In most cases, the best candidate for a job is many things rolled into one. In our experience, we place a lot of weight on a candidate's attitude, skill set, and experiences that align with our 3- to 7-year business goals. Using this approach facilitates smoother change management, easier onboarding, and faster time-to-value. As a result, we are able to achieve a competence evolution rather than a mere skills substitution, ensuring our ability to remain a composable company over time.
Hi there, My name is Tim Walsh and I'm the founder and managing partner at Vetted, a boutique recruiting firm serving growth-stage tech companies, marketing agencies, and PR firms in Greater Boston and beyond. Talent acquisition doesn't end when the hiring is done. if you don't go back and look at retention rates, you're missing half the story. It's a common problem in the tech industry. A candidate lands the perfect role and thrives for a few months or even a year, but then they're snatched up by another company and the time-consuming search for a replacement must start all over again. More and more executive teams are prioritizing long-term metrics like retention rates, so as a recruiter, it's become a big part of my job. I do regular check-ins on my placements and collect data on whether they stay or go. My job isn't over when the position is closed -- I'm in it for the long haul. Best regards, Tim Walsh Managing Partner, Vetted https://www.vettedboston.com/
Presenting relevant talent acquisition data to an executive team plays a critical role in helping them understand the current and potential success of their business. A particularly useful data point for executives is employee engagement by job function, as it provides them insight into which roles need extra focus and investment. By understanding the differences in individual job functions' engagement levels, leaders can identify those areas that may be causing stress or difficulty within their organization, allowing them to develop better strategies to enhance high-performing roles while supporting underperforming areas. This invaluable data point helps maximize organizational efficiency while boosting overall motivation and performance.
When presenting talent acquisition data to my executive team, one thing that I focus on is the cost-per-hire metric. This data point is important to the executive team because it provides insight into the efficiency of our recruitment processes and helps to identify areas where we can reduce costs. By tracking the cost-per-hire, we can evaluate the effectiveness of our recruitment strategies, including job postings, advertising, and recruiting events, and make data-driven decisions to optimize our recruitment spending. Additionally, this metric can help to identify areas where we may be overspending or wasting resources, such as on job boards or recruiting agencies that are not providing a high return on investment. By presenting this data to our executive team, we can demonstrate the ROI of our recruitment efforts and make informed decisions about how to allocate our resources for maximum impact.
Every talent acquisition activity must align with the company's mission and goals. When presenting reports to our executive team, we ensure that the data points show alignment and illustrate how our talent acquisition efforts contribute to achieving company goals.
Offers sent and acceptance rate are the two important metrics that I focus on when presenting talent acquisition data to my executive team. Offers sent is the count of offers sent in a period of time. On the other hand, the acceptance rate tells what percentage of those offers were signed. This executive team can find out if the candidates actually ended up starting. They didn’t renege on the offer or fail their background check. OAR is measured by the number of offers extended by the company. An executive team should be aware of this data point because it shows there is a good match between the company’s requirements and selected candidates. A company can work better on making its talent acquisition strategy better.