In part 1 and 2, we explained how pipeline automation saves recruiters time and money, as well as giving you first access to the best talent. A third benefit is the ability to measure and optimise recruiting investments.
In today’s world, the downward pressure on talent acquisition budgets and headcount means organisations are striving for more efficiency and productivity throughout the entire recruitment process. They are looking at all the ways to condense and improve the process. It’s important to be able to measure talent acquisition activities and prove that they deliver.
Executive teams are eager for recruitment analytics, and other departments such as Marketing, are proving that Recruitment can (and should) be measurable. Two important recruitment metrics are time-to-hire and quality-of-hire. Research by Robert Half found that 57% of job seekers lose interest if the hiring process takes too long. Reducing time-to-hire should be a priority. They also identified that even after accepting a position, 91% are willing to quit within the first month and 93% during the probation period if the job doesn’t match their expectations. Wouldn’t it be great to get credit for hiring better candidates, maximising productivity, and increasing ROI? With pipeline automation, you can. Pipeline automation reduces time and expenses associated with hiring. If you’re trying to get your executives on board with pipeline automation software, below are four key selling points.
Measure and Optimise Recruiting Investments
Pipeline automation helps you measure and optimise your recruiting investments in four ways:
- All the information is in one place
Pipeline automation provides the single system to record all your recruitment marketing information. If you don’t have one system for all your activities, you can’t measure.
- The ability to run tests
Running tests such as this candidate approach vs. that approach or this landing page vs. that landing page, helps you learn what works over time. This ultimately gives you better optimisation and more engagement, leading to faster and better hiring.
- Measure the number of hires from a recruitment marketing program
Pipeline automation dials into which campaigns are directly affecting hiring. Thus, you can invest your money where it’s proven to work best.
- Understand how efficiently your talent pipeline works
Ever wondered how efficiently your talent pipeline works? What your conversation rate from a name into a candidate or applicant is? From ‘hire ready’ to hired? Pipeline automation helps you understand how candidates are moving through your talent pipeline and helps you forecast the impact recruitment activities will have on hiring.
Talent Acquisition leaders, personally responsible for sourcing talent to meet the business plan objectives, must spend extra time ensuring that they have a clear and accurate understanding of any pipeline issues and resolving concerns about the quality of the pipeline and reliability of information. A well-implemented talent pipeline process helps to reduce avoidable costs. Gleaning all of this information about your recruiting efforts allows you to optimise the recruitment decisions that directly impact hiring.
Download our In-Demand Talent Playbook to learn more about what you can do to attract, nurture and convert in-demand talent through talent pipeline automation.