A direct recruitment funnel is calculated from the moment of the candidate flow to the hiring stage. However, building a funnel without subsequent optimization of the recruitment strategy does not make sense.
After analyzing the direct funnel data, you should:
identify problem areas;
make changes to the recruitment strategy;
create a funnel with new indicators;
repeat the above steps until you achieve optimal conversion.
Once you have ironed out the kinks in usa student data package your recruitment funnel for each job and combined your conversion metrics into one overall funnel, you should begin using another valuable tool – the reverse funnel.
Reverse Funnel Recruitment
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The reverse recruitment funnel is a metric that allows you to pre-evaluate the incoming flow of applicants required to fill a vacancy, as well as the time required to search for candidates.
To calculate the reverse funnel, conversion data from completed and optimized funnels is used.
For example. The company is expanding, and the recruiter is faced with the task of finding 15 sales managers. To estimate the volume of work on processing resumes and conducting interviews, the indicators of the optimized funnel for the sales manager are used.
Job title Need for personnel Interviews
with the customer Interviews
with HR Interview by phone Resume processed
Sales Manager 15 60 120 375 750
If the company's need for new personnel exceeds 10-15 people per year, then the costs of closing each vacancy are calculated using the reverse funnel and a budget is drawn up for the HR company.
3 Tools to Increase Recruitment Funnel Efficiency
After using a direct recruitment funnel, regular analysis and optimization of indicators, other tools can be added.
Search channel analysis
The table contains all search options that were used over a certain period of time, such as online job exchanges, recruiting agencies, social networks, referral programs, newspapers and other sources.
Each of these search channels is analyzed according to the following indicators:
number of employees involved;
how long did it take to fill the vacancy;
evaluation of the performance of newly hired employees;
staff turnover rates;
costs of closing a vacancy.
Labor market analysis
The collection and analysis of information on the state of the labor market is carried out annually or once every six months. The following data are required for such analysis:
average salary for this position;
requirements for the candidate's education and skills;
availability of necessary specialists in the labour market;
your company rating.
This analysis will help you attract hard-to-find talent, identify new opportunities to post jobs, and determine the required reach to find the right talent.
With this data, you can create an attractive, yet realistic offer and create competition among other HR agencies.
Candidate portrait
Creating a candidate portrait allows you to choose the most effective recruitment channels, as well as conduct selection and assessment based on target characteristics. This ultimately leads to hiring candidates that meet the company's requirements with minimal search costs.
The process of creating a candidate portrait consists of three main steps:
Information gathering: sources should be varied, such as statistics, resumes and examples of other specialists, as well as surveys of employees in similar or related positions.
Defining target characteristics: Don't limit yourself to general cliches such as sociability or determination, write out the required criteria in detail in accessible language.
Modeling: Gather data by imagining your ideal candidate as a real person. Be realistic by allowing for negative qualities that you are willing to live with.
It is important to note that when forming a portrait and evaluating candidates, special attention should be paid to such skills as creativity, friendliness, and the ability to establish contacts, which are often difficult to develop, in contrast to professional skills that can be acquired through training and work experience.
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