As a senior in the recruitment space, it should always be a priority to improve the entire recruitment system. To optimize your process for maximum productivity, checking reports and analytics will help show areas of weakness and bottlenecks that are hindering holistic growth. In this article, we’re sharing 6 best practices for using them to better your recruitment system.
What are reports and analytics?
In layman’s terms, these are collected data based on business operations and organized accordingly to provide valuable insights for the company. It takes into consideration all the status, progress, and performance outcome of the various elements involved.
In the recruitment sense, this includes key hiring metrics such as time to hire, time to fill, cost of hire, etc. However, it can also be as specific as recruiter progress, hiring manager strengths & weaknesses, and more.
It might be interesting to know that 39% of recruiters globally see this as important, and so should you. Don’t just blindly go through daily endeavors. Make sure you look at these data-driven facts to identify actual and foreseeable problems and bottlenecks and do something about them.
You can, in theory, keep track of some data manually. However, you can also utilize recruitment tools to automatically give you comprehensive, in-depth reports that update in real-time.
6 Best Practices for using reports and analytics
1. Check reports and analytics to identify problems
It’s possible to overlook red flags, especially when they’re not that obvious yet. You’ll just get surprised when it will blow up in your face and cause major problems in your recruiting process.
Avoid problems before they turn into a headache. Look at reports and analytics to see how well you’re faring and what you need to reinforce.
Is the average time to fill drastically inconsistent? Is the time to hire taking too long? You can evaluate such conundrums here that you might not be fully aware of!
2. Determine a metric to focus on one at a time
As a follow-up, determine a metric (or metrics) to focus on. This should be the measurement you’ll track to solve certain problems.
Specificity will yield impactful improvement. You’ll dedicate more time and effort to ensuring KPIs are met, and it will hit areas of improvement precisely. As opposed to focusing on so many things all at once, you might end up with little to no progress in each.
Face problems head-on step-by-step.
3. Keep things automated
As mentioned, you can create your own reports manually. However, it can be very tedious. Collecting and writing down data can already be overwhelming, but changing them each time a variable is added will be too much.
Keep things automated and use tools to help you. A recruitment software like Manatal has features that give real-time report updates– all laid down in complete details.
No need to spend hours getting all the information that you need. You can retrieve what you need any time and anywhere with the right recruiting software.
4. Check regularly
Make it a habit to check reports regularly for any red flags and avoid potential problems before they even start.
When you integrate this into your system, it can develop into a skill, which is considered to be vital for the years to come. According to LinkedIn, this will be essential to every recruiter alongside engaging passive candidates and advising leaders.
What you can do is monitor the reports and analytics daily and conduct a monthly evaluation to revisit strategies and modify us needed.
5. Don’t forget to track recruiter progress
Don’t just focus on candidates. Be sure to check recruiter progress, so you can improve operations on your end, too.
Some recruitment tools also display what recruiters’ status and progress are. This will help enhance team communication and collaboration. No man is an island, and cooperation would be beneficial in totality.
Pay attention to what your team is doing and factor in what can be done to improve your recruiting system.
6. Devise a strategy
Last, but not least, after looking at all the reports, devise a strategy accordingly. You can rest assured that this will be a fool-proof plan and will be effective in addressing points of weaknesses.
It can be about augmenting hiring metrics and, at the same time, advancing internal processes for all recruiters to be in synergy.
It’s vital for significant and proven growth for the company to read reports and analytics. Know what works and what doesn’t and keep these best practices in mind, so you can adjust appropriately.
You’ll be surprised how effective outcomes can be when you begin hitting the right targets correctly.
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