How do you show your employer the impact of your recruiting?

The metrics should be something that's in control of the recruiter. Time to fill is not a good metric since the recruiter isn't responsible for the second half of the process. The metrics that work for recruiters is quality submissions, how many submissions turn to a phone interview with the hiring team. How many offers turn into accepts. These things are mostly in control of recruiters.

In my view, candidate experience feedback provides employers with insight into the impact of their recruiting efforts. It’s not only the numbers that matter, but also the qualitative feedback. By collecting responses from candidates about their experiences during the recruitment process, employers can gain a better understanding of how their approach is perceived. Positive candidate experiences can lead to more referrals and an improved employer brand, while negative feedback can illuminate areas for improvement.

Our team does a fantastic job of highlighting successful hires we’ve made and their contributions to our district. We regularly share stories that demonstrate the positive impact on our team’s recruitment performance. We make connections by collaborating with our principals/hiring managers. Establishing strong partnerships helps us as a team better understand their needs and helps us align our recruiting strategies accordingly. Regularly communicating to gather feedback on the quality of the candidates we recruit and their satisfaction with the hiring process is extremely important to us! This collaborative approach shows our commitment to delivering top-notch candidates and fosters a positive relationship with our entire school community.

I keep track of my submission to interview ratio along with my offer to accept ratio separately than any reports that are available.

Recruiters think that showing data is enough, however we need to tell the leadership team what the data says. How did you collect, evaluate, and analyze the data? Why was this data the right data to measure your performance? The communication is about telling the story. You need to create a narrative about your success and roadblocks that you encountered.

As recruiters, we are ambassadors for a brand. This comes with the typical duties of an ambassador. Keep in mind first impressions matter and in many cases we are the first impression of your brand. We use influence, expertise, and visibility to communicate messages, build relationships, and create positive associations. Also, we know what's going on in the market. All this to say, our value is a lot more than simply filling in an empty chair. Become a recruiter's partner and you can use our superpowers wisely. We can be a marketing tool, a brand insight tool, a relationship builder, market knowledge tool and so much more than job fillers.