Campaign Metrics and Targets:
1. Candidate Engagement:
- Number of Applicants per Role: Set targets for the number of applications expected for each open position. This helps gauge the level of interest and outreach effectiveness.
- Example Target: Receive at least 50 applications for each open role within the campaign period.
- Application Completion Rate: Measure the percentage of candidates who complete the application process after starting it.
- Example Target: Achieve a minimum application completion rate of 80%.
2. Application Quality:
- Quality of Applications: Define criteria for assessing application quality based on skills, experience, and qualifications.
- Example Target: Ensure that at least 70% of applicants meet the minimum qualifications outlined in the job descriptions.
- Relevant Experience Match: Measure the percentage of applicants whose experience closely matches the requirements of the role.
- Example Target: Aim for 60% of applicants to have direct experience relevant to the role.
3. Conversion Rates:
- Percentage Moved to Interviews: Track the percentage of applicants who are selected for interviews based on initial screening.
- Example Target: Move 20% of applicants to the interview stage for each role.
- Offer Acceptance Rate: Measure the percentage of candidates who accept job offers after receiving them.
- Example Target: Achieve an offer acceptance rate of 80% for selected candidates.
Implementation and Monitoring:
- Data Collection: Utilize applicant tracking systems (ATS) or recruitment software to gather and analyze data on these metrics.
- Regular Monitoring: Monitor progress against targets throughout the campaign period and make adjustments as needed to optimize recruitment strategies.
- Feedback and Analysis: Gather feedback from hiring managers and candidates to continuously improve recruitment processes and candidate experience.
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