Wie können Sie effektive Sourcing-Metriken für Ihr Team festlegen?

By establishing clear objectives, selecting relevant metrics, setting targets, providing resources, monitoring progress, and fostering a culture of continuous improvement, you can set effective sourcing metrics for your team that drive success in achieving your recruitment goals.

First, working closely with leadership to understand company OKRs is key so that recruiting goals may be aligned properly. Depending on the specific goals, the right sourcing strategy can be designed to meet the needs based on budget and resources. It's important to implement clear & critical metrics vs. a micro-managey laundry list. Each metric will likely not carry the same weight depending on what the team is trying to achieve. Hopefully, there are clear hiring targets, but this is not always the case. Open communication & a quarterly audit of metrics is very helpful especially as priorities can easily shift.

Setting sourcing metrics can be a game changer for agencies and recruitment teams, alike. You can do so by - 1. Laying out the critical information well. Sift through the important metrics such as source, timestamps, position, date. This is one of the most crucial ones to help eliminate discrepancies between corporate internal recruitment teams and agencies. 2. Add a feedback column and levels of interaction to source the candidate. This will help you understand how one position gets closed and where you can improve. 3. Maintain a master sheet with sub worksheets which is automatically connected with sourcing channels. Most tools have an inbuilt CSV export option. This is just one side of it. There is always more to it.

I’d suggest categorizing roles into regular (80%) and irregular (the rest) - however you want to define it. Leadership roles likely fall into irregular. You can’t KPI them in the same way as one is volume, the other is niche with a more strategic impact on the business. The data doesn’t lie unless it’s manually entered, so measure everything. That means digitalize your systems so nothing is lost in spreadsheets, comments etc. Time stamps, contributions, response rates, etc.

Sourcing metrics? Pass-through rates are at the top of my list - tracking how many candidates make it past the CV stage, through the screening interview, and beyond. This data is essential in finding bottlenecks in the process. When you're working with both agency and in-house recruiters, you can also consider time to hire, cost per hire and quality of hire. But keeping in mind the RIGHT BALANCE. You might hire cheaply, but at the cost of time, or hire quickly but compromise on quality. So, finding that sweet spot is key.

Use systems that capture all time stamps and contributions to the process. Not all legacy system do this but more contemporary ones should. They should even provide industry benchmarks vs other users. For example if you can see how your people rank against the competition in terms of engagement, response rates, and close rates you will start to see opportunities for improvement. Every recruiter in today’s climate should be all over these kinds of value add. It’s what will make you “sticky” beyond delivery. RPO should do the same.

In sourcing, 'performance' is synonymous with context. As a recruiter, whether in an agency, corporate, or freelance role, each metric must be custom-fitted. My OKRs? They delve into the heart of my position’s overarching challenges and then further into each assignment and client's specificities ;) Cast aside one-size-fits-all benchmarks. I urge you to deeply analyze your data, tailoring it to your unique playing field. In doing so, you'll unearth unexpected opportunities for improvement, making your services indispensable and unwavering. The time is now for a differentiated sourcing strategy, one that makes a lasting impact well beyond delivery !

Yes! We regularly pull reports and review our sourcing metrics together as an organization. The results can sometimes be surprising, so it's a great reminder for the team to diversify their process as needed.