Do your employers know how much value you provide them? Do you know how much more value your staffing services offer over your competitors? How do they know for sure the strategic value your company provides?

Measuring the impacts of your efforts on your employer’s bottom line is one of the most credible ways for recruiting professionals to earn respect as true strategic business partners. Quantifying its value demonstrates its strategic value, especially at the executive level, where important decisions are made. Plus, accurate and consistent measurement allows you to set goals, track your progress, and improve your processes to achieve better results. Despite all the strategic benefits of measuring your recruiting value, many recruiting professionals do not engage in these important activities. There are many key measures related to recruitment. We will focus on some important measures that can help you demonstrate your value as a recruitment agency to your employers.

The message that he wants to communicate to his employers with these measures is that helps them find quality candidates, quickly and cost-effectively. The goal is to show the employer that you can provide better personnel service than your competitors and perhaps even better than the employer itself. While this may seem daunting, here are some simple steps that can help support your case:

rental quality

In today’s war for talent, it’s important that you show the employer that you don’t just put bodies in jobs, you put quality candidates into their organization. Hiring quality is one of the easiest measures to demonstrate the quality of your candidates. This measure can be obtained from surveys, selection rates and acceptance rates.

screening ratios You can indicate the quality of the candidates you send to the hiring manager. This ratio can be determined by looking at the number of interviews granted per application submitted. The objective is to demonstrate that it provides better candidates based on the number

Tea offer and acceptance rates it may also be talking about quality. The purpose of this metric is to show the quality of your candidates based on the number of job offers or acceptances per number of applications or job interviews completed. For example, suppose the employer interviewed 10 of its candidates and out of this, the employer made 6 job offers. In this case, his offer rate is 60%. Now suppose that without his help, using the same definition as above, the employer’s offer rate is 20%. You now have compelling evidence to back up your claim that your employer gets better candidates with your help. Using offer and acceptance rates is a simple way to demonstrate the quality of your candidates to your client.

Atypical hiring quality survey You will ask the hiring manager key questions related to your new hire. These questions may be related to the quality of work, processes, etc. of your candidate. The most important question in this type of survey would be to assess the hiring manager’s overall satisfaction with this hiring decision. An example of a possible question would be “would he hire the candidate again?” Today there are many online survey tools that can make your implementation very profitable.

The purpose of the above hiring quality metrics is to provide your employer with a tangible metric to demonstrate that you provide quality candidates. When developing these metrics, it would be ideal if you could align your measurement with your customer’s for easy comparison and benchmarking. The goal is to show the employer that you provide quality candidates, perhaps even better than what they can find. How powerful would it be for you if 90% of your client’s managers would hire your candidates again, while only 70% would hire the ones they got without you?

time to fill In the business world, speed is essential to success. The purpose of measuring the time to fill a vacant will is to demonstrate your responsiveness to an employer’s hiring needs. The time required for an individual recruiter to fill a vacant position says a lot about their market and customer knowledge, skills, and sourcing and selection processes. Filling a vacancy quickly can save your client more than just time. For employers, the time a vacancy remains open can mean lost income, opportunities, productivity, etc.

Time to fill a vacancy can be measured in the time between receipt of your client’s application and the day your candidate accepted the offer. Make sure the start and end dates you have in this measurement do not include factors outside of your control. Therefore, the start and end dates you choose will depend on exactly what you want to measure. For example, some HR professionals use the employee’s first day of work as the end point for their metric. For recruiting companies, this endpoint may not work as well, as it includes project start dates and onboarding processes that might be beyond their responsibility.

cost per rental

In today’s business climate, what company isn’t cost conscious? The cost per hire is simply the total cost of hiring a resource divided by the total number of hires. Here you simply want to show your employer the profitability of using your staffing services on its own merits or in comparison to your competitors.

Summary

While numbers can never articulate the value of a great recruiting and/or staffing company, they can help you demonstrate your value and competitive difference to employers who use your service. These staffing metrics are most likely to be seen at the executive level, where they have little to no opportunity to see firsthand the qualified candidates you provide who become the lifeblood of your organization. So by demonstrating that you provide quality candidates in a cost-effective manner, you’ll be taking a step beyond the hype and one step ahead of your competitors.