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 Message from our President, Chuck Smith
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Chuck Smith
President of New Office/NewHire™ |
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“What NewHire™ Does That Others Do Not”
In a May 3rd article from Weddle’s, a research, consulting and training firm dedicated to helping people and organizations maximize their success in recruiting, Peter Weddle lamented that most Applicant Tracking Systems are “falling short of the mark.” While most ATS promise, and to some extent deliver, operational improvements, they fall short in two key performance indicators: effective screening of candidates, and accurate tracking and reporting of recruitment advertising ROI.
Fortunately for our clients, these are two areas in which our NewHire™ Candidate Management Software excels.
Key Performance Indicator #1: Tracking the ROI of Recruitment Advertising
We recently released ROI information for four leading job boards and in case you missed it, click here to read the article about our twelve-month study that’s made international news. The NewHire™ team continues to collect, analyze and report on first-hand data about major job board performance. In doing so, we’re providing what many ATS vendors cannot: hard data which empower employers to make more informed decisions about where to spend recruitment advertising dollars.
While CareerBuilder, Craigslist, Monster, Yahoo! HotJobs, and other major job boards hold a large share of the online advertising market, some of our customers have also asked about niche job boards. Employers and candidates are increasingly turning to these boards to sift through the clutter and focus on industry-specific opportunities. While niche job boards seem to sprout faster than dandelions after a spring rain, the jury is still out on their efficacy in attracting qualified candidates. We hope to provide our customers with the hard facts about these boards with planned in-depth studies and we will share the results with our customers as they become available.
Key Performance Indicator #2: Effectively Screening Candidates
Many traditional recruiters use the metric “send outs to hires” (number of arranged interviews to number of hires) as a key performance indicator. In a recent article from In Focus Recruiter News (published by www.nettemps.com), consultant Gary Stable suggested that the following ratios distinguish recruiters’ relative abilities:
- Average Recruiter: 7-12 send outs / month (depending on industry)
- Above average recruiter: 13+ send outs / month
- Excellent recruiter: 17+send outs / month
At New Office, we believe that measuring recruiters’ abilities based upon the number of send outs per month is misleading and worthless. Simply sending a lot of candidates for an interview is a waste of time. Instead, our emphasis is quality, not quantity.
Our clients sometimes have a hard time believing they’ve found the top candidate in one of the first three people they interview when using NewHire™ Candidate Management Software or NewHire™ Professional.
Believe it!
Our aim is to send you the best talent available for the job, not to send you as many job seekers as we can possibly find. By using our NewHire™ Candidate Management Software to identify top talent, employers and recruiters get responses to deal-breaker questions, gather writing samples, and gain insights into behaviors, aptitudes and attitudes. By implementing NewHire™, employers spend their time with more valuable candidates and spend their money on more valuable job advertisements.
How long will it take me to fill this position?
You might have heard one of our sales professionals or staffing coordinators answer: “It depends on the relative attractiveness of the job and the relative scarcity of candidates.” While it might sound like something from a freshman economics class, it’s the truth.
When employers request our NewHire™ Professional full-service recruiting solution, we gather information on the time-to-hire by industry and by job type. Of more than 100 recent positions filled using NewHire™ Professional,
- 15 were Accounting positions (or related financial fields),
- 28 were Management positions,
- 22 were Administrative positions,
- 25 were Sales positions,
- 15 were IT positions,
- 5 were Engineering positions, and
- 2 were Draftsmen positions.
On average, we filled these positions in 65 calendar days.
What can you do to make any hire a smooth and efficient hire?
Manage Your Own Expectations
When we help hire for an industry with near full employment, such as insurance or civil engineering, expect the average fill time to double, regardless of the type of position being filled. But when we recruit for administrative personnel, expect to fill the job much more rapidly–35 or so days.
Moral of the story? Your industry will ultimately determine how quickly you can hire. If you are in the unfortunate position of needing to hire scarce candidates, do everything you can to make your opportunity more attractive.
Make Your Opportunity More Attractive
Naturally, an employer could attract more candidates by offering a higher salary than the competition, offering tuition reimbursement, providing an extra week of vacation each year, or offering more perks than a candidate can count on two hands. All of these are excellent strategies, but if you’re like many employers, you don’t have extra money/perks to throw at candidates. In that case, be creative (yet honest) when making your job more attractive than the next.
Employ any of these strategies and you'll soon be employing your potential hires as quickly as possible:
- Express to your candidates how great it is to live/work in your city/state.
- Explicitly describe what sets you apart from other companies in the industry. Is it your product line? Your office environment? Your commitment to the community?
- Give an insight into what separates your corporate culture from other companies.
- Advertise in creative ways and in creative places.
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Identify the best candidates |
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Manage & share candidate information |
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Reduce your time-to-hire |
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