As a recruiting leader, there are all sorts of things that you could track to measure your tech hiring strategy. In fact, we’ve covered some of the most common recruitment metrics that tech recruiters tend to track. But with so many to choose from, how are you supposed to know which ones are good indicators of success?
Before you jump to any conclusion, here are three less talked-about (and more nuanced) technical recruitment stats that give you a much better idea of how well your hiring strategy is working.Read More
Because there’s no industry-wide benchmark for the average duration of a successful recruitment campaign, you could point to your time-to-hire data for non-technical roles and make similar assumptions about hiring developers. But the reality for tech recruiters is that tech roles are far more complicated than their non-tech counterparts—and you’re dealing with a mostly passive candidate pool. So before you start making promises that you can’t keep, here’s the truth about your average time-to-hire in developer hiring.Read More
Effective recruiting and hiring should be scientific – there should be hypotheses, A/B testing, and a clear strategy behind every initiative. But when things get busy and certain goals need to be met, recruiting in a scientific way can get put on the back burner. One way to ensure that you’re practicing scientific recruiting is to track certain metrics. By periodically going through these metrics, you can adjust your recruiting strategies, budget, and even your hiring sources. Here are a few of the must-have hiring metrics all tech recruiters should be tracking.Read More
Are your most urgent developer job listings not generating enough applications? You could say that it’s time to start over. Sure, it's never a bad idea to review and edit your job listings. But application volume isn’t the only metric you should look at to understand the effectiveness of your job listings.
Executing an effective developer hiring strategy requires you to understand which metrics matter, and which ones aren't as important. After you read this post, you'll have a clearer picture of how well your tech job listings are actually performing.Read More
While companies previously relied on the sound instincts of their recruiters to build strong tech teams, new insights and advanced analytics are enabling talent acquisition teams to do so more efficiently.
But the increased availability of technical recruiting metrics can create confusion amongst hiring teams that are unsure of how to use the data. While some insights are straightforward, here are a few technical interview metrics that are often misunderstood.
If you were to ask a few talent acquisition professionals for their thoughts on recruitment metrics, you’d come across a pool of people who have varying amounts of experience applying data-driven insights to their tech hiring strategy. However, they'd probably all agree that even if they're not currently leveraging recruiting data, it won’t be long before they start. In fact, David Green recently told ERE he believes that in 10 years, analytics will be a staple part of recruiting and HR. Talent acquisition leaders who are newer to analytics often find themselves overwhelmed by the sheer number of data points available to them. Here are three tech recruitment metrics that will paint an accurate picture of how your team is performing, and where your hiring process could be optimized.
Here at Stack Exchange, we care a lot about metrics. Even though we just hit our goal of breaking into the Top 50 U.S. Networks, not a day goes by without us asking, “How can we do better? What can we tweak to help us get to #40?” As a result, we experiment a lot. We’re trying to make it easier for users to find us, we’re going mobile, we’re localizing in different languages, we’re making teenie-tiny fixes and testing the results to improve in any way that we can. As an organization, we’re committed to constantly refining our site to attract even more traffic, even more engaged users, and even happier ones. As a recruiter, your goal for candidates should exactly the same: When’s the last time you tested the performance of your job listings?Read More