It may not be easy to know where to invest next to improve your ability to attract, advance, and hire quality candidates. While there is a variety of information available, it is not always of sufficient quality to inform decisions. A closer examination of your candidate data can provide insight into the effectiveness of your efforts.
This guide will teach you the three essential steps to get started right away:
The goal of an effective recruiting process should be to maximize the number of A-players joining your company. It’s critical to follow up a process for screening, interviewing, and making offers that supports that goal. Candidate Pipeline analysis offers a simple yet powerful way to detect the obstacles in the hiring process.
A pipeline analysis will show you:
Which candidate sources are the most productive?
How long does it take you to move qualified candidates through your funnel?
What steps in your process cause bottlenecks that cost you top talent?
The best opportunities exist to improve hiring time, cost, and quality.
The two key metrics at the core of Candidate Analytics are volume and conversion rates. It can help you attract high-quality candidates and identify pain points in your process.
Once you review and share the initial results, you will likely want to refine the analytic views to tailor them to your needs.
Often, we see questions evolve quickly after seeing the results for the first time. With this foundation in place, refining the results to segment by a new area or add a new analytic view can also occur very quickly.
Getting started with Candidate Pipeline analytics can be intimidating, with so much data to sort through and so little time to figure out how to use it effectively to improve your ability to attract, advance, and hire quality candidates.