This document discusses using metrics and data to improve recruitment and job advertising efforts. It provides metrics on sources of hire, with 48% coming from online job ads. It also shares data on Google job search trends in the UK and metrics on job views, responses and application rates by career category. The importance of measurement, analysis and optimization is emphasized to improve cost of acquisition and response rates from passive candidates. Becoming a "data-driven recruiter" is promoted.
6. why?
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what
ims athney wbqvieuoesirwets tstde dasleyta a yttdi omt o tpeo po oosfnts yetae ajao prjob?pb?li?cation?
whohwich
is are most the your busiest popular: highest time job, performing of jobs, year for career job job ads?
searching?
or careers?
19. Engaging Passive Candidates
What medium is the average ensures response the highest
rate
from passive candidates?
works day of best best: the week time “I, we, of is day the us” best or to send
“you,
to
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response your, an to send use email yours”?
an in email?
or your rates?
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26. If you can’t measure something, you
can’t understand it.
!
If you can’t understand it, you can’t
control it.
If you can’t control it, you can’t
improve it.
James Harrington, IBM Quality Expert
27. reducing cost of acquisition
saves £768 per shortlist
from £240 to £48 per qualified applicant
28. How much time would you save
each day if you could triple your
passive response rates?
!
29. 1 minute of lost productivity costs:
hr of lost productivity each day costs:
£15,600 £per 1
annum
!
!
!
!
!
!
!
!