Attention Recruitment Managers – I could use your assistance with my upcoming Recruitment Business Partner interview! 🙂
I’m interviewing for a Business Partner position within my current team, and a significant aspect of this role involves reporting on recruitment activities across specific departments. While I’m currently serving as a Recruitment Advisor, I’ve taken on additional responsibilities, including reporting.
For the interview, I’ve been tasked with preparing data to present to senior executives that showcases recruitment performance over the past six months. Although this is something I do weekly, I want to ensure I haven’t overlooked anything important.
Here’s what I’ve compiled so far:
- Total job requests
- Total jobs closed
- Total jobs currently open
- Total jobs on hold/canceled
- Average time from new application to offer
- Average time from job approval to offer
- Total applications received
- Total ineligible applications
- Gender breakdown of applicants
- Number of applications reviewed by recruiters
- Number of manager reviews
- Number of interviews conducted
- Number of candidates undergoing pre-employment checks
- Number of offers accepted
- Number of offers declined
- Average time from new application to hiring manager review
- Average time for hiring managers to review applicants
I would greatly appreciate any suggestions or additional metrics you think I should include! 🙏
It sounds like you’re preparing a comprehensive and insightful report for your interview! You’ve covered a lot of essential metrics that provide a clear picture of recruitment performance. Here are a few additional suggestions to enhance your presentation and provide deeper insights:
Time to Fill: Break down the average time to fill roles by department or role type. This can highlight areas that may need attention or resources.
Source of Hire: Include a breakdown of where candidates are coming from (e.g., job boards, referrals, internal candidates, social media). This can help identify the most effective sourcing channels.
Candidate Quality Metrics: Consider including metrics like offer acceptance rates by source or first-year retention rates. This can indicate how well the recruitment process is sourcing candidates who fit the organization.
Pipeline Status: Present a visual representation of the candidate pipeline (for example, how many candidates are at each stage of the hiring process). This can help senior executives understand where the bottlenecks are.
Diversity Metrics: Provide additional insights into diversity by including breakdowns not just by gender, but also by other demographics (like ethnicity, age, etc.) if your organization tracks that data.
Recruiter Efficiency: Compare the number of roles handled per recruiter versus the average time taken, to showcase team efficiency and workload.
Turnover Rates: If relevant, include metrics around turnover in recent hires (perhaps over the past year), which can shed light on the effectiveness of the recruitment process.
Hiring Manager Satisfaction: If you have any internal survey data, include metrics related to hiring manager satisfaction with the recruitment process.
Candidate Experience Feedback: If you collect feedback from candidates who went through the hiring process, summarize any high-level insights to demonstrate your commitment to improving the candidate experience.
Future Outlook: Provide insights on future hiring plans or challenges expected in the coming months based on the data and any trends you’ve noticed (e.g., anticipated turnover, upcoming projects needing additional resources).
Consider using visual aids like graphs and charts to make the data more digestible and engaging for your audience. Best of luck with your interview! You’ve got this!