5 KPIs for recruiting that every company needs

Topics: recruitment analytics, recruitment budgeting, analytics

Posted by Ashley Kauffman on Jun 2, 2020 11:09:13 AM

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You’re excited about your company’s new career site content. Your brand is on-target, your strategy is solid, and you’re ready to attract the right candidates. Soon, however, you realize that your site—and maybe your application process—is underperforming. You expected more (and better) candidates applying for your open positions. It’s important to remember this reality about performance: if you can’t measure it, you can’t improve it.

So, which Key Performance Indicators (KPIs) are the most useful when it comes to tracking your candidates and how they navigate through your site? Being able to build the ideal candidate profile by reviewing the right KPIs is what will help you adjust your site and strategy, save dollars and get the volume of applicants you’re looking for in the end.

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Catch and keep: how to bring boomerangs back

Topics: recruitment strategy, recruitment budgeting, boomerang recruiting

Posted by NAS on Feb 23, 2017 9:00:00 AM

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Nearly 70% of U.S. employees have either returned to work for a previous employer or are open to being a “boomerang” employee at some point in the future. In our last blog post, we discussed why companies should embrace boomerangs – employees who leave a company voluntarily only to be rehired. This week, we’ll cover some of the strategies you can use to catch those boomerangs – and keep them. Let’s get started.

Keep a database of people who leave in good standing. Similar to your Talent Network, place exiting employees’ contact information in a database for ongoing sharing of company news and new opportunities. You already have this information; use it to maintain the communication channel and demonstrate that your former employee’s contribution was valued.

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3 Must-Haves for your 2017 Recruitment Budget

Topics: employment branding, recruitment analytics, recruitment strategy, recruitment budgeting

Posted by Jennifer Henley on Sep 1, 2016 9:00:00 AM

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Let’s face the reality: when it comes to HR budgets, companies are increasingly in the position of having to do more with less. Budgets are thinner, and you have to be smarter in how to allocate your recruitment spend. This is the time of year when many HR professionals are budgeting for the next year and I’d like to give you some ideas on how best to approach the process.

So, where do you start?

Start by looking at the current year and your results. What has been working for you – and what has not? If you’ve had less-than-impressive results, what needs to change? The best approach is to have a discovery session to conduct a thorough review of past efforts, successes and/or anticipated needs in order to effectively allocate your annual budget.

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