Can Recruiters Without Recruiting Software in US Staffing Manage Easily ?
The two main challenges to good recruiter management are identifying your recruitment process and monitoring for the good and the bad within that process. After many years in the business of recruitment and US jobs market recruiting software (ATS) development, I have never seen two recruiting firms with the same recruitment process.For that matter, recruiters in the same recruiting firm usually have different techniques and styles.
So how do you identify your recruiting process?
If placements are being made are they enough to sustain growth or stay in business?I think it is a reasonably safe assumption that these are the bottom line indicators for a successful recruiting firm.Now all you need to do is back up from the bottom and look for more indicators.
Answer: an offer by an employer and an acceptance by an applicant.
There are our first milestones to monitor – offers and acceptances.If your firm is getting a ton of offers but very few acceptances, this is certainly a show stopper.The ratio will vary depending on your niche and the recruiting style.Moving to the other side, how many offers are you getting?Do you know about how many you should be getting in any given period, one month, one quarter, one year?
Do you know if a particular position is getting more action than other positions?
Do you know if a particular industry is getting more action, a particular client?
Do you know which client generates the most offers?
Do you know which person in a client company generates the most offers?
Do you know which recruiter is generating the most offers?
Normally I would say offers translate into placements.
Does your recruiting firm have a good offer to placement ratio?
What is really a good offer to placement ratio in any staffing or Jobs types?
Obviously most people would say 100% but 100% may not be as good as you would think.
If you cull from your client prospects too much and only take the locked slam dunk orders could you open the gates a bit and take a few marginal orders and get a lower offer to placement ration but raise the number of placements made?If every one of your candidates accepts every offer you get for them perhaps you should take a look at your fallout ratio after the start dates.Could I get more placements if I got more offers but with a lower percentage of acceptances?How many offers per month, per quarter or per year do we need to hit our projected revenue targets? This question can break down along the same lines as above – by industry, by position type, by client and by recruiter.
If we are not getting enough offers, how do we get more?More interviews, more job orders, more applicants, more phone calls or more contacts?
Should we be contacting more clients or more applicants?
How much time is being spent finding candidates?
How much time is being spent finding job orders?
How much time is being spent on client prospects?Are we spending any time on applicant prospects?A candidate prospect is a candidate who we contact just to establish goodwill and trust not necessarily for an immediate position.Are we making enough contacts either via phone, email or conferences or association functions?
So now we know what questions to ask to manage the recruiting process.Now I get to my punch line and the intent of this article.The answers should be available in your recruiting software, ATS or CRM system!If these answers are not available then find recruiting software that will give you these answers.Also make sure that the cure is not worse than the disease.
One of the first rules of good recruiting software is that information to manage the recruiting process must be available on an ad hoc basis.As you can see from above there are literally hundreds of variables that can be reviewed to help manage the recruiting process.
It would be ridiculous to have a single report or set of reports that identified all these indicators. Therefore, the process of answering these questions must be as dynamic and creative as the manager asking the question.The best way to ensure good management information from your recruitment system is to make sure the system itself is easy to use and that any recruitment task to be performed is made easier by using the recruitment system.
Which ATS companies generally used for staffing , Please Reply?