Providing data driven recruiting experiences requires several core recruiting experience metrics. And if you’re measuring candidate experience with basic satisfaction scores, you’re missing out on a huge opportunity to optimize the people, processes and technologies you use to hire.
As we detailed in our recent whitepaper “The Data Driven Candidate Experience Maturity Model,” the benefits of good candidate experience are significant to the success of hiring in general. Benefits like more engaged candidates, significantly higher quality of hire, higher offer acceptance rates and more. In that paper, we also outlined all the specific capabilities required to provide these experiences at scale and reap those benefits.
Now we’ve expanded this framework and Survale is proud to introduce a new whitepaper “Key Metrics for Data Driven Candidate Experience.” This new work goes beyond capabilities and defines the core recruiting experience metrics needed to support data driven experience management. And it organizes these metrics around each role within talent acquisition, providing template dashboards for each stakeholder, both within TA and outside TA.
Core Recruiting Experience Metrics by Role
A mature experience management system for enabling great recruiting experiences at scale must cascade through the organization, defining clear accountabilities and providing feedback to individuals for managing their contributions. It also needs to provide management with specific insights for operational and strategic improvement, along with KPIs for executive leadership.
While all recruiting roles need visible metrics, each role within TA is unique and requires different feedback data in order to maximize their impact on recruiting experiences. “Key Metrics for Data Driven Candidate Experience” defines and organizes core recruiting experience metrics around the following internal and external stakeholder roles:
- Recruiter – An individual contributor with a mix of responsibilities including some or all of sourcing, screening, scheduling, interfacing with stakeholders and otherwise coordinating the hiring process for a subset of candidates.
- Hiring Manager – An internal Talent Acquisition “client” responsible for hiring and/or supervising new employees.
- Talent Acquisition Manager – An internal manager who may have some or all of Recruiter responsibilities with supervisory duties for a group of Recruiters.
- Talent Acquisition Director – A manager typically responsible for the performance of larger divisions within Talent Acquisition with direct and indirect reports and some level of strategic contribution to the TA function
- Head of Talent Acquisition – Typically a VP/Senior VP responsible for the overall TA strategy, performance and function within the enterprise.
- CHRO – A C-level executive oversees TA within the context of the entire HR function.
- CEO – Responsible for overall performance of the organization including the people.
The paper recommends metrics for each role, explains why they are important, defines what each role should do with these metrics and recommends survey questions needed to support these metrics. It even shows sample dashboards for each role to make it easy to visualize the kind of data needed to optimize recruiting performance.
“Key Metrics for Data Driven Candidate Experience” shows the metrics top employers are using to manage candidate experience in a way that results in alignment, accountability and continuous improvement.
You can download a copy here
