Operational & Strategic Hiring Reports: Provide Your Colleagues Insight into Hiring

 

In most organizations, recruiters lead the hiring efforts with support or input from a number of other people in the company. The hiring team, or department in need of a new person, defines role requirements and interviews and evaluates the top candidates. They want to find and hire the best person for the job and need the recruiting team’s guidance to do so.

 

The leadership team sets the overall business strategy, including the hiring roadmap. They look to their recruiting team to accomplish the hiring goals they set, bring talented people on board and provide candidates with a positive experience.

 

If you lead hiring in your organization, you know how important it is to keep various stakeholders in the loop. In this article, we’ll highlight the different hiring reports you can share with the right people in your organization to showcase the progress being made.

Operational hiring reports

Operational hiring reports contain actionable data. They show what is happening at present so your team can make the proper adjustments to your hiring process.

 

Sharing the operational reports listed below with your company leaders and hiring team leads on a weekly or monthly-basis will show everyone that hiring process is constantly being optimized and moving in the right direction.

 

  • Hiring pipeline report – Shows how many candidates are distributed across each stage in your hiring pipeline.

    If a portion of candidates are advancing through each step in your hiring process, it’s a good sign that you’re attracting the right people and have a healthy pipeline. This report will also help you identify bottlenecks so you can respond accordingly.

 

  • Source report – Tells you how many candidates each source sent and how many of those candidates passed your initial screening.

    There are many different candidate sources available but it’s important you devote your efforts to the best ones. This report will help you spend your time and budget on the most impactful sources.

 

  • Rejection report – Helps you understand what stage candidates were rejected and the reason why.

    Unfavorable candidates are rejected early in a healthy hiring process. This report helps you see if these candidates are slipping through your filters and advancing too far in the pipeline.

 

  • Interviewer/reviewer report – Shows the number of interviews each hiring team member participated in and the average number of days after the interview it took them to submit their candidate evaluate. It also gives you insight into the type of feedback each interviewer provided.

    Hiring is a team game and it’s important everyone efficiently does their part. This report helps you understand who is responsibility for bottlenecks in the hiring process.

 

  • Coordinator report/activity report – Provides an overview of the number of candidates who have been sent for review, screened, scheduled for an interview and marked as hired.

    This report helps you understand if your recruiting team is able to efficiently accomplish their different responsibilities. If not, you may need to hire additional recruiters or figure out ways to automate common tasks.

Strategic hiring reports

Strategic hiring reports contain data that reflects on the overall hiring process. You need to first collect enough data before you can infer correct patterns based on these reports. Once you do, you’ll be able to learn what your team did and didn’t do well when hiring for multiple roles.

 

Sharing the strategic reports listed below with your company leaders and hiring team leads on a quarterly basis will bring everyone’s attention to the successes and failures during the last stretch of hiring.

 

  • Hiring effectiveness report – Shows if managers are happy with their new hires 3-6 months later.

    Successful hiring requires moving fast and making good decisions. If you learn that you’re not hiring the right people, it might call for major changes to your hiring process.

 

  • Time to hire report – Tells you the average number of days it took to make a hire for each role and how many days it took to hire a specific candidate after they entered your pipeline.

    This report gives you a solid idea of how efficiently your company hired. It generally takes companies 32-40 days to make a hire, depending on the role and industry. It’s a huge competitive advantage if your company can hire faster that everyone else.

 

  • Time to close report – Shows the number of days from when you posted a role or started prospecting to when a candidate was hired.

    This report gives some additional context to the “time to hire” report by showing how effectively your team sourced.

 

  • Stage movement report – Highlights the average number of days candidates spend at each stage in your hiring process, for each role.

    This report presents data in an easy-to-understand graph so you can identify bottlenecks that slowed your hiring pace.

 

  • Rejection report – We already covered the rejection report in the operational reports section but it can be used for strategic decision making, as well.

    The rejection report tells you where and why your candidates fall out of contention for a role. Familiarizing yourself with this report for different roles can help you optimize your overall hiring process.

 

You may lead hiring in your company but you need the support and buy-in from the others involved. Sharing operational and strategic hiring reports at the right times can shine a light on what is going well and what needs to be improved going forward.

 

Download our free e-book “The Fundamentals of Data-Driven Recruiting” to learn more about creating a smart and measurable recruiting and hiring process.

 

The post Operational & Strategic Hiring Reports: Provide Your Colleagues Insight into Hiring appeared first on Recruiterbox Blog.

Source: Erin Engstrom

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Erin Engstrom does outreach and marketing for Recruiterbox, a recruitment software that helps small- and medium-sized businesses ditch email and spreadsheets and conduct all their hiring activities from a single, easy-to-use system.

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Erin Engstrom

Erin Engstrom does outreach and marketing for Recruiterbox, a recruitment software that helps small- and medium-sized businesses ditch email and spreadsheets and conduct all their hiring activities from a single, easy-to-use system.

erin-engstrom has 49 posts and counting.See all posts by erin-engstrom

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