Measure What Matters – Interview Management Systems Driven Metrics

Recruitment Metrics should be the holy grail for any organization, big or small. They provide a comprehensive view of how the talent acquisition if performing, plus one also data about whether the marketing messages are reaching the right audience. This can be judged based on the demographics of the applicants for the jobs: where are they based, which company do they work for or where they have been educated and so on. With the Interview Management System (IMS), one can get access to a wholistic set of metrics that are not usually available with other Talent Acquisition related systems. An example of what can be available is shared above in Figure 1. These metrics give comprehensive information about how the Talent Acquisition Function is performing over all, helping identify the bottlenecks in the processes and even throw some light on the team members performance.

IMSs are usually integrated with many different systems as more and more organizations aim for streamlined workflows involving their talent acquisition ecosystem. This includes Vendor Management Systems like Fieldglass or Beeline, you can also have Applicant Tracking Systems like Taleo, Freshteam, Bullhorn, Zoho Recruit. Aling with the forementioned systems, the IMS can be integrated with the Organizations website, or Job Boards and even LinkedIn. All the candidate profiles coming via these mediums can be passed on to the IMS where the data can be parsed and then interview invites shared with the candidates. After the interview has conducted, in the AI based IMSs, the candidate assessment can be auto generated, reports shared and the data stored.

Now, in the IMS you can pull in data from a plethora or resources which will then include demographic information about the candidates, feedback about the candidate post interview, which organizations, educational institutes and locations are the applicants from and so on. Along with this, the IMS can capture subjective information about the candidate from the hiring manager, plus feedback can be taken from the interviewed candidates about their hiring experience. As seen in the figure below, the IMS data can also include information related to candidates’ performance in any skills assessments that they have taken, along with psychometric tests. Plus, the data also includes the actual answers the candidates have given in the interview.

Figure 1 shows the metrics that will be available, and the reports can not only expand upon the metrics but also provide information for areas like marketing. If for example, the organization has marketing initiatives in place to reach out to a certain demographic of the population to attract candidates. The demographic data captured can be used to verify whether the marketing messages are making an impact where they need to, or the messaging and the methodology needs to be changed.

Most organizations keep track the resume and the information that the applicant filled in while applying for a job and extensive data for the candidates that eventually get hired. Using the new tech stack based IMSs, an organization now has the ability to capture wholistic information about the applicants including demographics, the TA processes, the marketing function, team performance and most importantly, the actual interview transcript and applicant assessment report. Not many other systems can boast of similar comprehensive data being available for reports and analytics, making Interview Management Systems the core of Talent Acquisition Ecosystems and a part of any organizations Talent Acquisition Strategy.