Be honest — do you only check your recruiting metrics when leadership asks for an updated report? Recruitment reporting should be a critical and ongoing part of your hiring process. You can’t improve what you don’t measure, after all. Strong, thorough actionable reports can allow your team to make meaningful changes to the hiring process, giving you the power to hire faster, find better candidates, and even save money.
To make real, sustainable improvements, you have to start with in-depth, actionable reports. With the help of a few smart changes, you can create reports that not only provide the data you need to make informed decisions about your recruiting processes, but also have a real impact on the quality of the candidates you bring in.
Let's take a look at seven ways you can use your recruiting reports to make a bigger impact on the speed and success of your hiring.
1. Establish a deliberate reporting cadence
As a dedicated HR professional, you may assume that it's best to pull data for your reports on a weekly or bi-weekly basis. But if you work at a smaller organization, or your business isn't actively hiring for many roles at the moment, this high frequency may not provide you and senior leadership with actionable information.
Before changing anything else about your recruitment reporting, take a close look at how frequently you’re pulling data. You may need to increase or decrease this cadence — even temporarily — based on how many roles you're trying to fill, how many candidates are in the hiring process, and how many other individuals (like hiring managers and senior leadership) are currently involved with interviews. For example, if you’re only hiring five to ten candidates a month, your data won’t change that much each week. As your volume grows, you’ll be able to see more fluctuations and can begin to pull your data more frequently.
By getting this cadence right, you can be sure that when you’re pulling your data, it’s both accurate and actionable.