As you somehow juggle the tasks of negotiating offers, overseeing on-site interviews, and mapping out interviewer training, we know it can be difficult to take a step back and reevaluate your recruiting process. Sometimes, long-term strategy just gets left by the wayside when you have goals to accomplish now.
If you want to hit those targets more efficiently in the future, however, you have to start measuring the effectiveness of your current tactics. In a recent post, we discussed the unparalleled value of measuring your overall recruiting success. Today, with the help of our Sourcing Squad, we’re zeroing in on candidate sourcing. It’s time to start gauging which of your methods are working, and which aren’t.
This week, we wondered: ‘How can sourcers best measure their success?’. Below, digest what our experts had to say!
Lou Adler, CEO and Founder at the Adler Group
Here are two critical metrics every recruiter/sourcer must track:
- Sourcing Mix and Prospect to Candidate Conversion
- Prospect to Candidate Conversion Rate
Chris Shaw, Director of Talent, Meteor
In a word: Hires. If a sourcer’s activity doesn’t result in hires at some point, it doesn’t matter how many responses, interviews and offers go out. Don’t just say “It’s out of my control” after you pass the candidate to the recruiter.
What can you do to maximize the chances you’ll hire the candidate? When conducting phone interviews and screening, pay attention to bad culture fits, or when a candidate says they are looking for a high salary, or the candidate could end up wasting everyone’s time. Work closely with your recruiters to support the candidate through the hiring process and make sure candidate contact is maintained weekly. And at the end of the process, send a follow up note to the candidate after the offer goes out. Your job as a sourcer isn’t over just because you’ve activated a great candidate.
Jeremy Langhans, Co-founder & Principal Growth Hacker, Paired Sourcing, LLC
The top KPI we measure is Yield. We define Yield as Positive Introductions of prospects that are interested, enough, in being converted to live candidates – meaning we’ve discovered their “intent”. Also, it’s important to measure your success in terms of the raw # of Sourced prospects over a specific amount of time (e.g. a 2 week Sprint).
Amy Cherette, Technical Recruiter, Lever
Despite the outcome of sourcing, sourcing can help increase your employer brand or how people view your company.
- I think success should mainly be measured by end of funnel metrics. Or in other words, how many of these folks that you sourced actually entered your pipeline and become viable candidates. How far did they make it?
- There is also value in responses in general (favorable or not). This opens a line of communication, and often people will send over someone else that they know who is good for the job even if they don’t want the opportunity themselves.
Stan Rolfe, Lead Talent Scout, HealthEngine
Feedback from stakeholders. Whilst time, quality and source of hire are all important recruiting analytics, the best way to measure to success is through the feedback provided by both internal and external stakeholders.
Stacy Donovan Zapar, Founder, Tenfold
This one’s a little tricky but I think the best measure of success for a sourcer is quality of submittal (the percentage of submitted candidates who get selected to phone interview with the hiring manager).
Our Sourcing Squad can be likened to a gold mine of sourcing advice. For six weeks now, they’ve shared tips ranging from how to craft creative email subject lines to where you should start sourcing today.
Want to see all that they’ve shared? We shared links to each one in our introduction post.