It's one thing to create a campus recruitment plan and whole another ballgame to measure its efficacy. In fact, as per data by an Aptitude Research Partners study, "Employers who recruit on campus are 3x more likely to improve retention, and 2x more likely to improve engagement and productivity."
That said, a mere 30% of companies have processes in place to measure their recruiting efforts--a fatal error. With multiple strategies and factors affecting its collective success (or failure), it is critical for you to review and monitor the right metrics for successful campus recruitment. This is where embracing a data-driven approach can pay off huge dividends.
According to research by the Harvard Business Review, “Only about a third of U.S. companies report that they monitor whether their hiring practices lead to good employees." Not reviewing your recruitment processes can lead to higher costs and lower ROI. So here are a few questions you need to ask when you're evaluating the recruitment data:
Once you have all the answers at your disposal, think about whether your recruitment efforts align with your business goals to determine the effectiveness of your recruiting strategy. Here is an illustrative example for your reference:
In addition to the recruitment metrics mentioned above, it is important to laser-focus on the skills assessment of students and hires. Here are a few recruitment metrics to consider when assessing candidates for their skills for tech and non-tech roles:
Choosing the right set of recruitment metrics can help you to track the hiring success and optimize the talent gap as needed as resumes typically lie. When it comes to recruiting for non-tech roles, pay special attention to skills assessment using the following metrics:
It is important to know that recruitment strategies for a tech-related role are not accidental or rely heavily on guesswork. Having clearly defined skills assessment metrics in the beginning can empower you to improve the candidate and recruiter experience. Here are a few essential metrics to consider when hiring for a tech role:
The learning: There are literally thousands of questions and recruitment metrics to gauge performance, offer transparency, gather real-time insights, and measure recruitment efficacy via an objective lens. The end goal should be to monitor performance at every step along the recruitment process, drive a data-led hiring process, and analyze growth opportunities as well as areas of weakness. Finally, recruiters should evaluate successes and failures from the whole process instead of looking at the recruitment stages in silos.