How Data Helps Recruiters Achieve Better Results

How Data Helps Recruiters Achieve Better Results Sponsored by Perengo “What gets measured gets improved.” â€" Peter Drucker. Data analysis, or analytics, enables business managers and planners to capture and interpret large datasets to guide business decisions.  A correct implementation of analytics techniques and tools can boost business performance by putting useful information in front of decision-makers and thereby improve profitability. In the field of recruitment, data analytics offer essential benefits to HR practitioners, such as: Reviewing the hiring process performance in detail Analyzing conversion rates along the application funnel Identifying well-performing applicant profiles Uncovering areas for improvement It can be challenging to work with complex datasets, especially if there is no clear focus.  A fundamental concept is “Garbage In = Garbage Out” or GIGO: if the collected data or analytical model is incorrect, the information retrieved will be meaningless as well. It will also lead to false or no conclusions. Useful data for recruitment campaigns would be: Data: Number of users across the several steps of the recruitment funnel; time spent on those steps; drop-off rates across these steps; etc. Model: Proper tracking via  multi-touch attribution These are the kind of relevant recruitment data that give recruiters the capability to perform the right analyses, gain better insights, and make well-informed decisions during the talent acquisition process. Recruitment analytics should always produce actionable insights to improve campaign performance and optimize recruitment and hiring processes. The application funnel: a recruiter’s optimization problem The  purchase funnel  is a concept that has been in use in marketing since the late 19th century. It is used to model the different stages of customer interaction with a product; a process also called “the customer journey.” It was first proposed by Elias St. Elmo Lewis in 1898 and depicts these stages after what has been called the  â€œAIDA”  model: Awareness: Customers first learn about the product’s existence Interest: Customers express an initial interest in the product Desire: Customers actively want to buy the product Action: Customers finally take action and acquire the product A funnel usually has three sections: top, middle, bottom. The funnel-like shape of this model stems from the fact that often, at every stage â€" from top to bottom â€" there is a drop-off going from awareness to action, as not every customer will be interested. Then another set of these will not develop a desire to purchase it. Finally, yet another group of customers will drop off before buying the product. In the recruitment field there is the  application  (or  recruitment) funnel, which describes the candidate journey through the hiring process in five stages: Each one of these stages has relevant metrics  related to the different ratios of drop-off or churn between steps, such as visitors to applicants, applications to interviewees, interviews to offers, and offers to hires. As with other funnels, an important consideration when working through the application funnel is that friction needs to be minimized between stages. Friction is anything that keeps the user from making progress along the application process: Sourcing problems   Websites with poor branding   Usability issues   Ineffective hiring process Unattractive offers Both the  user experience  (UX) and the  candidate experience  need to be streamlined and optimized to increase effectiveness. The goal of the HR department is to achieve recruitment goals with the best possible ROI. This is done by obtaining the right volume of hires through an optimized funnel with reduced drop-off rates. In other words: by hiring the correct number of qualified candidates, which improves costs and optimizes the recruitment process. Hard data informs decision making Useful recruitment analytics require a proper data collection, an application funnel with a logical flow and optimized stages, as well as a focus on the right numbers. Not all metrics are equally valuable, some of them might be even misleading. Organizations need to focus on data that will let them make better decisions and improve ROI. The right tools can help manage data. A programmatic recruitment platform helps to analyze data to implement better buying decisions. These insights are leveraged to optimize  job ad  placements for the best performing recruitment channel mix for the particular organization. The following metrics can help improving results: Volume of applicants: Number of applicants entering the top-of-funnel stages. This will inform about the effectiveness of the application website, branding, and sourcing initiatives. Volume of applicants per funnel stage: Observing the number of candidates per stage will help to identify possible friction points and opportunities for optimization across the process. Volume of hires: Amount of hires starting to work. The ultimate goal of the recruitment process is to achieve an optimal volume of hires with a high retention rate. Cost per Lead (CPL): Cost of a job seeker landing in the application funnel Cost per Applicant (CPA): Cost of a job seeker performing some action within the application funnel (e.g., contact info submit; background check submit; etc.) Cost per Hire (CPH): Defined as the sum of all recruitment costs (internal and external), divided by the total number of hires during a specific period. Internal costs are all the costs of the recruitment process inside the company (HR staff, organization, capital), whereas external costs are all the expenses related to external vendors involved in recruitment. Lifetime Value (LTV): This metric is particular to each business as every organization has its definition of  quality of hire. However, some measurements are persistently used such as performance levels, time to productivity of new hire and retention rates, among others. By carefully tracking and optimizing these metrics, the recruitment process will continuously improve, helping organizations to meet their business goals. Bottom Line: Recruitment Analytics Is a Competitive Advantage HR professionals need to have a thorough understanding of their organization’s business goals. This will let them define their application funnel and optimize the recruitment process as a whole. Choosing a recruitment platform with  true programmatic recruitment  capabilities and a focus on the needs of recruiters (rather than the need of publishers) can give organizations a deeper understanding of data across the entire application funnel. The resulting insights can help to achieve recruitment goals while improving the bottom line. About the author:  Mike Kofi Okyere is founder and CEO of Perengo, a programmatic recruitment platform for performance-conscious recruiters working for high-growth businesses and Fortune 1000 companies. Mike is applying his years of experience in the world of e-commerce and adtech to improving the world of recruitment through algorithms and machine learning. Previously, he served as the head of performance advertising for AdMob (SEA/AU NZ), before its acquisition by Google in 2010. At Google, he drove the strategy and execution for mobile display advertising as head of mobile advertising for Australia/New Zealand, and then head of mobile display advertising for Google Asia. Follow Mike on his HR Technologist blog on Medium.

Why Arent We Engaging with Young Talent in the Social Care Sector

Why Aren’t We Engaging with Young Talent in the Social Care Sector One way for care organizations to tackle the issue of succession planning before it becomes a serious crisis is to attract young people into vacant job roles. Care organizations need to acknowledge the benefits of attracting young people earlier on in their decision-making process. This includes promoting the exciting and wide-ranging career options available within the sector. There are currently an estimated 760,000 young people (16 to 24 years) not in employment, education or training (NEET)   couldn’t some of these fill the current 110,000 vacancies in the care sector? As it’s estimated that 24% of all social care workers are aged over 55 and will retire gradually over the next ten years, creating around 320,000 job vacancies within the industry. Employers need to consider different ways to interest a younger age group to job roles and be innovative in their recruitment strategy. Different aspects of the job will appeal more to a younger workforce, so it is important to tailor job adverts and recruitment to attract younger candidates. Try introducing social media advertising and develop relationships with local schools and colleges.   You can do this by giving assembly talks and hosting stands at careers fairs, all of which can be a great way to interact directly with potential employees. Young employees are also great ambassadors â€" why don’t you use these to showcase how rewarding and successful a career in care can be â€" both on your website and within recruitment. Make applications simple to fill out and send off, limit time-consuming forms which need posting as this can prevent young people from applying.  Also, consider changing the language used in your adverts to attract 16-24-year olds by making it less formal. Finally, try listing desired skills rather than qualifications so that it removes any barriers to allow a wider candidate pool. Values-based recruitment (VBR) takes a holistic approach to the hiring process and helps employers to find the right candidates with the right skills for the role who will provide a high level of care. VBR allows employers to assess the values, behaviors, and attitudes of a candidate, rather than having the necessary qualifications and/or direct work experience. The staff you want to hire should be compassionate, responsible and empathetic. Interview questions should ask candidates to give examples of ways their personality and behavior reflects these skills; this could include caring for a relative or friend, volunteering for a local charity, etc. Although it does take more effort to begin with, there are many benefits to switching to this type of recruitment strategy it has a positive impact on staff retention, as well as improving the quality of care within a care organization. Finally, children and teenagers need to be made aware of a career to aspire to work in that particular industry.   If organizations aren’t reaching out to young children promoting different career paths, they may not hear about these opportunities until it’s too late. Care organizations are approaching young people of school-leaver or university age, but by this time many have already decided on their immediate future. If the sector wants to see an increase in the number of 16-24-year olds applying for roles, we must focus on educating the future generation on the options available in social care before they have made their decisions. Build bridges with local schools and colleges and create mutually beneficial relationships by offering work experience opportunities â€" after all these could be your future employees! About the author:  Amanda Marques, is the Business Solutions Director, at Cohesion

Why the IRS requires a Tax ID

Why the IRS requires a Tax ID Filing taxes can be a confusing endeavor, especially with all of the numbers involved. I’m not talking about your finances, although those are probably a little overwhelming too. I’m actually referring to the many different kinds of identification numbers that are necessary to help the IRS identify and keep track of your business. One of the most important kinds of numbers you should be aware of is the Taxpayer Identification Number (TIN). IRS Tax ID The IRS uses your Tax ID to keep your business activities straight. That means that you need to use an IRS Tax ID when filing statements, tax returns, and various other documents related to taxes. When you’re filing tax returns, for example, or claiming treaty benefits, you must supply a TIN. Luckily, there are easy ways to apply for your IRS Tax ID online! IRS Application for Tax ID When you need to apply for your Tax ID, then it’s time to take a moment to look into the IRS application for Tax ID. Doing so will enable you to quickly fill out an application to obtain your Tax ID, and you can start working on your taxes knowing that you have the required numbers. To get started, you should make sure that you have copies of personal identification such as your State ID, Social Security Number (SSN), and your current address, as well as various other bits of personal information that may or may not be necessary. If need be, you can fill out your ein application online. Are you ready to start filing for your taxes? Then it’s time to get your IRS Tax ID by filling out the IRS Application for Tax ID. Get started now and ensure that you’re ready come tax season. Looking to apply for a tax ID number? Start a business? Visit GovDocFiling.com for more. Image Source; Image Source

Building an Employer Brand Team

Building an Employer Brand Team Building an employer brand team from scratch is hard work, especially when your organization recruits globally. I’ve found that most employer brand program owners are a team of one, maybe two people. These are the project managers, who seek out partnerships internally, usually with HR, marketing, and PR, to get the work done. Some of the lucky ones (my team included) are structured like marketing agencies within talent attraction. This means that with the basic brand building blocks, they can create much of their own structure and content. I like to think of this as having the 700 piece Lego set and being able to follow the instructions on the box or get super creative with the resources you have. When my team needs a new kind or color of block or radically different design, we partner with the marketing team as they’re the ones who design the building block sets. They’re working with the brand every day and know when there are upcoming direction changes that could derail your new website project, for example. I co-founded the Talent Brand Alliance, which is a community of employer brand and recruitment marketing practitioners. One of the most often asked questions I see in the group is around team size, correlated with the size and location of the company. You can see the coverage for 16 different companies here, with a somewhat expected distribution line as hires increase: The majority (62.5%) have 1-4 employer brand FTEs 37.5% have 6-10 employer brand FTEs For companies with one employee (31.25%), the average ratio of hires: EB employees is 4,250:1 The average ratio of hires: EB employees is 2,519:1 Other factors that can impact the needed headcount, are global business support and language requirements, role complexity, industry, as well as the planned growth percentage overall. How do you prove ROI of your company’s investment, and sell the value of an extra headcount? If you can take a broad look at all of the different tasks and responsibilities that hit your team’s desk every month, it’s easier to uncover what’s less important. These tasks can be de-prioritized, or outsourced if there’s budget. Roles and Responsibilities Content Management, Production, and Curation This is the fuel that powers your recruitment marketing engine. My personal preference is to have an internal resource focused on this creative work if possible, as it should match your brand’s existing tone and voice. You can partner with marketing and design departments if your team is small, or outsource projects to a creative agency that you trust. Writing Photography Graphic design Asset management Inbound Channel creative Recruiter training and documentation Community Management If your audience isn’t engaged, then nothing happens. Approaching this with a focus on both conversion and conversation will allow you to alter your content mix based on this engagement (or lack of) feedback. You’ll need to partner with PR, social and your local recruiting team. Social posting and broadcasting Audience post engagement Direct Message response Internal employee engagement Reputation Rating and review monitoring Responding and flagging Analyzing and sharing with leadership Recruitment Marketing This is the *almost* instant gratification of our work, which is focused on driving applicant traffic and awareness to our open jobs. Job posting and aggregation Paid social media Radio Television Out of home Recruiting Events Most recruiting teams aren’t prepared or staffed to manage a rigorous event schedule. I’m not referring to career fairs, per se. I’m referring to conferences and trade shows where your audience goes to learn and develop themselves and their careers. We partner with our corporate events team to make sure the process is consistent and expectations are communicated to everyone involved. If you can swing it, having someone dedicated to event engagement strategy will help to proactively identify events where you want your brand represented. It will also help you say ‘no’ to those events that haven’t been productive for hires. Event Strategy Candidate Engagement Logistics Promotion Pre and Post Communication Employee Advocacy According to the Edelman Trust Barometer, above brands and executives, people trust others like themselves. This means that if you empower and encourage your vocal employees to spread the right message, you can amplify your employer brand and reach their networks. Social sharing Employee engagement Focus group research Once you’ve done that, which role is the most critical to hire for, first? That will all depend on how your team is structured and if you lean on internal teams for support, do the work yourself, or bring in an outside contractor or consultant.  Personally, I’ve had to hire a Jack/Jill/* of all trades straight away, as there are so many different tasks and projects that need managing. But if you can hire more than one person on your team, these are my recommendations, in order: Content Producer Community Manager Recruitment Marketing Manager Event Strategy Manager Regional Program Manager, which is critical for global hiring All of these are deeply supported by an employee advocacy program, but that’s usually under a TA/HR leader’s or program manager’s responsibilities. This is a big topic and one that I’m still learning. That means that there’s more to cover, specifically the interdependent relationships on a creative employer brand team, as well as the regional and cultural differences to consider. What else did I miss? If you’d like to see the next iteration of this series, please comment below and share this post with your network (or your boss). About the author:  Bryan Chaney is a global talent branding and attraction strategist. He’s worked at IBM, Twilio and currently leads employer brand for internal recruitment at Indeed. Bryan has worked in recruitment, technology, and marketing, providing him insights into the marketing of hiring, the importance of technology and the buying process that candidates make when applying for jobs.

How to Help Writing Resume For Government Job

How to Help Writing Resume For Government JobWith so many jobs out there and no way to know who will hire you, it is important to have a resume that will help you in the process of finding a job. To help you, here are a few simple pointers for creating a great resume. Not only will these help you, but they will also help your potential employer to know what kind of person you are.When you write your own resume, one of the first things you need to do is come up with a good cover letter. This is just like a resume, just written from the perspective of your prospective employer. You need to ensure that the letter gives them a good idea about you, your abilities, and what you bring to the table. The first thing they will see on your resume will be your position title.When writing your resume, you need to be sure to include all the pertinent information that will help you stand out from other applicants. It is common for a resume to have information about education, previous jobs, current position, and the number of years that you have been in your current job. The more information you can provide your potential employer in this area, the better chance you have of landing the job.A resume should also include relevant work experience as well as education and training. This information is important because employers will want to know if you have any training, certifications, or experience that will prove helpful to their business.Writing a resume for government job requires you to use business-specific terminology, making it easy for a recruiter to read and find you. Your spelling and grammar must be correct. Be sure to include the information your potential employer needs such as your salary range, area of responsibility, job duties, and any additional qualifications that will help your candidacy. Most importantly, be sure to give them a call and see if you have the qualities they are looking for.Look into some training to improve your online skills to improve your c hances of landing the job. Some employers will look into the quality of your software and/or web hosting. If you have these skills, it will make it easier for you to apply for a government job.Some jobs will only accept resumes submitted by mail or fax. To avoid getting the dreaded rejection slip, do your research ahead of time to ensure you get a chance to apply for the position. Check the Federal government sites that allow you to apply for jobs and/or go to any local department or agency offices. Even if you do not qualify for the opening, you can still get the job you are applying for.If you are wondering how to help writing resume for government job, the best thing you can do is be yourself. They will not be able to tell the difference between the resumes you put together and those you do not and most of the time, you will have a much higher chance of getting hired.

We havent seen anything yet

We havent seen anything yet I am a realist. Not a pessimist or an optimist. Having said that, what we are experiencing right now is, most likely, just the tip of the iceberg. As I read thehundreds of daily articles now being written about job search, versus one or two articles that were written in early 2008, there is no new magic bullet for job search. Same steps, same hard work. But add the following to the mix: Thousands of people are more desperately competing for jobs Employers are taking their sweet time in hiring, if they are hiring These two mixed together have some negative outcomes, a decrease in salaries being offered. It is the law of supply and demand. And a longertime to find a new job. We cant change either. This situation is not new either, it is just that the quantities of people experiencing this phenomenon are greater. So, for job seekers who havent already heard it: Dont be greedy Cast a wider net Decrease your spending and re-adjustyour budget As all these unemployed workers become employed, they will be making less than they did before. Hopefully things will eventually turn around so they can leave that underpaid job and make more, but who knows when that will happen. They wont have money like they did before. They may have to take on second jobs. They will be frugal or worse, declare bankruptcy. This will put enormous stress on individuals and families. This is a realist perspective.

Were looking for sponsors for our International Conference on Happiness at Work - The Chief Happiness Officer Blog

Were looking for sponsors for our International Conference on Happiness at Work - The Chief Happiness Officer Blog Were looking for 1-3 corporate sponsors for our conference in May companies with a strong focus on happiness at work who would like to be associated with the best damn conference on workplace happiness anywhere in the world :) ? Reach out if you know a company that fits the bill. Thanks for visiting my blog. If you're new here, you should check out this list of my 10 most popular articles. And if you want more great tips and ideas you should check out our newsletter about happiness at work. It's great and it's free :-)Share this:LinkedInFacebookTwitterRedditPinterest Related