5 Pieces of Data Recruiters Should Share with Hiring Managers to Set Expectations

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Information about 5 Pieces of Data Recruiters Should Share with Hiring Managers to Set...
Recruiting & HR

Published on October 23, 2014

Author: WANTEDAnalytics

Source: slideshare.net

Description

Hiring Managers often don't understand the current labor market from the HR and recruiting perspective, which can cause frustrations during talent acquisition.
At the in-take meeting, Recruiters need to paint a clear picture so Hiring Managers understand challenges and expectations are managed right from the beginning.
Here are 5 pieces of data that can help your relationship with Hiring Managers.

1. 5 Pieces of Data Recruiters Should Share with Hiring Managers HEADQUARTERS WANTED Technologies 400 Jean Lesage, East Hall, Suite 500 Quebec City, QC G1K 8W1 418-523-6663 US OFFICE WANTED Technologies 5 Union Square West, 4th Floor New York, NY 10003 (800) 530-0818

2. Hiring Managers often don't understand the current labor market from the HR and recruiting perspective, which can cause frustrations during talent acquisition. At the in-take meeting, Recruiters need to paint a clear picture so Hiring Managers understand challenges and expectations are managed right from the beginning. Here are 5 pieces of data that can help your relationship with Hiring Managers. 2 5 Pieces of Data Recruiters Should Share with Hiring Managers

3. 5 Pieces of Data Recruiters Should Share with Hiring Managers 3 1 – Companies recruiting for similar candidates and skill sets – your competition for talent! Who else is currently hiring for the same type of talent that you're looking for? Are there a lot of companies? Or just a few? Knowing how many and which companies will help direct your conversations with Hiring Managers. Current Competition for Software Developers with XML and Python Skills in San Jose, CA Source: WANTED Analytics

4. 2 – The number of candidates nationally and locally that meet your requirements Are there qualified candidates within a commutable distance? Or will you need to relocate talent? If there is a small number of candidates with your skill requirements, you may want to discuss on-the-job training for new employees. Talent Pool for Software Developers with XML and Python Skills in San Jose, CA Source: WANTED Analytics 4 5 Pieces of Data Recruiters Should Share with Hiring Managers

5. 3 – Average ad posting periods (to estimate time-to-fill) Filling a job as fast as possible is important to Hiring Managers. However, as the Recruiter, you need to establish a realistic expectation of how long it may take. From this, you can estimate the time-to-fill by adding the number of days in your typical interview process (consider how many rounds of interviews a candidate goes through) and offer negotiations. Average Posting Period for Software Developers with XML and Python Skills in San Jose, CA Source: WANTED Analytics 5 5 Pieces of Data Recruiters Should Share with Hiring Managers

6. 4 – Sample profiles and resumes This shows the Hiring Manager the types of candidates that are in the workforce. If you found candidates that looked like this, would the Hiring Manager find them acceptable? This sets a realistic expectation and helps you direct your candidate search. Resume Search on Google for Software Developers with XML and Python Skills in San Jose, CA 6 5 Pieces of Data Recruiters Should Share with Hiring Managers

7. 5 – Hiring Scales The Hiring Scale score may be the simplest way to explain difficulties in the talent market. It is a score, ranging from 1 (easy-to-fill) to 99 (hard-to-fill), and gives an overall view of current conditions. By looking at a score on a range, you can quickly see how hard, or easy, a job may be. You can also explain if things will be more difficult in your local area than nationally, and discuss ways to overcome these challenges. Hiring Scale for Software Developers with XML and Python Skills in San Jose, CA Source: WANTED Analytics 7 5 Pieces of Data Recruiters Should Share with Hiring Managers

8. Demand Pressure 8 About WANTED Analytics™

9. WANTED Analytics™ combines real-time and historical global talent supply and demand to help HR professionals make better strategic business decisions: •Guide an overall workforce strategy •Develop talent acquisition tactics for hard-to-fill positions •Survey the entire candidate universe •Use competitive intelligence to understand the external environment Additionally, clients in the staffing, HR, RPO, media, and government sectors use WANTED Analytics to find sales leads, analyze employment trends, gather competitive intelligence, forecast economic conditions, and source hard-to-fill positions. 9 Global Analytics for the Talent Marketplace

10. 10 Global Analytics for the Talent Marketplace

11. • WANTED maintains a Big Database of more than 1 billion job ads dating back to June of 2005 and growing every day • Each week, 2.5 million unique job postings are collected, adding up to 120 million per year • Historically, there are 2.45 million companies with stored job ads. In the last 30 days, job listings were collected from over 300,000 organizations • More than 25,000 sources are spidered, including job boards and corporate web sites • Data is tracked in the 22 largest countries, including the US, Canada, the UK, China, Australia, Mexico, and more 11 Global Analytics for the Talent Marketplace

12. Learn more and get a free trial of WANTED Analytics at www.wantedanalytics.com or contact us at (800) 530-0818. 12 Global Analytics for the Talent Marketplace

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