 |
 Message
from our President, Chuck Smith
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Chuck
Smith
President
of New Office/NewHire™ |
| “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 http://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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