Proven Tips for Recruiting Top Talent

What if I told you that there are three recruiting tips that are sure to make your life easier?  Could it really be that simple?  This is a three-part series.  New tips will be added monthly.  Tip One: Monitoring Recruitment Metrics.

After twenty-plus years in the industry, I have harvested three things that can aid you and your team in recruiting top talent!  In all aspects of life, we are measured.  It starts at birth with height and weight and continues through school, college, and into our work lives.  So, we’ve learned that it's important to keep track of metrics.

When recruiting, there are multiple metrics that should be tracked.  Some of these include:

Time-to-Fill

This is the length of time from when your job is approved by position control to when a person has been hired for the role.  This captures the entire recruitment and hiring process.

For example, my process starts when a hiring leader lets me know they are ready to open a requisition.  I schedule a kick-off call with them (this is my approved date, starting the clock for time to fill), and during this call, I am gathering vital information to help fill this role.  I ensure I have all the information I need – it is very important to have compensation information. The recruitment, interview, hiring, and touch base communication are all set in place during this call.

It is imperative that the position posting is formatted correctly.  Therefore, revisions may need to be made multiple times prior to the initial posting.  The role then needs to be opened in the Applicant Tracking System (ATS).  From this point, we can move on to social media postings – the fun stuff!  Be certain that you utilize your marketing department to ensure that you are adhering to brand standards.  Once ads are created, post them on a consistent basis.

Do we sit and pray or hope the right candidate comes along?
No! Hope is not a strategy!

Now the sourcing begins.  Sourcing involves spending a significant amount of time scouring social media sites, professional development sites, universities, alumni groups, group chats, and more.  Your network should expand as far and wide as possible to build a robust candidate pipeline.

Once achieved, it is time to reach out to your candidates to schedule and conduct interviews – select your top five to seven candidates to send to the leadership team.

We made it!

The candidates interview and then hiring managers select two of those candidates for additional interviews.  At this point, hiring managers will make a final decision. Is the position filled?

Yes, filled!  (This is where the clock stops on your time to fill)

Cost Per Hire 

These are measures associated with recruitment expenses. Cost per hire is calculated by taking the internal and external recruitment expenses and dividing them by the total number of hires, over a specific time.

Position type, the size of your company, the type of industry, and geographic location are all important factors.

To calculate your total cost per hire you need to look at your internal cost. Gather a look at your external costs as well.

Quality of Hire

This is monitored by Human Resources.  Quality of hire is measured by the candidate’s contribution to the company and the company’s long-term success. Human Resources also analyzes trends in improving recruitment.

In recruitment, the quality of hire can be used to analyze interview assessments and how they correspond with the onboarding outcomes.  If you use agencies, are they providing top performers?  What sources provide the best candidates for your long-term investment?

This monitoring can capture retention rates, new hire performance, and turnover.

This monitoring is captured months after a new hire is in place and uses the following measures: manager satisfaction, turnover/retention metrics, and new hire performance.

Gathering this information is done in a few ways.  During the recruitment process, asking candidates to fill out a survey, asking hiring managers to fill out a survey on recruitment, employee engagement surveys, 360 surveys, and hiring managers completing surveys on a new hire.

There are several ways to obtain your quality of hire reporting.  These are just a few examples but there are numerous ways it can be calculated.

Next time we’re going to cover how to Train the Interviewers.

Tina Houser

Senior Recruiter, TCN

Tina began her recruitment career in 1998 as a military recruiter and has expanded her career into the fields of life science, biotech, and the medical/ healthcare field. She joined Teleios in September of 2023.

Tina has a passion for our veteran population and is an activemember of: Homes for our Heroes, Patriot Guard Riders, Wounded Warrior Project, Military Women’s Memorial and Gary Sinise Foundation.

She lives with her 3 of 5 children, Kirsten, Jason, & Tyler and 3 grandchildren Seth, Nevaeh, & Juliett, in New Bern, NC. Tina enjoys kayaking, gardening, camping, and spending time with her family.

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