilities within your tech stack. Tools that score low or are redundant should be prudently eliminated.
Build a Capacity Planning Model
In addition to retrospective analysis, it is crucial to anticipate future hiring needs. Creating a model based on your current team composition and historical time to hire, which can vary across roles, enables you to project the number of hires possible. Collaborating closely with the finance team is essential in developing a model that identifies the ceiling on hiring capacity. By aligning hiring goals with the historical throughput of your team, any constraints or potential shortfalls can be addressed in advance. Utilizing a robust customer relationship management (CRM) tool to gather relevant data ensures that recruiting capacity becomes an input for headcount forecasting, rather than a reactive measure.
While recent months have presented numerous challenges, these changes will ultimately propel our industry forward. The pressure faced by recruiting teams to demonstrate their impact and ROI will drive us towards a more strategic, data-driven future. I eagerly anticipate the realization of this vision.