We’ve arrived at our final stop on The Summer to Evolve: Road Trip – Sydney, Australia! Week eight was packed with industry leaders who dove into the agile recruiting strategy and how experts are finding success with it. If you missed any of our past Summer to Evolve sessions, you can view them on our Resource Library. Here are our top five takeaways from the week.
Top takeaways from week 8
5. An agile strategy fixes the feedback loop
We spent this week’s Two Talented Tuesday with Ben Eubanks HR Analyst and Founder of Lighthouse Research & Advisory, and Trent Cotton, VP Talent Acquisition and Retention at Bureau Veritas Group. These leaders unpacked what agile recruiting strategy is and why it’s taking over as a best practice for TA professionals.
One of the biggest problems on recruiting teams is the broken feedback loop between recruiters and hiring managers. Communication about candidates is often unclear and leaves recruiters chasing down the feedback they need to continue the hiring process. Eubanks shared that agile recruiting has brought innovation to teams by forcing clarity of priorities and communication.
“We can’t be afraid to iterate.” – Eubanks
The agile strategy encourages teams to examine breakdowns in their processes and pivot to improve quickly. Agile communication helps protect the time of recruiters and candidates by identifying spots in the process they spend the most time waiting. This method also creates a better relationship between hiring managers and recruiters – which is always a win!
4. Use recruiting metrics to pivot strategy
Cotton and Eubanks iterated that an agile recruiting strategy is only effective when teams collect and analyze data. Recruiting metrics help teams identify areas of the recruiting process that can improve as well as successful strategies to scale. The agile recruiting method allows teams to be efficient and let the data tell the story to inform decisions.
Data-focused recruiting teams spend more time proving their value to the business, which builds advocacy for crucial roles. Yet with so many options for metrics, what are the right ones to focus on? Cotton shared that the most effective recruiting teams:
- Focus on better benchmarks like ways to improve the recruiting process, retention, and onboarding instead of time to fill.
- Check how long each candidate spends in each step of the process. This shows bottlenecks at specific steps, making it easier to pivot and fix.
- Look at candidate drop-off rates during applications. Are there any spots that most candidates drop off at? Survey applicants when they exit to see why they’re leaving.
- Conduct exit surveys of new employees that leave. Ask for areas of improvement. Look for patterns in turnover based on role, supervisor, compensation, culture, and onboarding.
- Check hiring funnel metrics for DEI. See what individuals are leaving and carrying through the process. Is it a balanced talent pool all the way through to hiring? How can it improve?
3. The steps of the agile recruiting process
In this week’s Working Session Wednesday, Jobvite’s Phoebe Glynn demonstrated how an agile recruiting strategy improves communication and efficiency among teams by enabling them to evaluate outcomes at every step and pivot to improve.
Glynn presented the six steps of the agile recruiting process and offered tips to making each step as productive as possible.
- Define – Define the role that is needed as well as goals for the potential new employee. List any “deal breakers” for required experience, skills, or certifications. (Tip: Keep this list as short as possible to avoid eliminating quality candidates.)
- Assemble – Choose your recruiting team that will be dedicated to filling the position. Divide up responsibilities to ensure clear priorities and avoid long feedback loops. Define expectations for everyone involved.
- Source – Source candidates from job boards, databases, and talent networks that fit the requirements. In this step, you may also write a job description for the role. (Tip: Grade your job description for bias and inclusive language with Jobvite’s Job Description Grader.)
- Screen – This step consists of screening, interviewing, and evaluating candidates. Hiring managers often give a “yes” or “no” to a candidate at this step. If no quality candidates are found, use this as a chance to re-evaluate step three.
- Accept – The accept stage is an opportunity to accept or reject candidates as well as extend offers if a candidate is chosen. Utilize this time to take another look at how well this hiring strategy is performing.
- Review – Review the hiring outcome and evaluate where improvements can be made in each step. Note how key metrics performed to make sure the process is working as hoped and adapt as needed. Finally, see how the new employee performs compared to the expectations set in step one.
2. Agile strategy helps recruiting teams adapt to changing markets
If one thing is sure in the world of recruiting, it’s that the job market will always change. Glynn shared that recruiters and TA professionals must learn to adapt to the constant ups and downs of the labor market – and agile recruiting strategy is the key.
An agile strategy helps teams adapt to talent shortages, hiring surges, candidate priorities, and new technology. The goal of an agile method is to improve processes over time by utilizing data and recruiting metrics. Glynn suggested that teams start simple in agile strategy and expand when ready. You don’t need to optimize your whole team in one day!
1. Dashboards make analytics accessible
We sat down with Jobvite’s Casey Gibson and Talentegy by Jobvite’s John Julio for our last Walk-Through Thursday to explore the robust analytics platforms that can change the way you recruit. As many of this week’s experts agree – analysis is a crucial part of agile recruiting.
Talent acquisition teams utilize dashboards to dive into their data and gain a better understanding of their processes. Dashboards measure benchmarks and key metrics like quality of hire, applicants, or interviews conducted. No matter your team’s experience level in agile recruiting, studying metrics will help you improve.
Next-Gen Analytics by Jobvite offers pre-built reports and dashboards to pull information on candidates, check funnel percentages, and even average time spent in a recruiting step. Pre-built reports help save time and keep analysis consistent from week to week.
Unify Analytics by Talentegy offers custom reports and dashboards for teams to process data across their entire technology stack. This platform includes features like automated alerts and easy cadenced report and dashboard sharing, which are perfect for sharing data with stakeholders.
For more information on these analytics platforms, request a live demo today!
Final Thoughts from This Week
Thank you for all that joined us during this year’s The Summer to Evolve: Road Trip! The summer flew by with eight weeks of TA experts sharing their industry insights. Keep up to date on the latest in HR tech by following our blog and Resource Library.