by Michael Brandt - BrightMove Recruiting Software
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You might ask, what is Audit Reporting in recruiting? Well to me, that’s all the EEOC Reporting, Time to Hire, Cost Per Hire reporting and any other reporting you do today that is commonly associated to recruiting. I am here to tell you that kind of reporting is a waste from a strategic recruiting and hiring perspective. You don’t have to agree with me but I suggest you think about looking at some new metrics in order to gain better insight into how effective your team is at recruiting top talent and how effectively you recruit certain skill sets.
A Place For Audit Reporting?
Look, I am not here to tell companies to stop doing some of the reporting they have to do. In many cases, your recruiting software limits your ability to analyze strategic data effectively or your recruiting strategy just isn’t quite there yet. Plus, reporting such as EEO and Cost per Hire are in many cases is a legal and financial need for your own budgeting. What I want to do in this article is introduce you to some concepts and some thought provoking ideas that might change the way you think about the types of reporting you do.
Strategic Reporting as a Whole New Type of Reporting
In order to get your mind right, try to embrace that there are two types of reporting you need to consider. Strategic Reporting is about what if concepts in your recruiting. I want you to forget all the reporting you have to do and think about the different types of recruiting you do and what influences an effective hire. This could be looking at key skills sets and making pools of the most recruited skill sets. This might also be coupling your job types with the sources of applicants. Let me introduce you to five new reports I think will help any recruiter get more effective fast.
New Strategic Reporting
I have included a screen shot of a report I wrote in about 2 minutes to illustrate just one out of the box thinking report. I wanted to know what days of the week we receive most applicants and by source. This report might mean nothing but it might mean we need to focus ou people on Mondays and Thursdays on applicant intake.
Keep in mind these reports are only concepts to get you thinking out of the box. At BrightMove we have introduced Recruiter Analytics for this type of reporting. We believe that recruiters need to be able to get out of Audit Reporting and into thinking strategically about what is working and what is now. Your recruiters need to be able to slice and dice your key metric data in order to make informed decisions about how they engage their hiring efforts. Now traditionally this type of reporting has been left to reporting teams or IT but it is time to get out of the mindset and into enabling recruiters to spend their time more effectively.
BrightMove is a leading provider of Software-as-a-Service (SaaS) recruiting software and talent acquisition solutions for staffing, Outsourcing and corporate HR recruiting.
Incorporated in 2003, BrightMove has quickly grown to become a system of choice for recruiters who want to use advanced tools designed to find and manage only the best of talent. With clients worldwide including The Exprts, Subaru of America and Maidenform, BrightMove is one of fastest-growing staffing software providers in the industry.