Recruiters need to swing hard to yield long term success…and recruiting managers need to give them the tools to do it.

http://mlb.mlb.com/r/game_article?gid=2018_04_13_phimlb_tbamlb_1&mode=recap&c_id=phi

A “hard hit” single in the 9th was all the Phillies needed to pull ahead and win the game. One of the data measures tracked by Major League Baseball is known as “Exit Velocity” and which baseballs are hit above 95 mph aka Hard Hits.

In 2017, hard hits carried a batting average of .558 while those that didn’t had an average of .225. Talk about a performance difference. It makes sense to swing hard.

This data is analogous to capturing candidate data on a daily basis and watching the performance of a recruiter. How “hard” are they swinging? Do they follow up within 24 hours, do they engage with brand assets consistently, do they chase hiring managers?

For our clients, one of the measures we track is the age of the candidate in each stage of the hiring process. It’s not enough that they are progressing through the stages, they need to do so with velocity. It reduces time to fill, increases candidate experience, and increases the number of requisitions a recruiter can execute annually.

How to Do:

You will need candidate data here. Using our AEIOU model (applicant, evaluated, interviewed, offered, unwanted) check the date stamps for each of those states, and calculate the date different between each.

A = Applicants

E = Evaluated

I = Interviewed

O = Offered

U = Unwanted

Y = said yes (the hire)

Then set limits for how long at each stage a candidate is permitted to stay in stage until they are deemed out of compliance. Examples may include you don’t want any candidate being in an applicant only stage for more than 7 days.

A < 4

You may also establish that internal candidates or referral candidates need feedback or advancement faster, like 2 days, so

AI < 2

AR < 2

Now take your optimal time to offer in days, and back into each limit. If you are targeting that 100 percent of roles in your stores will have offers out within 4 weeks, then you are likely having limits like this:

A < 3

E < 2

I < 10

O < 30

The Unwanted limit is not required as it naturally is produced as recruiters are updating data in your systems.

Now that you set your limits, you can track each day where recruiters are hitting it hard. If Applicants are being reviewed, if there are those being screened / evaluated, if there are those being interviewed….and how quickly is each candidate going though the process.

Requisition data and the data we report from it is kind of like only looking at the Win / Loss record of a baseball team. It tells an overall story, but it’s not saying why a team is winning.

Start using candidate data and Speed of AEIOU to reduce time to offer, increase candidate experience, and make recruiters as productive as they can be.

ASPEN ADVISOR’S BLOG – FIRESIDE CHATS HAS MOVED!

Welcome to our site. If you are new, or have been following us for a while, we just want to let you know that our Blog location has changed!

If you’re looking for our most recent content – and want to know what’s up, please visit our new blog at :

www.myaspenadvisor.com/news

Look forward to seeing you there! (And, make sure to bookmark our new location!)

Aspen

Aren’t You Tired of Hearing What Recruiters Don’t Do? I am.

I think I have read and digested my share of “10 things that you should do better” or “get training because you can’t do THIS” or “stop doing this and do that” or “why job postings suck” or “you aren’t (big company) but you need to be like them”

OMG.

We know there are efforts that have low return. That we have 4 poeple who get interviewed and we have to turn about 3, and we know that some technology or social media company has come out with something better, faster, and whatever that will make you rethink how you have done everything because its dated.

Its now mid year, and you have been barraged with media on what you don’t do. 

Well I am here to say keeping kicking ass and keep taking names. Recruiters, both good and bad ones, get up each day and have to deal with saying NO, or I’m sorry, or hear it from managers on something that probably isn’t their fault. And of course we screw up too. We make mistakes because we when you do something 100 times a day, especially manually, maybe you have a miss. 

Remember what you do – you help your company find people work they want to do or need to do. Help those people help their families. Live their dreams or aspire for more. You are part of the team that designed the new product or service, made it better, and got it to market. You are part of the team that found the educators, managers, leaders, and key team members that make your company a place that you want to stay at. Doesn’t matter if you are RPO, contract, corporate, or agency. PART OF A TEAM GETTING IT DONE AND GETTING BETTER.

My contribution to this barrage of “this is what you don’t do?” media blitz?

1) I am going to stop liking, sharing, thumbing, or commenting on ANYTHING that is negative. Our world has so much NO in it anyway. I’m certainly not going to participate in making negativity viral.

2) Anything I write or present I will have a “here is an idea or improvement” or “here is a great story in how” and will not have a dialogue on all the things that teams do wrong or can’t do. You want that negative BS..you can find it somewhere else, but not by me or my team. If you hear or read something from our team that is negative, call me right away so we can adjust and make it constructive.

3) I am going to keep asking people to do both of the above. To stop acknowledging negative thought leadership and start embracing the constructive kind. 

Happy Friday all – I hope everyone had a great week, and has a killer weekend 😉

AG