This is a continuation of a series produced by Aspen Advisors on improving recruiting progressively and systematically over the next six months, in parallel with the Major League Baseball Season.
SERIES 2: Washington Nationals vs. Philadelphia Phillies @ Citizens Bank Park / April 10, 11, 12
Not sure there is a better way to say NO. I am hearing that companies need to be more hands on with feedback and more personal about saying no. Well…maybe. Across the Prime Group, there is a slight difference if a candidate is told NO THANKS via email personally or a phone call personally (31% Prime vs 28% Population). So the Prime Group seems to be outpacing the amount of personal touch it is doing – but both are about 30% of the time. Its good to personalize, especially from the hiring manager, but personalizing the NO message as a means to improve your recruiting experience isn’t showing lots of signal.
Data tables help, but only base on the visual and the area you have on your screen / paper. Having a visual like a pie chart, bar chart, etc is always good when presenting data, but you also need to consider is a supporting table underneath is also valuable. As an example, if I was charting 30 recruiters and their monthly filled requisitions on a bar chart, I would likely do so in descending order AND indicate at the end of each bar the number – but I really don’t need a list of the recruiters underneath it in a data table table saying the same thing. Conversely, a pie chart for the same data may need a data table, especially with 30 recruiters. The percentages or counts that I would need need on the pie chart labels may be too crowded or distracting, so a data table underneath may be helpful.
In both cases, this is mainly about volume of the distribution. As soon as you get to over 10 different plots, start thinking about if a data table will help the visual for the size area you need.
Follow Up is a key dimension for any recruiter or sourcer. Honing those skills means better understanding the competencies of that dimension, as listed below. There are probably one or more you can work on, but also one or more you are an expert in. Pick the ones you will develop, and pick at least one you can mentor somebody else on.
tracks progress of tasks; assures correct delivery; monitors client satisfaction on tasks; manages timelines and due dates; double checks on critical assignments; identifies trouble in assignment(s) and corrects; executes enabling “post delivery” activities; and realigns support when required
Work in Progress. If you want to know how many positions or requisitions your team members are working on (aka work in progress) you need to know whats also on hold. Work in progress is actually number of assigned positions to a recruiter minus those that are filled, cancelled, on hold, or closed that have been OPENED. You should track the WIP (work in progress) to not include the on hold positions. THEY ARE ON HOLD. Which means you are not working on them, they are not a responsibility, they have been taken out of production. If you are still collecting data or applications on them, even if the hiring manager says “place it on hold” that means that its actually OPEN. Track the variance on WIP and Open for your recruiting team – its its greater than 5%, you have some real opportunity to improve.